A former openly gay JPMorgan Chase employee, Brian Larson, alleges in a federal lawsuit that he was subjected to homophobic treatment and ultimately forced to resign after complaining about a supervisor's conduct. Larson, who was a senior associate and co-chair of the company's LGBTQ+ employee group, claims the alleged discrimination led to severe stress, including panic attacks, depression, and migraines.
According to the complaint filed in Manhattan, Larson's ordeal began when his supervisor allegedly told him to keep his "gay job" separate from his regular work and warned that "DEI wasn't going to save" him. The supervisor also reportedly stated that "just because [Mr. Larson is] gay doesn't mean [he] get[s] a leg up."
Larson's lawsuit asserts that despite receiving excellent performance reviews initially, his career trajectory at JPMorgan deteriorated after these alleged interactions. His supervisor, Peter Bergman, reportedly removed him from projects and gave him an "on track" rating, which the complaint characterizes as a poor review within the Chase Associate Program.
The alleged discriminatory treatment took a significant toll on Larson's health, according to the lawsuit. He claims to have experienced panic attacks, severe depression, insomnia, weight gain, and chronic migraines that resisted treatment. The stress also allegedly caused a resurgence of trichotillomania, a hair-pulling disorder he had not experienced since childhood, leading to visible bald patches.
The dispute culminated in October 2023 when Larson was called into a meeting with human resources regarding approximately $40 in expenses for Uber rides from Pride Month events. The complaint states that HR questioned his trustworthiness and honesty over these expenses, despite his manager having approved the attendance and expensing. Shortly after this issue was resolved, Larson alleges he was called back to HR and given an ultimatum: resign or be fired, which would negatively impact future rehire prospects.
Larson claims he was instructed to submit his resignation online while HR observed, and when he asked for the reason, he was told his time in the Chase Associate Program had expired. He eventually resigned, believing his departure was a result of discrimination and retaliation.
JPMorgan Chase has strongly denied the allegations. A spokesperson stated that a thorough internal investigation found no evidence to substantiate Larson's claims. A source familiar with the bank's perspective indicated that Larson's managers had identified performance issues and coached him on work quality and communication. This source also stated that Larson resigned after failing to secure a permanent position, as participation in the Chase Associate Program did not guarantee one.
Larson's lawsuit also claims that his negative performance review and discrimination complaints created an "invisible wall" when he applied for approximately 50 internal positions between July 2023 and February 2024. He alleges that interviewers appeared enthusiastic, but his applications stalled as they progressed.
The complaint further mentions an alleged conversation involving JPMorgan CEO Jamie Dimon. According to the lawsuit, an executive recounted that Dimon asked for an explanation of the Kinsey scale and then remarked that Larson "could be 17 percent gay," a comment Larson deemed "odd and offensive."
After leaving JPMorgan, Larson secured a senior manager role at a financial-services management consultancy in March 2024. He states his migraines worsened significantly after he began working under Bergman. Larson left that position in July 2025 and is now receiving Social Security Disability Insurance benefits.
Larson's attorneys contend that JPMorgan violated Title VII of the Civil Rights Act, citing the Supreme Court's 2020 ruling that Title VII protects LGBTQ+ employees from discrimination based on sex. They aim to hold JPMorgan Chase accountable for what they describe as harassment of a high-performing employee for his involvement in an LGBTQ+ pride group.
In a statement, Larson expressed his hope that the case will reinforce that workplace inclusion must extend beyond public commitments to actual employee treatment, particularly when discrimination is reported. He is seeking back pay, future lost wages, benefits, healthcare coverage, and damages for emotional distress and other forms of suffering.