Workplace sexual discrimination is prohibited by 1964’s Civil Rights Act’s Title VII. An employer cannot discriminate based on gender, which includes conditions related to childbirth and pregnancy; sexual harassment is also prohibited. Read on to learn about gender-based discrimination in the workplace.
The Basics of Sexual Discrimination
Illegal discrimination happens when companies treat applicants and workers differently solely based on gender. This type of discrimination is barred in the hiring and interview processes, as well as in benefits, promotions, layoffs and terminations. Employers that dissuade women from applying for management conditions, or those that pay women less for equivalent work, are guilty of gender bias. A company that assumes women aren’t as proficient as men, or that women won’t work long hours because of domestic issues, is also practicing discrimination.
Gender-Specific Stereotypes and Assumptions
These days, sexual discrimination cases are frequently based on sexist stereotypes and traditional roles; for instance, a supervisor may try to terminate a pregnant worker because of a belief that women should remain at home. Or, a company may refuse to hire a female for a management position because they believe that other workers will refuse to take orders from a woman. Regardless of the presence of bias, practices such as these are illegal. A woman facing such discrimination should call an employment discrimination attorney such as Danny E. Darnall – Attorney.
Discrimination Based on Pregnancy
The rules of Title VII prohibit discrimination based on pregnancy. Like other prohibitions, employers cannot make assumptions based on a woman’s pregnancy, for instance: bosses cannot assume that pregnant women will decline a promotion, that they won’t return to work after childbirth, or that they will only want part-time work.
While pregnancy can affect a female’s work abilities, employers must treat pregnant women the same as employees who are temporarily out of work for any other reason. Employers can’t single out these women or give them harsher treatment. While Title VII doesn’t give pregnant women additional leave, some laws require companies to provide maternity leave. If a woman has been discriminated against in the workplace, she should hire an employment discrimination attorney as soon as possible. You can also connect them on Facebook for more updates.
