Legal Advocacy Fund

Past 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 past cases we have supported.

Current Cases

Case Status Brief Summary Year Filed AAUW Adopted Case End Date
Jane Doe v. The University of Kentucky Current Jane Doe filed a Title IX lawsuit against the University of Kentucky after enduring multiple campus hearings following her 2014 sexual assault by a fellow student. Although the accused was initially found responsible, repeated appeals led to a final determination of “not responsible.” Doe alleged the university mishandled her case, failed to provide academic support, and deliberately manipulated procedures. The university argued she lacked standing due to her enrollment at a partner college, but the Sixth Circuit allowed her claims to proceed, recognizing her substantial connection to the university and its educational programs.

2014

2017
Joseph v. Board of Regents of the University System of Georgia et al. Current MaChelle Joseph, former head coach of Georgia Tech’s women’s basketball team, led the program for 16 years, becoming its winningest coach. Despite her success, she and her team received fewer resources than the men’s team, prompting her advocacy for gender equity. Following a change in athletic department leadership in 2015, Joseph faced increasing retaliation. After formally reporting discrimination and retaliation in early 2019, Georgia Tech launched an investigation and terminated her. In December 2019, Joseph filed suit alleging sex discrimination, retaliation under Title VII and Title IX, whistleblower retaliation, and breach of contract. The case remains pending in federal court.

2019

2021
Miller v. Sam Houston State University Current Dr. Audrey K. Miller, a tenure-track professor at Sam Houston State University, faced systemic sex discrimination and retaliation despite outstanding performance and administrative assurances of tenure. She reported inequities in workload, pay, and treatment compared to male colleagues, triggering threats to her promotion. Despite external support, she was denied tenure, and subsequent appeals were dismissed. SHSU also issued a false negative reference, which obstructs future employment. After filing suit in 2015, a district court blocked the discovery. In 2021, the Fifth Circuit ruled her case had been unjustly constrained and remanded to a new court for reconsideration.

2021
Portz, et al. v. St. Cloud State University, et al. Current Ten female student-athletes sued St. Cloud State University (SCSU) for violating Title IX by eliminating the women’s tennis and Nordic ski teams and maintaining unequal athletic opportunities. In 2019, a federal court found SCSU in violation of Title IX and ordered reinstatement of the teams and equity improvements. Despite this, SCSU later cut more sports, prompting contempt findings and $20,000 in damages. The court criticized SCSU’s manipulative roster practices and lack of compliance. The case underscores the requirement that universities provide equitable athletic opportunities and resources regardless of gender, as mandated under Title IX.

2016

2017
Louk v. Visible College Current Mara Louk, a senior at Visible Music College, reported being raped and strangled by another student. Instead of investigating the assault, the school disciplined her based on information allegedly obtained from her assailant, citing premarital sex. Visible issued a “Pastoral Care Contract” restricting campus access, student interactions, and performance opportunities. Louk filed a federal complaint, prompting a U.S. Department of Education investigation into Visible for potential violations of Title IX and the Clery Act, including retaliation. The case raises serious concerns about institutional response to sexual assault and victim-blaming in religious educational settings.

2022

2023
Doe v Doe Current Jane Doe, a college student, reported being sexually assaulted by fellow student John Doe, triggering a Title IX investigation. The college found John responsible for sexual misconduct and expelled him. In response, John filed a defamation lawsuit against Jane, claiming her report was false and had harmed his reputation. Although the jury initially sided with John, an appeals court later reversed part of that decision. The court ruled that because a university panel had already found Jane’s account credible—determining John had sex with her while she was too intoxicated to consent—she could not be sued for defamation. The case reflects a concerning national trend of accused students filing retaliation lawsuits against their accusers, raising serious questions about whether survivors can safely exercise their Title IX rights without fear of legal consequences.

2016

2023
Lemberg v. University of Michigan (Clery & Title IX Complaint) & Lemberg v. University of Michigan (HIPAA Complaint) Current Annie Lemberg, a University of Michigan freshman, was sexually assaulted by her hospital physician during a 2014 stay. After reporting the incident in 2022, she discovered the doctor had multiple prior complaints and accessed her protected medical records 362 times without consent. The university delayed its investigation for over 650 days, hired a biased expert, and failed to protect patient privacy. Annie filed complaints with the U.S. Departments of Education and Health and Human Services for Title IX, Clery Act, and HIPAA violations.
Janus Title IX Complaint, Georgetown University Current A college student reported severe strangulation and drug-facilitated sexual assault by a fellow student to a University in the DC Metro Area. The Respondent had unlimited resources and hired numerous expert witnesses to deny drug-facilitation, distort medical evidence showing strangulation, and deflect DNA results. Without the assistance of AAUW, Complainant would not have been able to respond to his numerous experts and provide experts of her own.

2023

2025
Kohli v. Medical University of South Carolina, et al. Current The Plaintiff, a surgical resident, endured discrimination based on gender, race, national origin, weight, height, and physical appearance, as well as their intersection. Attempts to demand any sort of equal treatment led to escalating retaliation toward her. Without warning, she was unjustly dismissed just prior to her final year of training, and her medical license was unlawfully withheld. Women and POC face disproportionately high dismissal rates from residency programs, particularly when the status quo is challenged in white male-dominated fields like surgery. No protections exist for dismissed residents, leaving them vulnerable and their careers destroyed, while institutions operate with unchecked power and no accountability. This case seeks to set a critical precedent to protect the civil liberties of America’s women surgeons.

2023

2025
Madison Roger v. California State University Board of Trustees, et
al		 Current Madison Roger, a former student and employee at Cal Poly State University, alleges discrimination based on gender and disability, followed by retaliation after reporting these issues. After requesting accommodations, Roger claims her supervisors at the Crops Unit reduced her hours, relegated her to cleaning duties, and ultimately terminated her employment. Roger conducted research documenting gender discrimination at the Crops Unit, and alleges that after reporting her findings, her three-year habitat planting research project was deliberately sabotaged. The case includes claims under the California Equity in Higher Education Act, FEHA, and for wrongful termination, with Roger seeking damages for lost income, career damage, and emotional distress.

2024

2025

Past Cases

Case Status Brief Summary Year Filed AAUW Adopted Case End Date
Leder v. State University of New York at Buffalo Leder claimed she was denied tenure due to sex discrimination. Leder filed suit in 1988 and reached a settlement in 1997. 1988 1997
Swakon v. Texas A&I University A female professor claimed that she was paid less for doing the same work equivalent to her male counterparts. Settlement of an undisclosed amount. 1988
Roberts v. College of the Desert Coleen Roberts alleged that she was denied promotion and other opportunities for advancement because of her gender. In the settlement, Coleen Roberts was paid $505,000 in damages, attorney’s fees, and interest. 1989
Lovell v. Regents of the University of California, et al. Lovell began working at the University in 1981. In 1986, she was reviewed for tenure and denied. She claims she was discriminated against because of her gender, subjected to stricter standards than male colleagues, retaliated against after claiming discrimination, and subjected to unorthodox review process. Lovell filed a suit in 1990 and reached a settlement in 1992. 1990 1992
Hirschhorn v. University of Kentucky, et al. Ricky Hirschhorn was hired as a tenure-track professor in 1985 and gained an excellent reputation for her work. In 1991 she was denied tenure, which she claims was because of gender discrimination. She claims that her scholarly production exceeded her male colleagues who were appointed tenure. In 1992, she filed a suit. After a trial in 1995, the court ruled in favor of the University of Kentucky and dismissed her motion to appeal. 1992 1995
Webster v. Mohawk Valley Community College Webster claims she was demoted as retaliation for questioning the University’s anti-discrimination policies. In 1992, the court found that retaliation did not occur and dismissed the case. 1992
Harrison v. University of California, Berkeley Jenny Harrison filed a sex discrimination lawsuit after she was denied tenure. She worked in the math department and claimed that the atmosphere was hostile and that only one woman had been granted tenure out of 75 tenured professors. Harrison settled in 1993 and was given tenure by the University. 1993
Segel v. Regents of the University of California Biochemist Leigh Segel claimed she was discriminated against and blocked from applying to tenure- track positions because of gender discrimination. The University claimed that it was because she had a Ph.D. and not an M.D. that made her inapplicable to the program, however, male Ph.D.’s were given these positions in a “closed hiring process.” Segel settled in 1993 and was appointed as a full professor in the Dept. of Surgery. 1993
Melez v. University of California, Los Angeles Kathleen Melez was hired at UCLA for a 3-year fellowship, but claimed she was subjected to discrimination and harassment from her male coworkers. She filed a complaint with UCLA and claims her supervisor then retaliated against her and withdrew his support for her doctorate application; she was terminated and required to repay a $50,000 stipend. Melez filed a suit in 1993. Her case was dismissed in 2001. 1993
Hunt v. The Regents of the University of California Donna Hunt, a graduate student, claimed that her advisor sexually harassed her and retaliated against her for filing a grievance against him. The case was settled in 1994. She was awarded $175,000 and guaranteed financial support to finish her doctorate. 1994
Murray v. Western Kentucky University Anne Murray became a development director in 1990 but found that she was paid less than the lowest rank of male directors with similar responsibilities. In 1991, her male counterparts made double the amount of her salary. Murray filed a complaint and was later denied a permanent appointment to a less qualified male colleague. Murray filed suit in 1994. The case was settled in 1995, and Murray was paid $100,000. 1994 1995
Weissmann v. Albert Einstein College of Medicine of Yeshiva University Heidi Weissmann is a professor of nuclear medicine that filed a sex discrimination lawsuit against the university for paying her substantially less than her male colleagues who do similar work. Viessmann settled in 1994 and was rewarded with $900,000 in damages. 1994
Dugan v. Oregon State University Vicky Dugan was the head softball coach at OSU for 6 years and claims that she was fired and replaced by a male coach as retaliation for voicing her complaint about gender discrimination with regards to female athletics funding. She filed a suit in 1995 and was awarded $1.3 million. OSU appealed and lost and awarded Dugan $1.1 million. 1994 1999
Grudzinski v. University of California Irvine Medical Center, et al. Christina Grudzinski was a resident who claims she was subjected to sexual harassment for the first two years of her residency. After filing complaints, she was subjected to a hostile work environment and eventually terminated. In 1995, she filed a suit and lost her trial in 1998. The court ordered her to pay UC-Irvine a $1.1 million attorney fee. She appealed and the lower court’s decision was upheld. She appealed to the USSC but was denied a hearing. 1995 2002
Wilson v. Goddard College Tiffany Wilson claimed that the Dean harassed her and pressured her to perform sexual acts with him. The case was settled out of court in 1996 for an undisclosed amount. 1995 1996
Arakawa v. University of Wisconsin, Madison Renee Arakawa claimed that she was sexually harassed by her supervisory professor, while she worked as a research assistant. She alleged that he also made derogatory statements about her race. She filed suit in 1995, settled with the University in 1996, and was awarded $35,000. 1995 1996
Weinstock v. Columbia University Shelley Weinstock began her employment at the University in 1985 and was denied tenure in 1992. She claims that she was denied tenure because of sex discrimination and that equal or less qualified males had been appointed over her during tenure review. Weinstock filed suit in 1995 and in 1999 the court ruled that Weinstock failed to provide supporting evidence to her claim. She appealed to the 2nd circuit, which affirmed the lower court’s decision. The USSC declined to hear her case. 1995 2003
Goltz v. University of Notre Dame Sonia Goltz began her employment at UND in 1987. She claims that she and other female faculty were subjected to a hostile work environment and were assigned more duties than their male colleagues. She also claims that she was denied tenure after she gave birth to her child. At the time her tenure was denied, the university had never given a female tenure in her department. Goltz filed suit in 1996. A jury ruled in favor of Notre Dame at the trial in 1998. 1996 1998
Kern v. University of Notre Dame Beth Kern began working at ND in 1985 and gained a tenure track position the following year. She claims that she and other female faculty were subjected to a hostile work environment and were assigned more duties than their male colleagues. In 1993, Kern was denied tenure. The university had never given tenure to a woman who was faculty of CBA. Kern filed suit in 1996 and settled with the university in 1998 for an undisclosed amount. 1996 1998
Cordes v. Stevens Institute of Technology After 8 years of employment, Jennifer Cordes requested a promotion in 1994. After returning from family leave, she was given a limited amount of time to prepare for her tenure file, which led to her termination. She complained and was awarded an additional year of appointments. When she was reevaluated, she was again denied tenure. She claims she was equally or more qualified than male faculty members who had been promoted and given tenure. Settled out of court in 1999. 1996 1999
Lavin-McEleney v. Marist College Barbara Lavin-McEleney was a tenured professor who claims she was paid less than her male colleagues. In 1989, an article reported the school’s average salary, which was $4000 less than hers. She had worked there for 13 years and began questioning her pay. She requested a review of her salary and issued internal complaints, which the college refused to investigate or take action. She filed a lawsuit in 1996. The case was tried by a jury in 1998, who ruled that she was played inequitably, but did not find the college had intentionally violated the Equal Pay Act. She was awarded $11,300 in back pay, $86,500 in attorney fees, and $7500 of legal fees. Marist appealed and in 2001 the 2nd circuit upheld the prior verdict and ordered Marist to pay $120,000 in damages. 1996 2001
Fish et al. v. St. Cloud State University Class action lawsuit of 300 women that alleged that females earned lower salaries, fewer promotions, and were subjected to a sexually hostile environment. In 2000, the plaintiffs reached a settlement with the university where $600,000 of back pay was provided to 250 women employed from 1992-1998. Additionally, 60 women who were still employees would receive pay increases totaling $170,786 per year. The settlement totaled more than $2 million after increased salaries, back pay, and benefits. 1996 2000
Wilson v. University of California, Davis Sharon Wilson began working at the university in 1992. After two years of excellent performance evaluations, she claims that the university intentionally hid positions to pass her over and award them to less qualified white males. Wilson claimed she was discriminated against because of her African American ethnicity and gender. After complaining, the University retaliated and excluded her from further promotions. Wilson filed suit in 1996 and settled with the university in 2001. She was awarded a research position at the school. 1996 2001
Duffy/Jackson v. California Polytechnic State University Susan Duffy and Lorraine Jackson claimed that they were subjected to intimidation and harassment from their male coworkers after being hired in 1988 and 1992. They filed a complaint with the school, but the school did nothing. In 1997, they filed a lawsuit. In1998 the complaint was dismissed. They appealed, and their case was reinstated in 2000, and Cal Poly was ordered to pay the plaintiffs. They reached a confidential settlement in 2001. 1997 2001
Clinger v. New Mexico Highlands University In 1992, Catherine Clinger began a tenure track position at the university. She was unanimously recommended for tenure in 1996 but rejected by the board. She claimed that she was denied because of gender bias and that less qualified males were promoted over her. Clinger requested an internal review, but she was terminated instead. Clinger filed a complaint in 1997. In 1999, the court dismissed her complaint; she appealed, and the claim was dismissed again. In 2001, the USSC declined to hear her case. 1997 2001
Dace v. University of Massachusetts, Dartmouth Letitia Dace claimed that she was denied promotion despite being more qualified than the male professors who received the promotion. She filed a grievance with the university, but they failed to investigate. Dace filed a complaint with the MCAD and then a lawsuit in 1997. Dace filed a second lawsuit in 1999, which added the charge of retaliation. The court dismissed her suit, but she appealed. In 2003, Dace reached a confidential settlement with the university. 1997 2003
Crangle v. Stanford University Crangle was hired as a research scientist at Stanford in 1995. The dean and other scientist-imposed restrictions on her and made disparaging remarks about her gender and was terminated in 1997 after being demoted to lo-level duties. In 1997 she filed a grievance with Stanford, which she later withdrew because sex discrimination was excluded from the review. In 1997 she filed a lawsuit. In 2000, a jury ruled in her favor and awarded her $541,000 in damages. 1997 2000
Kowal-Vern v. Loyola University at Chicago, et al. Areta Kowal- Vern is an experienced doctor who was recruited as a professor by Loyola in 1987. After success at Loyola, Kowal asked for a promotion, but was told to wait. She was then demoted and replaced by younger, less experienced male employees. The school did not have a grievance committee, so Kowal filed a suit against the university. After this she was terminated and added retaliation to the suit. Later she presented evidence that the chair was providing adverse references against her, and she added slander to her lawsuit. She filed suit in 1998. In 2003, the 7th circuit dismissed her suit. She did not appeal. 1997 2003
Vuolo v. Board of Trustees, University of the Commonwealth of Massachusetts, et al. Vuolo, a mechanical engineer, was hired by UMass in 1983. She received awards and excellent workplace evaluations but was subjected to sexist comments and was paid less than her coworkers. She filed a complaint with the university in 1991, and reached a settlement with them a year later, but UMass failed to comply with the terms of their agreement. In 1998, she filed in MA state court. In 2003, the court dismissed her suit. 1998 2003 2000
Jennings v. University of North Carolina at Chapel Hill Melissa Jennings claims that she was sexually harassed by her soccer coach. In 1996, Jennings complained about the harassment, but was told to speak directly to the soccer coach about the allegations. She claims that the harassment continued. In 1996, Jennings was cut from the team. Jenning’s father complained to the school, who then launched an investigation. The university did not reprimand the coach but did state that the behavior was inappropriate. In 1998, Jennings filed suit. The court ruled in favor of the university. Jennings appealed to the 4th Circuit, who affirmed the decision. Jennings filed a petition for rehearing en ban, which reversed the decision and ruled in favor of Jennings. UNC appealed to the USSC. In 2008, the two parties reached a settlement of $385,000. 1998 2008 2007
Thomas v. University of Rhode Island JoAnne Thomas began working as a records supervisor at the university in 1986. She claims the assistant registrar created a hostile work environment by making inappropriate comments about women and Asians. He discussed sexually charged topics in the office and stated that he had been fired for his behavior before. Thomas and other coworkers complained, and the university completed an investigation. The results claimed that he intimidated and retaliated against employees but had not committed sexual discrimination or harassment. Thomas was then fired in 1995. She filed suit in 1998 and reached a settlement in 2000. 1998 2000
Daly v. Princeton University In 1988 Ruth Daly joined the Physics department at Princeton. In 1996, she was reviewed for tenure, which was denied in 1997. She appealed the decision but was terminated in 1998. Daly claims that she was equal or more qualified than her male colleagues. No female physics professor had ever been appointed at Princeton. She filed suit in 1998 and reached a confidential settlement in 2004. 1998 2004
A.D. v. Stanford University A.D. worked as a staff physician at the Stanford Children’s Hospital from 1995-1998. She was the only non-white physician and says she was paid less than other employees and was subjected to disparaging comments. She claims she was terminated because of her race and gender after being assured her contract would be renewed in 1997. She filed a lawsuit against the school in 1998 and reached a confidential settlement in 2000. 1998 2000
Glaser v. Fulton-Montgomery Community College, et al. In 1986, Glaser was hired and promoted in 1989. She discovered that her rank and salary was lower than less qualified male employees. Her supervisor treated her disparagingly and denied her promotions from 1992-1995. she discovered that other women were also treated with hostility and denied promotions. 3 out of 5 of the women filed complaints with the EEOC in 1995. After investigations were completed, Glaser was again treated hostilely and denied promotion. Glaser filed suit in 1998. In 2000, she filed an additional suit to include retaliation. The court dismissed her case in 2002. She appealed, but the decision upheld the lower court’s decision. She filed suit again in 2001, which was dismissed in 2004. She appealed the decision but later dropped the appeal. 1998 2004
Whittaker v. Northern Illinois University, et al. Whittaker was hired by the university in 1998. She claims she was subjected to disparaging remarks, unwelcome sexual advances, and pornographic material. After filing internal complaints, she was unjustly disciplined and treated with hostility and immediately received negative workplace evaluations. Her job was put up for bid without her notice. She filed a lawsuit in 2000. The court dismissed the case; she appealed, and the 7th circuit affirmed the dismissal. She petitioned a petitioned a writ of certiorari with the USSC in 2006. 2000 2006 2001
Miller et al. v. Texas Tech University Health Sciences Center Lucinda Miller & Elaine King-Miller were hired in 1997and told during the hiring process that the university could not be paid more than the specified base salary. However, Miller later found out that other professors were paid more and King-Miller also discovered that other associate deans were being paid more as well. A year later, both submitted tenure applications, but were denied tenure for a male coworker. They alleged that the three were irregularities during the review process like removing certain sections of the applications. They discovered that other female faculty were also being paid less than their male coworkers and complained about the discrimination. After complaining, they were subjected to a hostile work environment and given negative evaluations. Miller resigned in 1999, and King-Miller was demoted before her contract ended. In 2000, Miller and King-Miller filed a joint lawsuit. 2000 2005 2001
Chichilnisky v. Columbia University Graciela Chitinlike is a tenured professor who has worked for CU since 1979. In 1991, she filed a class action lawsuit against CU for violating Title VII and the Equal Pay Act. The suit was settled in 1995. She claimed that after the settlement, promises were unfulfilled and she was also retaliated against, including terminating one of her positions. Chichilnisky filed suit in 2000; CU filed counterclaims in 2003. After a jury trial in 2008, she settled with CU for an undisclosed amount. 2000 2008 2002
Evers et al v. University of Cincinnati Class action lawsuit on behalf of all full-time faculty at the University of Cincinnati. The named plaintiffs claimed they were subjected to a pattern of wage-based discrimination and denial of tenure and promotion. 2000
Hegland v. Santa Clara University Mary Hegland was hired in 1989. In 1993, she contracted lime disease and went on disability leave for 3 years. When she returned in 1997, she was advised to submit a tenure application. In 1998, she was denied tenure. She claims that she had a favorable departmental vote, but the tenure committee disapproved of her feminist perspective. She appealed the decision, but it was denied. She was told that the dean explained that he didn’t want her to be a tenured professor who could be on disability leave in the future. She filed a complaint with the EEOC and then a lawsuit in 2000. Hegland filed suit in 2000 and reached a confidential settlement in 2001. She is currently a tenured professor at the university. 2000 2001
Lerner v. Northeastern University Cathy Lerner worked at Northeastern from 1997-1999. She claims she was harassed by other professors because her students performed better than others, which caused professors to start rumors about her. She also claims that a male colleague became infatuated with her and eventually sent malicious emails and is the source for her harassment and denial of tenure. Lerner filed a complaint with the Massachusetts Commission on Discrimination and subsequently filed a lawsuit in 2000. In 2002, Lerner reached a confidential settlement with the university. 2000 2002
Ilon v. The State University of New York at Buffalo, et al. Lynn Ilon was hired in 1990 by SUNY and claims that she was treated disparagingly by a male coworker who she believes was sleeping with his students. She claims that he was intimidating her and refused to let her leave her office. After this incident, Ilon filed an internal complaint. After refusing to drop the complaint, her tenure was denied in 2000. She claims she was denied tenure as retaliation and that the university had a pattern for denying female professors’ tenure and paying them less than their male colleagues. Ilon filed suit in 2000. In 2008, the judge ruled in favor of the university. 2000 2008
Lioy v. Union County College Mary Jean Lioy is a tenured professor who worked for UCC for over 20 years. She claims that the Department head retaliated against for assisting two female coworkers. Her retaliation ranged from underrepresentation, pay refusal, cancelling classes, withholding materials, and refusing to produce 5 years of peer evaluations. Lioy filed a lawsuit in 2000 and reached a confidential settlement in 2002. 2000 2002
Brodsky v. Kaleida Health and State University of New York at Buffalo Linda Brodsky was hired by SUNY in 1983. After being appointed as a full-time tenured professor, her salary was still lower than the mandated salary minimum for full professors. Since 1989, SUNY refused to fix the disparity of her pay. From 1987-2001 she applied for salary increases and realized she was being paid less man men. After mentioning pay inequity, SUNY removed her tenure status and benefits. Reached a settlement in 2008. 2001 2008 2003
Roderick Jackson v. Birmingham Board of Education In 1999, Jackson became the coach of the girls’ basketball team. He discovered that the team received less funding than the boys claim and less access to equipment and facilities. He complained about these violations internally and was subjected to retaliation as a result. He received negative evaluations and was eventually terminated in 2001. In 2001, Jackson filed a suit, which was dismissed. The case was also dismissed in the 11th circuit. Jackson appealed to the USSC, which ruled in favor of Jackson in 2005 and stated that individuals who complain about sex discrimination have a private right of action for retaliation under Title IX. 2001 2005 2005
Violand v. George Washington University Laura Violand was hired at GWU in 1997 at a grade level 17 salary. She claims that she was required to perform equal and similar work to a male coworker who was a grade level 24, and that her work performance exceeded his. She filed an internal claim, which was investigated and admitted that she was performing at a higher level, but did not find any evidence of pay inequity. Violand filed a complaint in 2001. In 2003, a jury ruled in her favor. GWU appealed. In 2007, the appeals court judge upheld Violand’s $280,955 jury award from 2003. 2001 2007 2005
Wal-Mart Stores Inc. v. Dukes In 2001, female employees at Wal-Mart filed a class action lawsuit. The lawsuit claims that women are denied advancement, are paid less than men, subjected to a hostile environment, and are retaliated against for reporting discrimination. In 2011, the USSC ruled against the class action, and instead ruled that each woman would have to file suit individually or in small groups. In 2011, the USSC ruled against class action and instructed employees to file individually or in small groups. 2001 2012 2011
Sokol v. St. Louis Community College Kathy Sokol was hired in 1992. In 1999, she became aware of a male colleague’s inappropriate comments to faculty and students. She confronted him about his behavior, but he did not change his behavior. She then made a formal complaint with the college and received an immediate response that an investigation would take place. However, the investigation was postponed, and faculty members began to retaliate against her. She was not permitted to teach Spin classes, she was forced to move to another building, her office was damaged, and she was threatened and shunned. In 2000, she was removed as the chair of the department and continued facing harassment. In 2001, Sokol filed a lawsuit. In 2002, a jury ruled in favor of Sokol and awarded her $55,000 in damages. After the trial, Sokol continued to face retaliation from the college. She was transferred to another campus. In 2003, a court ordered the college to transfer her back and mandated that she was allowed to discuss the lawsuit in public. 2001 2003
Stepien v. Case Western Reserve University Carol Stepien joined the university in 1992 as a tenure track professor. She was the only female tenure-track professor in the department and claims she was with hostility because of her gender. She was denied tenure twice, and an internal investigation claimed that gender discrimination had occurred. The president rejected the committee’s findings. Stepien was the first women in the department up for tenure review in 25 years. Stepien filed a suit in 2001 and reached a confidential settlement in 2002. 2001 2002
Handler v. Nova Southeastern University Robyn Handler claims she was paid less than similarly situated male coaches, even though she had more experience and success as a coach. She claims she was retaliated against after she complained about the pay disparity and filed a complaint with the EEOC. From 1995-2000 she received excellent evaluations, but after her complaint her evaluations declined, and she was eventually terminated in 2002. Handler filed her complaint in 2001 and amended the complaint in 2002 to add retaliation. A year later, she reached a confidential agreement with NSU. 2001 2002
National Wrestling Coaches Association, et al. v. United States Department of Education In 2002, the National Wrestling Coaches Association, along with other similar groups, filed a suit against the U.S. Department of Education claiming that men were being discriminated against by the elimination of men’s athletic teams. The 2002 the National Wrestling Association filed a lawsuit, which the US. Department of Education filed to dismiss. In 2003, the district court granted the motion to dismiss the case. The National Wrestling Coaches Association appealed, which upheld the motion for dismissal. 2002 2004 2002
Lisa Simpson, et al. v. University of Colorado Lisa Simpson was a student at CU from 200-2004. She and another female student claim that they were sexually assaulted by members of the football team. After a school trial, the football players were not charged with sexual assault or suspended from playing time. She claims that CU was aware of sexual assaults since 1995 and failed to remedy the sexually hostile environment. Simpson filed a lawsuit in 2002. In 2005, the district court dismissed the case. In 2007, the plaintiffs filed a motion to amend, and the 10th circuit ruled in favor of Simpson. Later that year, the University reached a $2.5 million settlement with Simpson. 2002 2007 2005
Lavalli v. Texas State University-San Marcos Kari Lavalli noticed there was a lack of diversity among new hires and expressed her concern that less qualified males were given employment over female applicants. After speaking out, she was retaliated against and terminated in 2002. Lavalli filed suit in 2002 but reached a confidential settlement with Texas state in 2004. 2002 2004
Patricia Jean Harris O’Connor v. The Curators of the University of Missouri System, et al. Patricia O’Conner was hired by UMCK in 1988. After receiving tenure, her supervisor began to change the terms of her employment and expanded her duties, without a pay increase. O’Conner requested administrative support, but was denied, making her the only female supervisor without support. She claims that she was treated less favorably than males, threatened by her supervisor and subjected to a hostile environment. She was then terminated as a supervisor after filing a claim with the EEOC in 2001. She filed a complaint in court in 2002 and reached a confidential settlement with UMCK in 2005. 2002 2005
S.D. v. James Madison University S.D. was hired in 1998. In 2000 she applied for a tenure track position at JMU, which was denied for two less qualified males. Even after one of the men rejected the employment offer, the school did not extend the application or interview S.D. for the position. S.D. filed a complaint with the EEOC, which determined there was no discrimination in the hiring process. S.D. then filed a lawsuit in 2002. She reached a settlement in 2004. 2002 2004
Janet Conney v. The Regents of the University of California, et al. Janet Conney claimed that she began experiencing a hostile work environment in 2001, after her male colleagues made inappropriate comments about her and other females, including comments about their bodies. She also learned that her male coworkers were making 50-100% more than her for similar work. She complained about the harassment and pay inequity and was terminated in 2002. Conney filed a complaint in 2003. After trial in 2004, she was awarded a total of $2.95 million in damages. The university appealed. In 2006, the CA Supreme court declined to contest the original verdict and awarded Conney with $4.07 million. 2003 2006 2004
Washington v. Trustees of the California State University and Colleges, et al. Pay Washington began was hired as the first black-tenure track professor in the women’s studies department at SDSU. She claims that she was subjected to a racially hostile work environment and faced retaliation during her tenure review. Her reports of discrimination went uninvestigated. She was denied tenure and terminated in 2002-2003. She filed a complaint in 2005, which was dismissed during summary judgement. She appealed the case and lost. In 2005 she filed an appeal with the USSC, which refused to hear the case. 2003 2005 2004
McMahon v. Carroll College In 2000, Carroll College was hired in a tenure-track position. In 2002, McMahon applied for tenure. She received a favorable recommendation from her department. After learning she was pregnant, she informed the board and was ultimately denied tenure to less qualified male applicants. McMahon filed her complaint in 2003. The parties reached a settlement agreement in 2004. 2003 2004 2004
Mansourian et al. v. Regents of the University of California et al. Former female members of the university’s wrestling team claim that they were subjected to discrimination in the termination of the women’s wrestling opportunities. The plaintiffs filed a complaint in 2003. In 2004, the case was dismissed. In 2008, the class was dismissed. In 2009, 9th circuit overturned the dismissal. In 2011, the jury delivered a mixed decision. In 2012, the parties reached a settlement which included the university’s payment of $1.35 million to plaintiff’s attorney fees and costs. 2003 2012 2005
Russell v. The Trustees of Princeton University Lynn Russel began working at Princeton in 1997. In 2002, she was denied tenure. Russell claims that the chair intentionally interfered with her tenure review and subjected her to hostile treatment. In 2001, the appeal committee found that the university terminated her responsibilities largely because of his opinions. She also alleges that she was misrepresented during her review. Only one woman had been granted tenure in her department at the time. In 2003, Russell filed a complaint in the NJ courts. 2003 2005
Paula Maggio v. Kent State University Paula Maggio was hired by KSU in 1999. She claims that she was treated differently than her male coworkers after the hiring of a new supervisor. She claims that she was subjected to criticism and disciplines that her male coworkers did not experience in similar situations. She complained to the university in 2001 and was terminated shortly after. She filed a lawsuit in 2003. In 2004, the court dismissed the university’s request for summary judgement. The trial was postponed to 2006. 2003 2006 2006
Howard v. Bishop State Community College, et al. Kimberly Howard claims that while she was enrolled in the culinary arts department, the head of the program made unwanted sexual advances toward her in the classroom and in his office in 2003. Howards submitted an incident report to the director of human resources and met with college officials to rearrange her schedule. She claims the school failed to investigate her claim. In 2003, Howard filed suit against Bishop State. After a four-day trial, the jury awarded Howard $285,000 in damages. The college appealed to the 11th circuit. The two parties reached a confidential settlement in 2005. 2003 2005
Doe v. Notre Dame University and St. Mary’s College In 2001, Doe claimed that she was raped by a member of the football team. After reporting the incident to the school, she was discouraged from pursing an investigation. She claims that the university failed to accommodate Doe’s request for relocation and failed to punish the assailant. The state declined to investigate the incident. Doe won a civil suit against the perpetrator in 2003 and was awarded $1 million in damages. In 2003, Doe filed suit against Notre Dame and St. Mary’s in federal court. In 2004, the court denied Notre Dame’s motion to dismiss. The issue was settled in 2005. 2003 2005
Messmer v. Lehigh University Marie Messmer was hired by Lehigh University in 1996 as a tenure-track professor. After positive evaluations, she was denied tenure in 2002. Upon review, the Faculty Personnel committee found that Messmer’s tenure denial was arbitrary, and she was subjected to unequal treatment. Despite this finding, the board upheld their decision. In 2003, Messmer was terminated. Messmer filed a complaint in court in 2003. In 2004, she reached a confidential settlement with the university. 2003 2004
Nail v. Southwestern Oklahoma State University, et al. Jenifer Nail worked as a part-time instructor at the university since 1984. In 2001, she applied for a full-time position but was denied over a male applicant who was less qualified. She claimed she was denied the position because of her gender because she as children. An EEOC investigation claimed that there was evidence to suggest that she had been discriminated against. Nail filed a complaint in court in 2003 and a year later the parties reached a confidential settlement. 2003 2004
David Johnson v. University of Iowa, et al. David Johnson has been employed by Iowa since 1999. Johnson chose to utilize his saved sick days of leave as a substitute for parental need after the birth of his newborn baby. The university claimed that Johnson was not permitted to use his sick leave as parental leave and was forced to take 2 weeks of unpaid leave to care for his wife and child. Johnson claims that biological fathers are the only employees who are restricted from using their sick leave toward parental leave. Johnson filed a complaint in court in 2003. In 2004, the court dismissed the case. Johnson appealed to the 8th circuit, where the court rule in favor of the university in 2005. Johnson did not file an appeal. 2003 2005
Lissa Lord v. The Curators of the University of Missouri System In 2000, UMKC hired Lissa Lord. In 2001, the terms of her employment were changed. She claims that she and other female employees were then subjected to a hostile work environment and discriminatory treatment from the interim director. After filing a complaint, the school failed to investigate the behavior. In 2002, the interim director retaliated against Lord and recommended her termination. The school kept Lord on staff, but weeks later she was given demands to complete new tasks or lose her job. She filed a complaint with the state for the hostile treatment. She was forced to take disability leave from the strain of the environment. She was also threatened to be fired if she did not drop the discrimination charges. She was terminated in 2003. Lord filed a complaint in 2003. The two parties reached a settlement of $81,000 in damages in 2004. 2003 2004
Pitblado v. Trustees of the State Colleges in Colorado, Western State College Bonnie Pitblado began working at WSC in 2000. She witnessed her colleague treat female faculty and students differently than males and reported this behavior to the department chair. After reporting the behavior, the situation became more hostile and Pitblado was terminated. She was advised that her termination had nothing to do with budget cuts and that the job opening was written to exclude her qualifications and prevent her from applying. Pitblado filed a suit in 2003 and reached a confidential settlement with WSC later that year. 2003 2003
Batya Weinbaum v. Cleveland State University Batya Weinbaum began working at CSU in 1998. She claims that when she was hired, she was promised to have certain benefits and equipment, which the university failed to fulfill. She also claims that the chair wrongfully disciplined her, treated her in a demeaning manner, and committed irregularities during her tenure review. She was denied tenure and terminated in 2003. Weinbaum filed her case in 2004. In 2006, the two parties reached a confidential settlement. 2004 2006
Nash v. Ray L. Belton and the Southern University System Beverly Ann Nash was hired in 2002 and was immediately informed campus police sexually harassing females. After bringing the allegations up to her supervisor, she received threatening messages. She filed a report with the police and continued to inform her supervisors of sexual harassment reports. In 2002, Nash relieved of her position without explanation. In 2005, the court dismissed Nash’s suit. Nash appealed and the USSC overturned the circuit court’s decision because individuals have the right to file individual retaliation claims under Title IX. Nash filed an appeal, and in 2006 the 5th circuit dismissed the appeal. 2005 2006 2005
Potera-Haskins v. Gamble, Montana State University, et al. In 2001, Potera-Haskins was hired as the head coach for the women’s basketball team at MSU. She claims that she was immediately treated differently and received less accommodation and pay than the male coaches. She also claims that she was given less authority over the team decisions and was instructed to offer the athletic director’s daughter a scholarship and spot on the team. She objected and reported her concerns internally. Her complaints went unresolved by the school and eventually led to her termination. She was replaced by a less qualified male coach. In 2005, Potera-Haskins filed a lawsuit against MSU. In 2007, the court denied summary judgement in favor of Potera- Haskins but dismissed the Title VII claims. A trial was set for 2009. 2005 2009 2006
deMartin v. New Mexico Highlands University Lyn deMartin began employment at the university in 1999. She was promoted to be a program director and was informed by her colleague that the directors had received raises. After requesting a raise, she was granted an increase of $5,000 a year. In 2004, she received staff salary information that showed that she was making $13-14000 less than her male counterparts. In 2004, she filed a charge of sex discrimination with the EEOC. After filing a complaint, she was terminated. In 2005, she filed a complaint in court. She reached a settlement with the university in 2006. 2005 2006 2006
Thein, Wartluft, and Jaureguito v. Feather River Community In 2006, Thein, Warluft & Jaureguito filed a three different suit alleging retaliation for gender discrimination. In 2005, the coaches complained that the women’s coaching staff was not treated equally. Jauregito and Thein reported sexual harassment, which the school failed to invetigate. All three were retaliated against for complaining about harassment and discrimination. In 2006, 3 cases were filed. In 2009, a judge ruled that all 3 should be reinstated and paid back pay and damages. The school appealed, but the SPB upheld the lower court’s decision. 2006 2009 2007
Riccardi v. Vanderbilt University Medical Center Riccardi was an assistant professor at Vanderbilt who sued for sexual harassment and retaliation. She filed suit in 2006 and reached a settlement in 2007. 2006 2007 2007
Parker v. IN High School Athletic Assoc. The suit claimed that the Franklin County High School girls’ basketball game was being discriminated against in the scheduling of the girls’ games on non-prime time days. In 2009, the girls’ varsity basketball team filed suit. The court ruled in favor of the school and claimed that the suit was far-reaching. Parker and team appealed the ruling. In 2012, the two parties reached an agreement that requires progressive improvements in scheduling girls’ basketball games through 2017. 2009 2012 2011
Sun v. University of Massachusetts, Dartmouth Lula Sun claims that she was denied promotion based on gender and race discrimination against her. She filed in 2010, and in 2011 she was promoted to a full professor status and a financial distress award. However, the university appealed the emotional distress award. In 2014, MCAD upheld their ruling in favor of Sun. Sun was promoted, awarded with emotional distress damages, and the university was advised to conduct anti-discrimination training. 2010 2014 2010
Bull v. Board of Trustees of Ball State University Kathy Bull was the head coach for the BSU women’s tennis team for over 21 years. She was fired in 2009, for allegedly speaking out against gender inequity in the athletic department. Over the course of five years 11 out of 12 head coaches for women’s teams resigned or were fired. In 2010, Bull filed suit. The university filed a motion to dismiss the claims, but the court ruled in favor of Bull. In 2012, the parties reached a settlement, and Bull was awarded more than $700,000 in cash. 2010 2012 2012
Cioca et al. v. Rumsfeld et al. 16 veteran service members and women filed a lawsuit against the DoD for failing to prevent plaintiffs from sexual assaults, failing to investigate rapes and assaults, failure to prosecute perpetrators, and failure to implement reforms to stop rape and provide a judicial system under the Uniform Military Justice Act. The case was filed in 2011. In 2012, a judge granted the DoD’s motion to dismiss the case, claiming that military members cannot sue the government for injuries incurred during time of service. Burke filed an appeal. 2011 2012 2011
Klay et al v. Panetta et al Ariana Klay and 8 other plaintiffs are suing the US military for creating a rape tolerant culture. Klay claims that after she was raped, she was shamed for wearing makeup. The plaintiffs also claim that rapists are often convicted for lesser crimes when they are convicted. The case was filed in 2012 and is ongoing. 2012 2012
Hoffman et al. v. Panetta et al 19 plaintiffs from the Army and Airforce claim that they were sexually assaulted while on active duty and that the military inadequately manages these cases. The case was filed in 2012 and is ongoing. 2012 #REF! 2012
LeBlanc v. Trustees of Indiana University Virginia LeBlanc claims that she was discriminated against during her hiring and has been subjected to disparate treatment and sexual harassment. She filed a complaint with the university, but the university failed to resolve her complaints. In 2010, another employee filled a similar complaint, which was also left unresolved. LeBlanc filed additional complaints that went unresolved and filed a complaint with the EEOC in 2011. LeBlanc received a right to sue notice in 2012. After filing suit, IU filed a motion to dismiss the case, but this was denied, and case was transferred to the US District Court for Southern Indiana. The case is currently. 2012 2013 2012
Moshak v. University of Tennessee Moshak, Mason, and Schlosser were former employees of Tennessee’s women’s athletic department. In 2002, they claimed that they were fired and forced to retire after complaining about the unequal pay between the women’s and men’s coaching staffs. In 2012, the lawsuit was filed. The case is expected to go to trial in June 2015. 2012 2015 2014
 


Burhans V. Yale

 Susan Burhans was hired by Yale in 1999. In 2012, she filed suit against Yale claiming that she was retaliated against and terminated for speaking out against sexual assault and other Title IX violations. Settled 2012 2015
Rizo v. Fresno County Office of Education Aileen Rizo claims she is discriminated against because of the school’s discriminatory pay scale. Rizo is paid far less than her unexperienced male colleagues. She filed suit against her school in 2014. Ongoing 2014 ongoing 2015
Portz v. St. Cloud State University 10 female student athletes filed a lawsuit against St. Cloud State University (SCSU) and Minnesota State College and University Systems alleging violations of Title IX. ongoing 2016 ongoing 2017
Robb v. Lock Haven Emily Robb and seven other student athletes filed a class action lawsuit against Lock Haven University (LHU) of Pennsylvania alleging a longstanding failure to provide equal opportunities to participate in varsity intercollegiate athletics as mandated by Title IX. ongoing 2017 ongoing 2017
Jane Doe, et al v. Howard University Six current and former Howard University female students reported sexual assaults in 2014, 2015, and 2016. They allege that these assaults were committed by male employees and students at the university. ongoing 2017 ongoing 2017
Jane Doe v. The University of Kentucky A first-year student enrolled in a dual enrollment partnership between Bluegrass Community and Technical College (BCTC) and the University of Kentucky, was sexually assaulted by another University of Kentucky student in her dorm room on the University of Kentucky campus. ongoing 2017 ongoing 2017
Spencer v. Virginia State University In 2014, two male administrators at VSU were appointed to faculty positions as associate professors. Spencer alleges that their salaries were vastly higher than those of female professors at all ranks. She requested a salary adjustment based on Title VII and the EPA, but her request was denied. Spencer alleges that she subsequently faced retaliation, including delays in processing her pay. On Monday March 18, 2019, the U.S. Court of Appeals for the Fourth Circuit affirmed the decision of the lower U.S. District Court for the Eastern District of Virginia, which granted summary judgment in favor of Virginia State University. The Fourth Circuit found that Spencer’s work was not equal to that of her comparators and the wage disparity which she experienced was based on “a factor other than sex” under the Equal Pay Act. After reviewing the district court’s decision, the Fourth Circuit found that the district court’s ruling was appropriate because there was “no genuine dispute as to any material fact” — meaning Spencer did not meet the requirements to overcome a motion for summary judgment. Spencer’s other claims did not survive either. The Supreme Court denied cert. 2017 2019 2017
Sloboda v. New York University no info. Confidential Settlement 1970s 1980s? n/a
Doe v. Berry College, et al. No info. No info. 1970s 1980s? n/a
Foltz et al. v Delaware State University 15 members of the DSU women’s equestrian team filed a suit against the school after the decision was made to eliminate their team and replace it with competitive cheerleading. The students claim that the school failed to provide female athletes with equal opportunities. In 2010, the case was settled. The settlement prevents the university from eliminating the equestrian team and provides steps for the school to achieve more gender equality in athletics. 2010 2010
Baldwin et al. v. Department of Defense Celina Baldwin, Alyssa Rodriguez, Jennifer Smith, and Carmelita Swain were sexually assaulted while on active duty. They claimed that the military failed to investigate the instances and retaliated against them for reporting the rapes. Appeal failed 2014
Freyd v. University of Oregon Jennifer J. Freyd 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 her less-senior male colleagues. For years, Professor Freyd has been asking for corrective action to be taken on the gendered pay disparity in University of Oregon’s Psychology Department. ongoing ongoing 2019
James v. Virginia Polytechnic Institute The National Women’s Law center filed suit against VT on behalf of 12 female student who claimed that VT discriminated against women’s sports and the students after they tried to upgrade the women’s club sports to varsity status. The case was settled out of court in 1995. VT agreed to increase the participation rate of female varsity athletics and women athlete scholarship rates. 1995
Zimmerman v. University of California, Berkeley, Haas School of Business Katherine Zimmerman sued the UC Berkley Haas Business school for their admissions policies that are discriminatory and adversely affect women with children. The night program only accepts applicants who work a full time 40 hours/ week and does not consider stay-at-home mothers. Zimmerman reached a settlement with the university in 2001. 2001
Brzonkala v. Virginia Polytechnic Institute and State University, et al. Christy Brzonkala alleged that she was raped by 2 VT football players during her first year. One of the accused was found guilty twice by the university and suspended the player for 2 semesters. The school did not charge the offender with assault but suspended him for ‘use of abusive language.’ Brzonkala filed suit for disparate treatment, which was dismissed in court. After appealing to the 4th circuit, the claim of hostile environment was reinstated. In 2000, she settled with the university. 2000
McCaffrey v. University of Wisconsin-Madison A former research associate, Jennifer McCaffrey, sued the university claiming that she was subjected to sexual harassment, a hostile work environment, and pay inequity. The University conducted an investigation and found that there was a Title VII violation. After an internal investigation from the university’s affirmative action office, they found that there was a Title VII violation. The university agreed to pay McCaffrey $10,000. 1995
Nelson v. Temple University Traci Nelson was an undergraduate at Temple who claimed that the assistant dean sexually harassed her over a two-year period, causing her grades and performance to drop. The case was settled out of court for an undisclosed amount. 1996
Macadaeg v. Butler University Keri Macadaeg claims that she was repeatedly propositioned for sex by a male executive. After filing a complaint with the university, no remedy was provided. Macadaeg reached a confidential settlement in 1998. 1998
Travis v. Board of Regents, University of Texas System Betty Ravis was a professor in the Divion of Mathematics, Computer Science and Statistics who claimed that she was discriminated against because of her gender with regards to promotion, tenure, and pay. In 1996, a jury ruled in favor of Betty Travis on five counts of sex discrimination. However, the university appealed, and the verdict was overturned. Travis appealed to the USSC, but they refused to hear her case. 1996
Arefi v. Florida International University Farah Arefi was denied tenure after recommendations for promotion and positive performance evaluations. She claims she was denied tenure because of gender discrimination. She settled with the university in 1996 for an undisclosed amount. 1996
Mahoney v. The George Washington University Eileen Mahoney claimed that her tenure was denied because she is a woman. She claims that she surpassed the criteria to meet tenure and carried a heavier course load than her male counterparts. The tenure review panel included a faculty member that she had previously complained against for sexual harassment and claims that he cast a negative vote against her as retaliation. In 1998, the case was settled out of court. 1998
Reno v. University of Tennessee Ms. Reno was a professor of architecture that claimed she was denied tenure due to gender discrimination. In her field only 7.6 % of tenured faculty were women. She claimed that a male professor with similar credentials was granted tenure the same time that she was denied. Out of court settlement in 1995. 1995
Moore v. Regents of the University of California Julia Moore claimed that her credentials and letters of recommendation were suppressed and presented falsely during her tenure review because of discrimination based on her gender and sexual orientation. She also was harassed while she was employed at the university. She claims that she was denied tenure over a male finalist who was less qualified than she was. Out of court settlement in 1995. 1995
Gerber v. Colby College Rebecca Gerber is a music professor that claimed she was denied tenure because of her gender. She alleges that she was required to conduct heavier course loads with fewer course credits than her male counterparts. The case settled out of court and Rebecca Gerber was awarded $200,000 after taxes. 1995
Sonnino v. University of Kansas Hospital Authority, et al. Roberta Sonnino was the only female section chief at KUMED when she was hired in 1998. She claims that the hospital staff resisted her efforts to improve patient care and denied her resources and staff because of her gender. She also claims she was retaliated against for reporting her concerns. She claims the male staff made unfair statements about her work ethic because of her gender and was paid less than male less experienced and qualified male staff members. She demanded that her salary be reinstated and was subjected to more retaliation afterwards that included her suspension and resignation.
Paige v. USAID A group of senior female Foreign Service officers at the U.S. Agency for International Development (USAID) filed a formal complaint in 2017 alleging gender-based pay discrimination. Despite holding top ranks, these women discovered they earned less than male colleagues in lower positions. They attribute this disparity to being hired at lower starting salaries, which were never adjusted as they advanced. USAID’s internal review found no evidence of gender-based pay discrimination, attributing differences to pay increase rates at different ranks.

 

 2017 2024 2020
Hristina Nikolova, vs. Trustees of Boston College In 2023, Dr. Hristina Nikolova, a former assistant professor of marketing at Boston College’s Carroll School of Management, filed a lawsuit against the university, alleging gender and pregnancy discrimination during her tenure application process. Nikolova claimed that despite meeting or exceeding tenure standards, her application was denied while she was on maternity leave. She asserted that the university failed to fairly evaluate her performance and retaliated against her for taking parental leave. Boston College denied these allegations, stating the tenure decision was based on legitimate, non-discriminatory reasons In March 2025, both parties agreed to settle the lawsuit. 2023 2025 2023
Devan-Song v. Oregon State University Anne Devan-Song, a PhD candidate at Oregon State University (OSU), faced sexual and gender-based harassment at the hands of fellow graduate student. OSU not only failed to address and resolve the complaints, but also discharged Devan-Song from her lab despite her excellent academic standing then suspended her for speaking out about her experience. In May 2021, OSU and Devan-Song settled her case. OSU removed all disciplinary sanctions for Devan-Song’s speech about her experiences at OSU and reinstated her as a PhD candidate in good standing. OSU also agreed to add the following language to Section 3.2 of its Student Code of Conduct: “In particular, the University will not take disciplinary action under this Code for speech activities that disclose or discuss, in good faith, factual information relating to a claim of prohibited discrimination, harassment or retaliation”. In line with the Oregon constitution, this language will make it more difficult for OSU to punish people for talking about their experiences of discrimination at OSU and advocating for equity, justice, and inclusion. 2020 2021
Complainant, The University of Colorado Boulder A sexual assault student victim at the University of Colorado Boulder reported under Title IX to the University, where her case was considered under one of the new tribunals created by damaging Title IX regulations that went into effect in August 2020. The student’s attorney navigated her rights in the investigative and disciplinary process, which involved significant procedural irregularities and inequities creating barriers to the exercise of her rights under Title IX. AAUW LAF funds allowed this student an attorney to navigate her rights in the investigative and disciplinary process, which involved significant procedural irregularities and inequities creating barriers to the exercise of her rights under Title IX. 2021
Glasson v. Google Chelsey Glasson had a long history of exceptional performance at the tech companies she worked for — until she began to speak out against the pregnancy discrimination she witnessed and then began to experience herself as a Google employee. In February 2022, Glasson reached a settlement agreement with Google. After spending more than a year at Facebook as a staff user researcher, Glasson has continued her career at Compass, where she joined in January 2021. 2022 2020
Doe v. Lasch, Cooper, Alfred E. Mann Institute for Biomedical Engineering, University of Southern California: A Sexual Harassment Case The plaintiff in Doe v. Lasch, Cooper, Alfred E. Mann Institute for Biomedical Engineering, University of Southern California, alleges that she experienced sexual harassment by her employer and was terminated after she reported the behavior.
Kurz et al. v. Trustees of Indiana University et al. Kurz et al. v. Trustees of Indiana University et al. brings attention not only to the sexual harassment of students by university staff, but also to the serious retaliation those students may face if they speak out.
Towers v. State University of New York at Stony Brook Dr. Sherry Towers began her employment as a postdoctoral employee with the Stony Brook physics department in September 2000.
Burch, et al. v. Regents of the University of California, et al.  

Michael Burch, former head wrestling coach at the University of California-Davis (UC-Davis), sued the Regents of the University of California for retaliation in violation of Title IX of the Education Amendments of 1972 and other federal laws.
Mandell v. Regents of the University of California Carol Mandell sued the university for sex, age, and national origin discrimination in violation of California state laws.
Zylbert v. Stanford University School of Medicine, Santa Clara Valley Medical Center Barbara Zylbert, a former medical student and intern/resident at Stanford University School of Medicine, sued the institution for sex discrimination, retaliation, and breach of contract.
Crystal v. Regents of the University of Michigan Jill Crystal sued the university’s regents for pregnancy discrimination, pay inequity and other claims in violation of Michigan state laws.

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title ix equal pay tenure campus sexual assault discrimination LAF Legal Advocacy Fund