MightyRecruiterWhile there are dozens of laws and regulations in place to protect employees against discrimination of many different types, discrimination and even harassment based on someone’s sex or gender is still a major factor in many workplaces. Whether you have been a victim of sex/gender discrimination or you have witnessed someone else in your workplace be treated unfairly because of their sex/gender, it is important that you are aware of what is taking place and become empowered in how you deal with it. The more informed about sex/gender discrimination employees are, the more they can actively take part in preventing it and facilitating a healthy professional environment. Here are some answers to a few common questions you may have been wondering.
1.Question: What exactly is sex/gender discrimination and how do I recognize it?
Sex/gender discrimination takes many forms and can happen to men as well as women and individuals who identify as male, female or transgender. At its most basic, sex/gender discrimination is differential treatment of an individual based on their sex/gender or their perceived sex, gender or sexual orientation. This form of discrimination is more serious than simply reprimanding a female employee for being late to work, for example, which constitutes normal and accepted company policy. Instead, it generally involves recognizing differential treatment in regards to pay and benefits, wrongful termination, company privileges, working conditions or discipline. Sex or gender discrimination can include sexual harassment, sexual orientation discrimination and many other kinds of related bias.
2.Question: What are the laws about sex/gender discrimination?
There are a variety of federal and state laws that are in place to protect employees against sex or gender discrimination. One of the broadest federal mandates regarding discrimination is Title VII of the Civil Rights Act, which states that it is illegal for an employer to hire or refuse to hire a particular individual on the basis of their sex or grant them any special or negative treatment in regards to compensation or terms of employment. Advertisements for employment that target stereotypes of sex are also outlawed in this mandate. Additionally, many states and some cities and counties have laws that deal with sex discrimination in the workplace. Your particular company may also have its own policies and procedures that deal with this type of differential treatment internally.
3.Question: As an employer, what can I do about my company’s sex/gender discrimination liability?
As a business owner or manager, you may be concerned about the sex or gender discrimination policies at your workplace and be curious about what your liability is. Protecting your business and your employees in these cases should be your number one priority, so make sure that your company has the proper procedures in place for employees who are facing issues of sex or gender discrimination or harassment. This is best addressed by consulting a business attorney who is well versed in the field of harassment and discriminatory law.
4.Question: What steps can I actively take against sexual discrimination or harassment?
There are a number of actions you can take against sexual discrimination and harassment, whether you are a victim of it at your place of work or you have witnessed it. Depending on the severity and nature of the differential treatment that has occurred or is ongoing, you may wish to take more casual, informal steps such as speaking out against the harasser, or you may choose to take serious legal action against the company involved by pressing charges or filing a civil and human rights lawsuit. Some individuals choose to file a claim against their state’s human rights enforcement agency, which is usually the Equal Employment Opportunity Commission. They may grant you the right to sue the company, or they may attempt to negotiate with your employer to resolve the case.
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The content on our website is only meant to provide general information and is not legal advice. We make our best efforts to make sure the information is accurate, but we cannot guarantee it. Do not rely on the content as legal advice. For assistance with legal problems or for a legal inquiry please contact you attorney.