Gender & Sexual Orientation Discrimination Your Voice in the Fight

Des Moines Gender & Sexual Orientation Discrimination Lawyers

Representing Iowa & Minnesota Employees Exclusively Since 2009

Gender and sex discrimination takes many forms: unequal pay, denied promotions, a hostile work environment, wrongful termination, and treatment based on sex stereotyping. When an employer’s conduct crosses the line, federal and state law give workers the right to fight back. At Newkirk Zwagerman, P.L.C., we represent employees exclusively. We don’t represent employers or companies, which means our attorneys work without conflict of interest on behalf of the people who need it most.

We have been representing Iowa and Minnesota employees since 2009 and are licensed in both states, which matters when a claim involves cross-state employment or when an Iowa employer is also subject to Minnesota law. Iowa’s legal landscape on gender identity discrimination shifted as of July 1, 2025, and navigating what state law still covers alongside what federal law independently protects requires counsel who understands both frameworks. Workers facing gender or sex discrimination deserve accurate legal guidance, not a template answer.

Consult a Des Moines gender and sexual orientation discrimination attorney at Newkirk Zwagerman, P.L.C.. Call (515) 497-9409 or submit our online contact form. Initial consultations are complimentary.

Types of Sexual Orientation or Gender Discrimination in the Workplace

These types of discrimination can occur in various ways, such as:

Your boss refers to you by derogatory or offensive names based on your sex or uses or allows your coworkers to use offensive terms for being gay, lesbian, transgender, or bisexual.
Your employer disciplines male employees for taking personal calls from their children but allows female employees to take such calls without repercussion.
Your coworkers mimic or taunt you because the way you talk or act is not “womanly” or “manly” enough, depending on how they believe someone of your gender should act.
Your boss meets your male counterparts out for drinks after work to discuss business but refuses to invite females.
Your employer only promotes males to positions of power within the company.
As a woman, you are asked to refill your male coworker’s coffee even though you hold the same position as he does.
Your employer learns of your sexual orientation and fires you.
An employer refuses to hire you because you do not “fit the image” they want to portray, even though you are qualified for the job.
You are mimicked, teased, and ridiculed about your sexual partner.

Many people assume sex discrimination means men discriminating against women. In practice, it includes any employee discriminating against another based on sex, regardless of the genders involved. Men, women, and nonbinary individuals can all be targets.

The Iowa Civil Rights Act applies to employers with four or more employees, while Title VII of the Civil Rights Act of 1964 applies to employers with 15 or more employees. Workers at smaller Iowa employers may still have a state-law claim for sex and sexual orientation discrimination even when a federal claim isn’t available.

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At our core, we drive positive change through education and implicit bias training.

Laws That Protect Iowa & Minnesota Workers from Gender & Sex Discrimination

Workers in Iowa and Minnesota are protected by a combination of state and federal law. Which law applies depends on your employer’s size, the state where you work, and the type of discrimination you experienced.

Iowa Civil Rights Act

In Iowa, workers are protected from sex and sexual orientation discrimination under the Iowa Civil Rights Act, codified in Chapter 216 of the Iowa Code. This law prohibits employment discrimination based on sex and sexual orientation, among other protected characteristics. As of July 1, 2025, gender identity is no longer a protected class under Iowa state law following the enactment of Senate File 418. The Iowa Office of Civil Rights enforces these protections for employers with four or more employees.

Minnesota Human Rights Act

In Minnesota, the Minnesota Human Rights Act (MHRA) protects against workplace discrimination based on sex, gender identity, and sexual orientation. The Minnesota Department of Human Rights enforces this state law across employment, housing, and public accommodations.

Title VII of the Civil Rights Act of 1964

Title VII of the Civil Rights Act of 1964 is a federal law that prohibits employment discrimination based on sex. In 2020, the U.S. Supreme Court’s decision in Bostock v. Clayton County extended Title VII’s protections to sexual orientation and gender identity. Iowa workers who face gender identity discrimination may still have a federal claim under Title VII even though Iowa state law no longer covers gender identity, provided their employer has 15 or more employees.

Title VII applies to private employers and state and local governments with 15 or more employees, as well as to the federal government. It covers hiring, firing, promotions, harassment, training, wages, and benefits. The Equal Employment Opportunity Commission (EEOC) enforces the law and investigates complaints filed against employers. Complaints with the EEOC or the Iowa Office of Civil Rights must be filed within 300 days of the alleged discriminatory act.

How to File a Gender or Sex Discrimination Claim in Iowa

Pursuing a discrimination claim begins with filing a complaint with the right agency before the deadline passes. For claims under the Iowa Civil Rights Act, that complaint must be filed with the Iowa Office of Civil Rights within 300 days of the most recent discriminatory act. Once filed, the Iowa Office of Civil Rights notifies the employer and sends questionnaires to both parties, each of whom has 30 days to respond.

After the complaint has been on file for 60 days, you may request a right-to-sue letter. That letter authorizes you to file a lawsuit in district court and starts a 90-day window to do so. For claims under Title VII, the EEOC enforces the same 300-day filing deadline. These deadlines are strict. Missing the filing window can eliminate the right to bring a claim, regardless of how strong the underlying facts are.

Workers who aren’t sure whether their situation qualifies under state law, federal law, or both should speak with a sex discrimination lawyer in Des Moines before any deadlines approach. Early legal guidance can help preserve options that can’t be recovered once a filing window closes.

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How Newkirk Zwagerman, P.L.C. Handles Gender & Sex Discrimination Claims

If you believe you’ve experienced unequal treatment at work, our Des Moines sex discrimination attorneys can pursue your claim through every stage of the process:

Investigate your claim: We gather the evidence your case depends on, including emails, performance records, and witness identification, to build a factual foundation before any complaint is filed.
File with the right agency: Depending on your situation, we file with the Iowa Office of Civil Rights, the EEOC, or the Minnesota Department of Human Rights and manage the agency process on your behalf.
Negotiate a settlement: We negotiate directly with employers and their counsel to pursue a resolution that reflects what happened to you.
Litigate when necessary: When a fair resolution isn’t reached through negotiation, we take cases to state and federal court. We represent employees only, so there isn’t a conflict of interest between our clients and our practice.

Free case evaluations are available. If you’re ready to talk with a gender discrimination lawyer in Des Moines about what your employer did and what your options are, we’re here to listen.

Don’t wait on a filing deadline. Contact Newkirk Zwagerman, P.L.C. at (515) 497-9409 to talk through your situation with one of our attorneys.

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