Gender discrimination in the work place
Definition: What is Gender Discrimination in the Workplace?
Treating a person unfavorably in the workplace because of their sex is by definition gender discrimination.
It can occur when the person is applying for a job or is already an active employee; neither of which is OK.
Defining workplace gender discrimination in theory might seem straightforward, but in reality it can be a grey area with a lot of subjectivity.
In some respects, what is seen as discriminatory is more a matter of perspective than reality.
In other words, while you may see something as gender discrimination, your colleague may see it as a reasonable action.
This is why at the end of the day, we rely on the courts to determine what is or is not discrimination.
This can make accusations and the handling of gender discrimination allegations challenging to say the least.
Examples of Gender Discrimination & Gender Bias
Discrimination based on gender is a form of prejudice, which is prohibited under the law, but it often occurs and many employers and employees are ill equipped to handle it. Even victims of it may not be aware they are victims.
A search of EEOC Discrimination Cases shows that gender is one of the most common grounds of discrimination.
Below are just some examples of potential gender bias you might encounter in the workplace.
1. Discriminatory Pay
This is one of the more obvious examples of gender discrimination in the workplace, but continues to be a challenge to eradicate from the workplace.
It remains a hot topic in political debates, but women are regularly paid less money to do the same job.
This is particularly evident when it comes to job offers.
Women have been known to get lower offers because employers bank on the fact that they will be less inclined to counter the offer or bargain.
It can also be seen with smaller or less frequent raises.
2. Interview Questions
The interview process should be similar for both genders, but women are frequently expected to field different types of questions.
Women are often asked if they have children or if they intend to have children.
These types of family questions are illegal, and more importantly have no bearing on a person’s ability to do a job well.
However, many employers predicate hiring potential employees on the notion that they might need to utilize maternity leave.
3. Position Bias
Many positions have become synonymous with the gender of a person.
For example, secretaries and receptionists are almost always women.
It should not matter what gender a person is, but instead their qualifications and skill set should be taken into consideration.
The gender that has traditionally filled a position needs to become irrelevant in the hiring process so that all qualified applicants can be considered for the job.
4. Terminations
All too often, terminations are handled with gender bias. It can be especially prevalent in male dominated industries where sexual harassment is not taken seriously.
There are cases of women who have complained about gender bias and found themselves unemployed.
The number of EEOC Wrongful termination settlements provides some indication of the seriousness of the issue.
There are also men who have committed sexual harassment that get a pass from their male superiors.
5. Promotional Bias
Glass ceilings are undoubtedly still a thing in today’s society.
Many women feel that the ladder for them only goes so high in the working world.
There are various reasons for this; having children being the main one.
Increasingly, companies are being taken to task for gender discrimination and victims are finding it easier to have their claims heard and upheld.
If you think you have been a victim of gender discrimination, don’t let fear hold you back.
Didn't find what you were looking for?
Treating a person unfavorably in the workplace because of their sex is by definition gender discrimination.
It can occur when the person is applying for a job or is already an active employee; neither of which is OK.
Defining workplace gender discrimination in theory might seem straightforward, but in reality it can be a grey area with a lot of subjectivity.
In some respects, what is seen as discriminatory is more a matter of perspective than reality.
In other words, while you may see something as gender discrimination, your colleague may see it as a reasonable action.
This is why at the end of the day, we rely on the courts to determine what is or is not discrimination.
This can make accusations and the handling of gender discrimination allegations challenging to say the least.
Examples of Gender Discrimination & Gender Bias
Discrimination based on gender is a form of prejudice, which is prohibited under the law, but it often occurs and many employers and employees are ill equipped to handle it. Even victims of it may not be aware they are victims.
A search of EEOC Discrimination Cases shows that gender is one of the most common grounds of discrimination.
Below are just some examples of potential gender bias you might encounter in the workplace.
1. Discriminatory Pay
This is one of the more obvious examples of gender discrimination in the workplace, but continues to be a challenge to eradicate from the workplace.
It remains a hot topic in political debates, but women are regularly paid less money to do the same job.
This is particularly evident when it comes to job offers.
Women have been known to get lower offers because employers bank on the fact that they will be less inclined to counter the offer or bargain.
It can also be seen with smaller or less frequent raises.
2. Interview Questions
The interview process should be similar for both genders, but women are frequently expected to field different types of questions.
Women are often asked if they have children or if they intend to have children.
These types of family questions are illegal, and more importantly have no bearing on a person’s ability to do a job well.
However, many employers predicate hiring potential employees on the notion that they might need to utilize maternity leave.
3. Position Bias
Many positions have become synonymous with the gender of a person.
For example, secretaries and receptionists are almost always women.
It should not matter what gender a person is, but instead their qualifications and skill set should be taken into consideration.
The gender that has traditionally filled a position needs to become irrelevant in the hiring process so that all qualified applicants can be considered for the job.
4. Terminations
All too often, terminations are handled with gender bias. It can be especially prevalent in male dominated industries where sexual harassment is not taken seriously.
There are cases of women who have complained about gender bias and found themselves unemployed.
The number of EEOC Wrongful termination settlements provides some indication of the seriousness of the issue.
There are also men who have committed sexual harassment that get a pass from their male superiors.
5. Promotional Bias
Glass ceilings are undoubtedly still a thing in today’s society.
Many women feel that the ladder for them only goes so high in the working world.
There are various reasons for this; having children being the main one.
Increasingly, companies are being taken to task for gender discrimination and victims are finding it easier to have their claims heard and upheld.
If you think you have been a victim of gender discrimination, don’t let fear hold you back.
Didn't find what you were looking for?
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