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Gender Diversity: It Takes More Than a Top Down Approach

A CEO can’t diversify a company alone. At least that is what McKinsey & Co. CEO Dominic Barton asserts in a recent Wall Street Journal report.

Top executives across companies understand the reality – gender equality is an important issue when it comes both to business and ethics. While some gender diversification has occurred over the past several years, the progress has been modest at best as women are underrepresented at every level of modern corporations, particularly senior-level positions.

Barton plunged into a gender study with LeanIn.Org and conversed with other CEOs, and revealed several tips on how all organizations can improve to balance the gender gap. The three most striking suggestions from the WSJ report included rethink the way companies work, specifically the current 24-7 work culture; ask employees, up and down the line, what can be improved; and transparency in gender statistics create clear goals for diversification.

If you or someone you know believes they are the victim of gender discrimination in the workplace, contact the most skilled employment lawyer NYC can provide.

Types of Employment Discrimination Based on Gender or Sex

In the workplace setting, Title VII of the Civil Rights Act of 1964 prohibits any discrimination based on gender in relation to several aspects of employment, including:

  • Hiring
  • Firing
  • Pay rate
  • Job assignments
  • Layoffs
  • Promotions
  • Fringe benefits
  • Training

Although prohibited by federal and state law, discrimination of others based on gender is unfortunately not unusual. This type of employment discrimination can take many forms. This includes pregnancy discrimination, sexual harassment, as well as unequal pay for the same job.

Employment discrimination based on gender can also occur when someone is treated negatively because of their affiliation with an organization or group that is generally linked with a certain sex.

Protections Against Gender Discrimination

There are other laws, however, that protect individuals from gender discrimination in the workplace. In addition to Title VII, a victim of sex discrimination may file a claim under two other federal laws:

  • The Pregnancy Discrimination Act (PDA): This law falls under the umbrella of Title VII and forbids employers from discriminating against women due to pregnancy, childbirth or other related medical conditions; and
  • The Equal Pay Act (EPA): Unlike the PDA, the EPA falls under the Fair Labor Standards Act (FLSA) and bars pay discrimination because of an employee’s gender.

It is important to be aware that Title VII does not prohibit discrimination based on sexual orientation, however, some state laws in our nation do prohibit such employer behavior.

Levine & Blit, PLLC Can Help

If you or someone you know believes they have been discriminated against because of gender – or has been a victim of any other type of employment discrimination – contact the most knowledgeable employment lawyers NYC has to offer. Serving the greater New York area in all matters relating to employment law, the skilled legal professionals at Levine & Blit, PLLC can provide guidance on your particular case.

Call (212) 967-3000 for your free initial case evaluation.

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