When Title VII was first enacted, the civil rights legislation prohibited discrimination based on a person’s race, color, religion, sex and national origin. While the list of protected classifications has grown over the years, the EEOC wants to use some of the original classifications for new protections. The EEOC announced in March 2016, that it filed two separate lawsuits on behalf of a gay employee and lesbian employee, who allegedly experienced a hostile work environment because of their sexual orientation. The EEOC argues that Title VII prohibits this conduct because the alleged discrimination was based on the employees’ sex. If the EEOC is successful, Title VII’s definition of sex discrimination could soon include sexual orientation discrimination.