Gender discrimination in the workplace remains a serious problem for women in California and around the country according to a recent survey from the Pew Research Center. The poll of 4,914 American adults was taken in the summer of 2017, before several prominent politicians and entertainment industry figures were the subjects of highly-publicized allegations of sexual misconduct. More than four out of 10 of the women surveyed said that they had faced discrimination at work based on their gender, but this claim was only made by 22 percent of the men questioned.
While California has laws that protect transgender people in the workplace, this is not true in every state. However, in one case, a court awarded a professor $1.1 million after she was denied a promotion and tenure following her transition.
California readers may be surprised to learn that approximately 30 percent of college-educated, white-collar workers have a federally defined disability of some sort. This information comes from a new study by the Center for Talent Innovation.
If a California employee is involved in a workplace discrimination case, there may be strength in numbers. Specifically, people may have better odds of succeeding if it can be shown that others were discriminated against as well. For instance, a minority worker may want to show that other minorities were passed over for positions while women may want to show that females were treated worse than males.
Workplace discrimination in California takes many forms, and ageism is among the hardest to spot. With Baby Boomers working alongside Gen Xers and Millennials in today's workforce, and with complex anti-discrimination rules and regulations on the books, sensitivity to ageism is more important now than ever. The ways opportunities are offered, the specifics of employee handbooks, the working environment and the business website may all present clues as to how older employees are viewed at a given organization.
Three women have filed a lawsuit in a California court naming tech giant Google as a defendant, claiming a discriminatory pattern of treatment against female employees. They allege, among other things, that Google has systematically paid female workers at lower rates than males performing comparable work.
California residents may remember that the Department of Justice declared in July 2017 that Title VII of the Civil Rights Act of 1964 doesn't protect against workplace discrimination based on sexual orientation. This was a departure from the views of the Equal Employment Opportunity Commission . At the time, this split was considered to be unusual. This is because both agencies are tasked with defending the civil rights of workers.
According to the Justice Department, LGBT employees in California and elsewhere are not covered by federal civil rights legislation. The department issued its opinion after a New York skydiving instructor filed a lawsuit claiming that he was terminated for being gay. He filed the claim under Title VII of the Civil Rights Act of 1964, asserting that it banned discrimination on the basis of sex. The Equal Employment Opportunity Commission agreed with his interpretation of the law.
It can be difficult for some California residents to obtain a job that pays enough to live on. However, it may be even more difficult for those who have a disability, even though employers are required to provide reasonable accommodation for disabled workers under the Americans with Disabilities Act.
The 1963 Equal Pay Act requires employers in California and across the country to pay men and women equally when they have equal responsibilities and perform duties that require the same amount of skill, experience and effort. The Equal Employment Opportunity Commission is tasked with administering and enforcing the nation's workplace civil rights laws, and the federal agency filed a lawsuit on June 18 that alleges a Nebraska bank violated the Equal Pay Act by paying a female relationship manager less than a man who performed the same job.