QUESTION
A banking department has cited us for a violation of the Equal Credit Opportunity Act, Regulation B. The allegation is that we denied several loans on the basis of sexual orientation. The applicants filed a complaint with the department. I will state the basis of the complaints. Based on their investigation, they issued an administrative demand to review our loan originations for the last three years.
Other banking departments seem to be interested in this matter and have sent us document requests for loan files and loan logs. When I joined the company as its General Counsel two years ago, I undertook a review of administrative actions going back several years. Nothing like this happened. For the years I reviewed, we did not have complaints caused by violations of Regulation B, particularly, adverse action.
In drafting our response to the department, I relied on case law, best practices, and specific regulatory guidelines. To ensure I have a deeper understanding of our legal exposure, I want your input on potential procedures that may cause a violation of the ECOA based on sexual orientation.
What are potential procedures that may cause a violation of the ECOA based on sexual orientation?
SOLUTION
RESPONSE
The Equal Credit Opportunity Act (ECOA), as implemented by Regulation B, prohibits discrimination on a prohibited basis in any aspect of a credit transaction. Prohibited bases under the ECOA are: race, color, religion, national origin, sex, marital status, or age (provided that the applicant has the capacity to enter into a binding contract); the applicant's income being derived from public assistance; or the applicant's exercise in good faith of any right under the Consumer Credit Protection Act or any state law upon which an exemption has been granted by the Consumer Financial Protection Bureau (CFPB).
For any rejected application, you should provide a written notice that clearly explains the specific principal reason(s) for the decision. The notice must also include the ECOA disclosure and the name of the appropriate federal enforcement agency.
The prohibited basis doctrine, as applied to sex, includes sexual orientation and gender identity. The Supreme Court ruled, in 2020, in Bostock v. Clayton County that the federal law prohibiting discrimination in employment based on a person's sex includes gender identity and sexual orientation.
Following this decision, certain federal agencies with regulatory authority for sex discrimination were directed to review their agency procedures and determine whether actions should be taken to align them with the Bostock decision. Subsequently, the CFPB issued an interpretive rule clarifying that the ECOA and Regulation B apply to discrimination in credit transactions based on a person's sexual orientation and/or gender identity. The rule also provided guidance to clarify the requirements.
The FHA prohibits discrimination based on race, color, religion, sex, familial status, national origin, or disability in the sale, rental, and financing of housing. In 2021, the Department of Housing and Urban Development confirmed that discrimination based on sexual orientation is a violation of the FHA.
In light of this change, lenders sought to mitigate this risk by updating their policies and procedures to align with the change. For instance, many lenders now include a statement of nondiscrimination in their loan policy, loan advertisements, and applicant disclosures, and on their websites to reflect the ECOA's requirements. Lenders should update these documents to indicate they do not discriminate on the basis of sex, including sexual orientation or gender identity. We have continually urged our clients to conduct staff training on this issue.
Because your question is very specific with respect to procedures, I am going to keep this article narrowly focused on methods and procedures to prevent violations of ECOA based on sexual orientation. There are surely three actions that must be done to avoid such violations. In my view, these would be
(1) ensuring
that policies and procedures are updated,
(2) training
all affected personnel, and
(3) removing such discriminatory practices from credit decisions.
I will treat them here, with the caveat that implementing these actions correctly and legally throughout the mortgage process requires a rather extensive implementation of various regulations, federal and state, a review that is far beyond the reach of this article.