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What Should I Do if I Did Not Receive a Promotion Because of My Gender?

July 13th, 2020

When it comes to workplaces, gender plays a significant role in promotions and raises. Throughout history, women have struggled with obtaining equality in the workforce. There has been much progress over time, but women are still fighting for equal pay and representation in companies across the United States.

Historically, women are more likely to get denied a promotion or raise because of their gender. Although women make up around 47 percent of the American workforce, they are poorly represented in leadership roles. Gender inequality is an ongoing problem across the country, and it is something that needs to end completely.

Women Often Experience Discrimination at Work

Sex and gender discrimination frequently happens in the workplace. Many women believe that their salaries would be significantly higher if they were male. Many men also believe that if they were females, their salaries would be much lower than what they are making now, and they feel that they would not have as many opportunities for success.

Often, professional women are judged harsher than men and their work is supervised and criticized more frequently. Failure to promote women is not the only example of gender discrimination. Women also face unequal pay, are assigned undesirable tasks, and are asked unfair interview questions, such as inappropriate questions about children or pregnancy.

Discrimination in the workplace also includes the prevalent wage gap in the Unites States. Despite the progress that women have made regarding gender equality, there is still a very eminent gap in the wages that men and women make at work.

Many women are denied promotions because of their gender. Woman are also usually denied opportunities at work and are not included in outside work activities. The glass ceiling is a metaphor used to represent barriers that both women and minorities face when trying to grow within a company. These barriers keep women from reaching management positions and positions in senior leadership.

If a woman does not get promoted to an entry-level manager position, it will be almost impossible for her to increase her job status. Many women claim that they have only been promoted to higher positions because of someone that they know or favors that they did for their immediate supervisors. Often, work that they did was not considered as important.

It is also known that women who try to balance work and family are seen as not fully committed to their jobs. If a woman is pregnant during a job interview, the chances of her receiving that job decreases tremendously. Women are very important to the workforce and should not encounter pregnancy discrimination. Unfortunately, women who decide to start a family are not as respected as those who are single and fully dedicated to their jobs.

There are many different gender stereotypes that women deal with in the workplace. Once stereotypes are put in place, it is very hard to change them, and women must work harder to prove their dedication to their jobs.

Unfortunately, due to discrimination, women are significantly less likely to be promoted to a managerial positive, and even less likely to be promoted to CEO. If a woman does not climb the corporate ladder, they will never receive bonuses or promotions that they deserve over other co-workers.

Is Income Inequality Common at Work?

Women who do the same exact work as their fellow male colleagues frequently get paid less than they deserve. It does not matter how educated or qualified a woman is for a position, she may not get the job or be hired for less pay than her male counterpart.

On many occasions, a man may be less educated than a woman and make more money, which is unfair and a form of discrimination. Large corporations are known for having a mixture of male and female workers on the bottom of the corporate ladder, but once you look at the top, there are much fewer women in superior positions. Women are less likely to be promoted to middle-management positions, taking them out of the candidate pool for top jobs. Income inequality and gender discrimination is a prevalent problem in many job industries throughout the country.

Preventing Discrimination and Inequality

Preventing forms of discrimination and inequality in the workplace starts with addressing problems in a workplace’s culture, environment, and leadership areas. Employers need to expand their efforts to promote a culture of diversity and ensure that all genders are treated equally and not separately. Here are some ways to better establish gender diversity:

  • Improve communication throughout the company.
  • Set goals to hire women for entry-level management. Make these goals public to hold everyone accountable.
  • Increase training and provide seminars for employees to learn more about the roles that they play in the business and how to identify gender inequality.
  • Encourage employees to come forward if they feel that they have been discriminated against.
  • Provide equal feedback to all employees.
  • Promote employees based on their skills, dedication, and success at work, and not because of their gender.
  • Thoroughly review work data and how employees have been promoted in the past. If an employer notices the lack of female representation, they should make changes in the hiring process and the promotion process.
  • Encourage retreats and outside work experiences for all employees to bond and to come together as a whole, not as separate genders.

Women are just as important as men in the workforce and deserve to be treated equally in all aspects of their jobs. Gender diversity is good for business and provides customers with different viewpoints and skill sets. Women need to continue to advocate for themselves, especially when it comes to management promotions. If a woman experiences discrimination or harassment, it is important that she does not stay silent.

What are the Legal Remedies of Gender Discrimination?

Gender discrimination and inequality in the workplace is illegal and should not be tolerated. Employers have no right to treat employees differently because of their gender. Federal and state laws protect employees from employment discrimination, and employers are required to make employment decisions based on business requirements rather than on gender. This includes whether a potential employee or an already existing employee is pregnant or planning on starting a family.

It is important to speak out after a gender discrimination situation and get help. If a female employee believes she has been discriminated against, she will need to file a complaint with the Equal Employment Opportunity Commission (EEOC). This federal agency enforces civil rights laws, including any type of discrimination. A female employee who wants to sue her employer must first file a charge of discrimination with the EEOC.

A victim of gender discrimination may be entitled to compensation and that is why hiring an employment lawyer is helpful in these circumstances. An experienced employment lawyer will help protect a female employee’s rights and ensure that she files a complaint correctly and efficiently. If a female worker believes that she is being discriminated against, it is important to seek immediate legal counsel to begin the legal process.

Bucks County Employment Discrimination Lawyers at Sidney L. Gold & Associates, P.C. Advocate for Female Workers Who Face Discrimination

If you have been denied a promotion at work due to your gender, one of our Bucks County employment discrimination lawyers at Sidney L. Gold & Associates, P.C. will fight for your rights to proper compensation. Our experienced legal team understand the difficulties that women face in the workplace and will ensure that you get the justice you deserve. Call us today at 215-569-1999 or contact us online for a free consultation. Located in Philadelphia, we serve clients throughout Wilkes-Barre, Scranton, northeast Philadelphia, Bucks County, Chester County, Delaware County, and Montgomery County.

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