Gender discrimination is an outright nuisance which has plagued corporate culture around the world. A few decades ago, gender norms, sexism, and discrimination in practice was normal and engraved in the organizational culture. In fact, female employees had a predisposition of bearing gender bias in the working environment, everywhere they would go. It was accepted, promoted and no one protested about it.
However, in recent times, at the heart of progressive social movements and activism, gender biases are depleting from the workplace environment. It is due to myriad campaigns run in the respective order where women employees have chosen to leap forward and speak on the problem. Gender discrimination today is considered a major problem for an organization to have. It can be dealt on litigation terms and it is a problem every employer must take measures to eradicate from the organization’s culture.
Workplace gender bias is malpractice and its finest manifestation comes in the form of inequality in roles of men and women, hiring process, wage structure and pay gap, terms of employee promotion, sexual harassment, gender stereotyping, etc. Many organizations have developed different policies in their Human Resource Management systems, yet women continue to face the problem. In fact, according to the Pew Research Center, about 42% of the working women in the United States have reported facing gender discrimination in the workplace.
There are good reasons to fight for your rights and verge onto legal proceedings if need be. Here is why women need to take action:
It is illegal – There is a federal law protecting women’s rights and ordering gender discrimination to be illegal. Under the federal law Title VII of the Civil Rights Act of 1964, it bars employees from discriminating each other on the basis of sex, gender, race, color, ethnicity, and religion. The law is applicable to all: private and public organizations in any respective category.
Strong legal pursuit – Women can sue their employers in this regard. If they feel they have been discriminated on certain terms, they can step forward and hire a competent attorney who can represent them and safeguard their interests. Usually, women should look for monetary settlements as the conclusion of a case. A fine example remains of the law firm Ogletree, Deakins, Nash, Smoak & Stewart, P.C. which was accused of not paying female shareholders adequately and hindering promotion and growth for women at the firm as opposed to their male counterparts. It was filed by Dawn Knepper who was represented by law firm Sanford Heisler Sharp, LLP, where attorney and chairman, David Sanford presided as the lead counsel of the case.
David Sanford is notably known as one of the finest and well-revered lawyers who has recovered over a billion dollars for his clients that include individuals and the U.S. government. He has represented C-suite (CEOs, CFOs, CMOs, etc.) and non-managerial, hourly employees throughout his career.
Modern day culture – In today’s highly advanced, digitally accelerated and the liberally inclined world, it is fairly convenient for women to stand up for their rights because many people would be on the look for supporting them. Employers tend to avoid bad PR and tarnishing reputation amid progressive movements like #MeToo and all the rest which have been utilized by women fighting for their rights.