Gender Discrimination in Workplace
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Gender discrimination in the workplace occurs when a woman is treated less favorably than a male for the simple reason of her sex. Gender discrimination involves a variety of forms of discrimination, including such ones as sexual harassment and wage inequality. The 1964 Civil Rights Act prohibited employment discrimination based on an employee’s race, color, religion, national origin or sex. Future legislation added others categories classified as employment discrimination, including age and physical or mental disability. In 1975 the Sex Discrimination Act became law, one that prohibited sexual discrimination. In 1980 the Equal Employment Opportunity Commission (EEOC) issued guidelines that affirmed sexual harassment as a form of gender discrimination and imposed strict liability on employers for failing to take preventive or remedial measures. The Civil Rights Act amendment of 1991 made employers liable for workplace sexual harassment. Gender discrimination can take many forms other than sexual harassment. These include: pay differences, promotions, working conditions, and access to overtime, perks and retirement conditions/benefits. This research will now explore several forms of gender discrimination in the workplace.While professional women may have experienced some success in breaking the traditional male-imposed glass ceiling on career advancement, there is a long way to go before true gender equa
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rity women suffer from larger pay discrepancies than their white counterparts and typically fill low-paying jobs in the first place.
Sex discrimination is another significant form of gender discrimination that routinely occurs in the workplace. There are different forms of sexual discrimination. If an employer treats a woman less favorably than a male employee on the grounds of sex this constitutes direct discrimination. This type of discrimination includes refusing to employ a woman on the grounds of her sex. Direct discrimination works both ways and an employer can also be found liable for gender discrimination against males. Indirect discrimination is much subtler and less easy to define. It arises when the application of gender neutral rules discriminate against one sex. As Edwards notes, “A sexual bias persists in laws that take for granted capitalist economic relations and which assume the male standard as a neutral standpoint” (247). Thus the imposition of working hours or shift patterns which indirectly discriminate against a woman with children may constitute indirect discrimination. In order to defend such a situation, an employer must demonstrate that such working conditions are justified on reasons other than
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Approximate Word count = 1339
Approximate Pages = 5 (250 words per page)
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