What you’ll discover:
Real Workplace Discrimination
Sexual favors and inappropriate sexual statements
Sexual Discrimination and Performance Standards
While sexual discrimination has lessened in recent years, it remains a concern in certain settings. It’s not just males vs women either. Sexual discrimination may happen on both sides of the aisle, and a supervisor or employer might even discriminate against someone of his or her own gender. Sexual discrimination is defined as discrimination against an employee based on sexual expectations and gender stereotypes. The following are some of the most prevalent instances in which sexual prejudice arises.
Table of Contents
Real Workplace Discrimination
Real workplace discrimination based on sex or gender must be shown in some way. Recognizing and resolving sexual discrimination might be difficult since a few harsh words or a failure to advance aren’t usually enough to establish the issue. Discrimination is simplest to establish if a pattern of action reinforces old gender stereotypes or acknowledges objectively different standards for men and women.
If you suspect you are being discriminated against because of your gender, keep a note of each incidence. For example, if your company refuses to place you on an account because the customer prefers to deal with someone of the opposite gender, you might file a sexual discrimination claim. But keep in mind that although you may have a case against your company, sexual discrimination is only enforceable against your employer and your coworkers. Customers are not always accountable in the same manner, and you cannot hold your employer liable for how clients treat you unless your company condones or promotes such conduct in some way.
Sexual favors and inappropriate sexual statements
Another facet of workplace sexual discrimination is the demand for sexual favors. It is illegal for an employer or coworker to demand sexual favors from you in exchange for a promotion, a nice word, or any other reward. In certain circumstances, an explicit demand is not required. Unwelcome remarks and repeated sexually harassing statements also fall into this category. Yet, since these assertions might be difficult to establish, you need as much objective documentation of the incident as possible.
Sexual Discrimination and Performance Standards
Having objective standards that one sex cannot achieve as readily as the other does not always imply discrimination, as long as those requirements relate to the person’s ability to execute the job. If the requirement is required for the firm to carry out its procedures and maintain its quality level, it may do so even if it favors employing one gender over another. If a company declares that only women may work as customer service agents, it is engaging in sexual discrimination. It is not discriminating against women if it establishes objective, relevant requirements that more women than men satisfy, such as demanding a higher speaking voice since louder voices are easier to understand over the phone. To establish sexual discrimination, you must demonstrate that you satisfied the standards but were overlooked solely because of your gender.
You must take action if you feel you are being discriminated against because of your gender. Classic instances include unequal working treatment, requests for sexual favors, and unwanted sexual remarks. Nonetheless, broad norms do not constitute sexual discrimination in and of itself, even if one sex is more likely to achieve those requirements than the other.
It is important to consult with a lawyer if you need assistance with a sexual discrimination lawsuit.
