Gender discrimination can begin at the application stage. Employers may favor candidates of a certain gender or ask interview questions that hint at gender stereotypes, such as inquiring about plans for pregnancy or assumptions about a candidate’s “fit” for a role based on gender. Job postings can also use coded language that deters qualified candidates of a particular gender from applying.
Despite “equal pay for equal work” being the law, pay gaps persist. Female employees and those of marginalized gender identities may discover they are paid less than male colleagues for identical roles and responsibilities. Sometimes these disparities only come to light after years on the job or through informal conversations with coworkers.
Bias in evaluations can sabotage careers. Employees may receive feedback rooted in stereotypes, such as being called “too assertive” or “not a team player”, even when their performance is strong. These subjective critiques often target women or nonbinary individuals and can be used to justify lower raises or deny advancement.
Are you continually passed over for promotions despite strong qualifications? Many employees find that leadership opportunities routinely go to individuals of a certain gender, regardless of merit. This invisible barrier, often referred to as the “glass ceiling,” unfairly restricts career growth and advancement for women and gender minorities.
Retaliation is a common response when employees report sexism or request accommodations such as parental leave. Employers might demote, isolate, or even terminate those who raise issues about gender bias. Such actions are illegal but happen far too often in workplaces across New York.
If you’ve experienced any of these forms of gender discrimination, know that you don’t have to navigate it alone. Our team is dedicated to protecting your rights. Reach out today using our contact form or call us at [nap_phone id="LOCAL-CT-NUMBER-1"] to discuss your situation with our experienced attorneys.
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