Gender Discrimination

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“Gender discrimination comes in a variety of forms and disguises,” states Levy (p. 115). Although, laws are in place to help advance the in equitability of women in the workforce, there remains a diplomatic urge for women to stand up for their rights. After decades of discrimination, women’s fortification falls under a number of equal rights laws. These laws include “Title VII of the Civil Rights Act of 1964, the Equal Pay Act, and the Family and Medical Leave Act (FLMA)” (Levy, n.d, p 115).

The Title VII of Civil Rights Act of 1964 “prohibits discrimination on the basis of sex” (Levy, p. 117). However, upon the introduction of the Civil Rights Act of 1964, the exclusion against sex discrimination was not included. Thus, “a southern legislator attempted to defeat the act by proposing an amendment that would add sex discrimination to the original list of Title VII classifications (race, color, religion, national origin),” states Levy (n.d, p. 117). Therefore, in 1978, Congress amended the Title VII with the inclusion of pregnancy as a type of sex discrimination.

In order to file a claim under the Title VII, “an individual must first file a complaint or claim with the Equal Employment Opportunity Commission” (Levy, n.d, p. 117). However, the reporting period is very short and strict. Therefore, an individual should act promptly to any potential sex discrimination suit. However, some sexual discrimination aggregate in the direction of gender discrimination.

Hence, gender discrimination concerns continue to evolve from the “Men Only Need Apply” status, to a more compelled discriminating behavior; therefore, the courts have advanced into different types of claims that are allowed under Title VII (Levy, n.d, p. 118). The complexit...

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...ly and Medical Leave Act (FLMA) provide restricted protection. Therefore, a detailed strategic plan to work towards with common goals can facilitate a conducive work atmosphere promoting a healthy work environment in the workplace and society.

References

Levy A. (n.d). Law and Gender in Management. Stated in Smith, D. (2000). Women at work: Leadership for the next century. Prentice Hall.

US Legal.com. Bona Fide Occupational Qualification Law & Legal Definition. Retrieved from: http://definitions.uslegal.com/b/bona-fide-occupational-qualification/

References

Levy A. (n.d). Law and Gender in Management. Stated in Smith, D. (2000). Women at work: Leadership for the next century. Prentice Hall.

US Legal.com. Bona Fide Occupational Qualification Law & Legal Definition. Retrieved from: http://definitions.uslegal.com/b/bona-fide-occupational-qualification/

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