Scottsdale's anti-discrimination ordinance is part of the city's commitment to a Scottsdale free from discrimination based on actual or perceived race, color, religion, sex, national origin, age, sexual orientation, gender identity or disability anywhere within city limits.
The City of Scottsdale is committed to preventing discriminatory practices based on race, color, religion, sex, age, disability, national origin, sexual orientation, or gender identity. Scottsdale's anti-discrimination ordinance prohibits discrimination in employment, housing, places of public accommodation, and City services, programs, and activities. Individuals who believe they have experienced discrimination may file a complaint with the city.
The anti-discrimination ordinance protects people in Scottsdale from discrimination in the sale or rental of housing, in businesses that serve the public, and in employment.
The anti-discrimination ordinance includes local businesses and employers and requires their compliance with the law. It provides a mechanism for responding to complaints of discrimination. Finally, if discrimination occurs, violators would be subject to civil prosecution. It also expands coverage of current anti-discrimination policies to elected and appointed officials, and contractors, vendors and consultants who do work on behalf of the city.
The anti-discrimination ordinance prohibits discrimination in public accommodations, employment and housing on the basis of race, color, religion, sex, national origin, age, sexual orientation, gender identity or disability.
Chapter 15 - Human Rights
- Article I. - Anti-Discrimination in City Services, Programs and Activities and Contracting
- Article II. - Anti-Discrimination in Employment and Public Accomodations
- Article III. - Fair Housing
Understanding Scottsdale's Ordinance
The questions and answers below explain specific facets of the ordinance and address questions received by the city.
Yes. A family-owned business may hire a family member or a friend of the family - provided there is no competitive hiring process, i.e. the job opening is not advertised to the public.
The ordinance will be interpreted in a manner consistent with free exercise of religion, as well as other First Amendment freedoms. Religion is also a protected class throughout - so a person cannot be discriminated against based on their religion. Similar to a family-owned business, an individual may hire someone of their own religion, or limit real estate transactions to persons of their religion, provided there is no competitive process, i.e. the job opening is not advertised to the public, or the real estate listing is not advertised to the public.
The ordinance will be interpreted in a manner consistent with free exercise of religion, as well as other First Amendment freedoms. Religion is also a protected class throughout - so a person cannot be discriminated against based on their religion. In addition, it would not be considered discrimination for religious organizations to give preference in hiring someone of their religion to perform religious work, or to limit real estate transactions to persons of their religion. Religious organizations, when providing services to the public, may not discriminate on the basis of a protected class. The ordinance will also be interpreted consistent with the Arizona Constitution and Arizona's Free Exercise of Religion Act, which provide religious freedom protections.
The ordinance does not address the issue of restrooms and locker rooms. Nothing in the ordinance would prohibit a business from posting such facilities for men only, or for women only, or having gender neutral facilities. Nothing about this ordinance changes the fact that it is illegal to enter a restroom or facility to harm or harass people or invade their privacy. People in Scottsdale currently must choose which restroom or similar facility to use, and one would assume they choose the facility associated with the gender with which they identify. Nothing in the ordinance would change that.
State law prohibits cities from regulating public and charter schools. Private schools would only be subject to the ordinance's provisions regarding employment and public accommodation.
Yes. The ordinance does not apply to the selection of persons to reside within a dwelling or portion of a dwelling occupied by the person making the selection.
Non-Religious businesses that are open to the public should be open to everyone on the same terms. If a business chooses to provide goods and services to the public, they should be sold to everyone equally.
Reporting incidents of discrimination
All complaints must be filed within ninety (90) calendar days from the date of the alleged discriminatory act.
The alleged discrimination must have taken place within the Scottsdale city limits. The city does not have authority to address discrimination complaints in other jurisdictions.
When completing the form, please provide clear and concise information when describing:
- the alleged discriminatory practice(s) and/or act(s);
- the dates of the alleged discriminatory practice(s) and/or act(s);
- and witnesses to such practice(s) and/or act(s).
All sections of the complaint form must be completed. Incomplete forms will not be processed.
Questions regarding the complaint form should be directed to the Office of Diversity and Inclusion at 480-312-7616.
The following information is required to assist us in processing your complaint. The Office of Diversity and Inclusion will review your complaint and determine next steps based on the jurisdiction, timeliness of filing, and whether the allegations, if true, would violate the Ordinance.
Diversity Program Director
Stanna Michelle Slater
Appointed LGBTQ Liaison to City Executives