Discrimination on basis of gender in jobs give examples
Answers
Answer: Gender discrimination can take various forms in the workplace – and the law applies to both men and women (although women are the predominate victim). Generally, gender discrimination is when a corporation treats an employee differently because the individual is a man or a woman.
California’s employment laws want employers to consider women as equal to men. Unfortunately, glass ceilings and male bias predominate the workforce. The law is broken when a woman is fired or demoted due to her gender. But workplace gender discrimination is far more complicated than that. This page covers the following topics:
Effects of gender discrimination in the workplace
What is the definition of gender discrimination?
Laws governing gender discrimination in the workplace
Sex and Gender Discrimination Examples
Resolving issues of gender discrimination in the workplace
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Sometimes workers experience discrimination because of their gender and something else, like their race or ethnicity. For example, a woman of color may experience discrimination in the workplace differently from a white female co-worker. She may be harassed, paid less, evaluated more harshly, or passed over for promotion because of the combination of her sex and her race. For workplace gender discrimination to be considered illegal, it has to involve treatment that negatively affects the “terms or conditions” of your employment. Terms or conditions of employment are all the responsibilities, rules, and benefits of a job. Most of the time, they are set by an employer or negotiated by a worker and the employer at the time of hire. In unionized workplaces, they are negotiated and agreed on as part of the “collective bargaining” process. “Terms and conditions” include but are not limited to things like your job responsibilities, work hours, dress code, vacation and sick days, starting salary, and performance evaluation standards.
What are the laws?
Federal law (all states)
Generally, these federal laws apply only to employers with 15 or more employees, but your state might have better laws that cover smaller employers.
Gender discrimination is illegal. Title VII of the Civil Rights Act of 1964 makes it illegal for an employer to discriminate against you based on your sex, race, color, religion, or national origin. It is also illegal for employers of 15 or more people to use any of the above categories as a basis for paying you less, firing, not hiring, or discriminating against you in terms of working conditions or “privileges of employment.”
Title VII applies to employers. It is designed to make employers accountable for providing work opportunities without discrimination. So this civil rights law does not give you a right to sue an individual person – unless that individual is your employer.
Retaliation is also illegal. Title VII also makes it illegal for an employer to retaliate against (punish) you for reporting or opposing gender discrimination, or participating in an investigation or legal action related to discrimination. Examples of retaliation in the workplace include being fired or demoted, receiving a pay cut or a reduction in your hours, being forced to take leave, or being reassigned to an undesirable job, shift, or location. Retaliation can also be subtle, build up, or get worse over time. Examples include being iced out by coworkers, no longer being invited to meetings, or being left off communications you were formerly on.
California
Many states have laws against discrimination that provide stronger protections and cover more workers and employers than Title VII. In California, the Fair Employment and Housing Act (FEHA):
Applies to employers of five or more employees, not just to those with 15 or more, like Title VII;
Makes it illegal to discriminate against someone not only based on sex, but also based on gender, gender identity, gender expression, or sexual orientation, among other things.
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