Current Cases

LAF challenges sex discrimination in higher education and the workplace.

AAUW has provided millions of dollars to support hundreds of cases. Learn more about current cases we are supporting.

headshot photo of Professor Jennifer Freyd wearing a blue shirt sitting in front of a window

Freyd v. University of Oregon

Jennifer J. Freyd has been a Professor in the University of Oregon’s Psychology Department for more than 30 years and is a national leader in the field of trauma psychology. She is the most senior staff member of University of Oregon’s Psychology Department based on years in rank. Her salary, however, is substantially less than that of several of her less-senior male colleagues.

University of Kentucky Student Building with cannon out front

Jane Doe v. The University of Kentucky

To ensure access to education for women and girls, AAUW advocates for the full protections of Title IX. AAUW’s Legal Advocacy Fund supports this case to reform the sexual assault hearing process on campuses. Currently, alleged assailants have multiple opportunities to re-victimize survivors through the hearings process, under the guise of due process.

Howard University Quad

Jane Doe, et al v. Howard University

Jane Doe, et al v. Howard University is a case involving six current and former Howard University female students (Jane Does) who reported sexual assaults in 2014, 2015, and 2016. They allege that these assaults were committed by male employees and students at the university.

university building at St. Cloud State University

Portz v. St. Cloud State University et al.

Portz v. St. Cloud State University et al. is a case involving 10 female student athletes who filed a lawsuit against St. Cloud State University (SCSU) and Minnesota State College and University Systems alleging violations of Title IX.

Yovino v. Rizo

In 2012, Rizo says, a male colleague who had recently been hired mentioned that he had been placed at step nine on the county’s 10-step pay scale. Rizo was shocked — she had been placed at step one on the scale when she began her job, even though she understood that she had more experience and seniority than her male colleague. Rizo says that after filing an internal complaint, she was told that the FCOE based new employees’ salaries on just one factor: the employee’s salary history.