Gender discrimination often occurs in the workplace. It involves actions or statements that take place against an individual because of their gender. Individuals are protected against discrimination by state and federal laws. Title VII of the Civil Rights Act of 1964 sets regulations for employers so that decisions made in the workplace are not based on race, skin, color, age, gender, religion, or national belief (expertlaw.com). Decisions such as hiring, promotions, or job assignments are to be non-bias and based off employees ability.
Gender discrimination within the workplace can have a negative affect on the workplace environment. It interferes with the quality of learning, performance, and other activities of the job. Allowing gender discrimination can cause low morale and self esteem for a person, which can have a negative impact on career advancement within the company or promotions (www.amwa-doc.org). Within the workplace federal and state law prohibits any behaviors or conduct by an employer that can be recognized as discrimination. It is illegal for employers to exclude people of a particular gender from positions, which they are qualified for and only hiring a one gender for a particular job is illegal. An example of this would be only hiring female for a secretarial position or refusing to hire a man for a daycare position (www.expertlaw.com). By federal law employers are to have a non discrimination policy and complaint procedures. When filing a complaint under federal law for gender discrimination an individual must first go to the Equal Employment Opportunity commission (EEOC). One can use other local agencies when filing under state law (www.expertlaw.com).
An example of a claim supporting employment gender discrimination would be the Boeing case. Boeing had several cases filed against them by women for gender discrimination in four different states. The complaint was that Boeing pays female workers less and denies then advancement opportunities (www.hagen-berman.com). The suits against Boeing allege that they are practicing unfair behavior towards women. This type of behavior from an employer is against the law and can be costly if charged.
The only time there is an exception for an employer to higher a particular gender is when it is considered a bonafide occupational qualification (BFOQ). That is when an employer needs a certain gender to promote the genuineness of the company (www.boli.state.or.us). An example of this would be males being hired to model men's clothing. (Bureau of Labor and Industries, 2004)
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