Gender discrimination at work isn’t just a series of isolated incidents. Instead, it’s often deeply embedded in organizational policies, rules, and practices. Between biased hiring decisions, unequal pay, and a lack of support for employees facing harassment or pregnancy, these systemic issues can have a lasting impact on employees and the company as a whole.
The employer has a responsibility to devise, implement, and enforce policies that prevent gender discrimination, promote an inclusive environment, and ensure that all employees are treated fairly, regardless of sex or gender. By finding solutions to gender discrimination in the workplace and actively implementing them, businesses can create a more supportive and diverse workplace.
What Are Solutions to Gender Discrimination in the Workplace?
Preventing gender discrimination and promoting inclusivity at work requires employers’ active, ongoing efforts. Anti-discrimination policies on paper aren’t enough—leadership and executives must be fully on board in implementing meaningful change. Solutions to gender discrimination in the workplace include:
Leadership Training and Growth Opportunities
One of the most effective ways to combat gender discrimination is by providing leadership training and growth opportunities for women and LGBTQIA+ individuals. Employers can achieve this by doing the following:
- Offering mentorship programs pairing junior female employees with senior leaders.
- Providing leadership training sessions focused on skill development and confidence-building.
- Establishing networking opportunities that encourage professional connections and sponsorships.
While these initiatives are an investment, they’re an excellent way for companies to increase the representation of women and LGBTQIA+ individuals in leadership positions and break barriers that have traditionally hindered their career progression.
Equal Pay and Transparency
While improvements are continuous, pay disparities remain a prominent issue, often driven by unconscious bias and a lack of salary transparency. This issue is resolvable by:
- Conducting regular salary audits to provide fair compensation for all employees.
- Implementing transparent pay structures and promotion criteria.
- Encouraging all employees, regardless of gender, to apply for promotions and leadership roles.
New York State’s Pay Equity Law, which prohibits wage disparities for similar work based on gender, reinforces the importance of equal pay. It aims to reduce workplace gender discrimination by ensuring employers establish and adhere to fair compensation practices.
Creating an Inclusive Culture
A truly inclusive workplace starts with clear, straightforward policies and an organizational commitment to diversity. This means establishing clear anti-discrimination and harassment policies and providing training to raise awareness about unconscious bias and diversity issues. It also means making sure all employees have access to equal resources and opportunities for fairness across the board.
Offering Flexible Work Arrangements
Women and LGTBQIA+ individuals, especially parents and primary caregivers, often face career disadvantages due to rigid work structures. Flexible work arrangements, such as remote work, adjustable hours, and parental leave policies, create a more accommodating environment. Companies that support flexible work arrangements help employees balance their professional and personal responsibilities, leading to greater job satisfaction and retention.
Various laws, such as the Pregnancy Discrimination Act, or PDA, and Pregnant Workers Fairness Act, or PWFA, require employers to provide reasonable accommodations for employees, specifically pregnant mothers. Others, like the Family and Medical Leave Act, or FMLA, and New York Paid Family Leave, or NYPFL, for example, protect employees who need time off for childbirth, caregiving, and medical needs.
Making Mental Health a Priority
A workplace culture that prioritizes mental health is a must for employee well-being. There are a few ways to promote mental health at work, including the following:
- Offering employee assistance programs that provide counseling and mental health resources
- Encouraging open discussions about mental health to reduce stigma
- Training managers to support employees facing work-related stress or discrimination
When employees feel truly supported at work, they’re more likely to thrive and contribute effectively to the business. So, by promoting mental health in the workplace, employers can create a culture that encourages open dialogue about mental health, reduces stigma, and ensures that everyone has access to essential resources. Ultimately, this translates to increased employee satisfaction, higher productivity, and a stronger, more inclusive workplace.
What Causes Gender Discrimination in the Workplace?
Understanding the root causes of gender discrimination is a must for addressing and preventing it. Multiple factors can contribute to gender bias in professional settings:
Bias and Stereotypes
Traditional gender roles often shape workplace biases. Women and LGBTQIA+ individuals may be perceived as less competent in leadership roles or expected to prioritize family over career advancement. Pregnancy discrimination is a particularly notable issue, as employers may assume that mothers are less committed to their jobs.
The Pregnancy Discrimination Act of 1978, or PDA, addresses this by barring workplace discrimination based on pregnancy, childbirth, or related conditions. It helps protect employees against unfair treatment and the denial of employment opportunities due to pregnancy.
Pay Gap
While the gender pay gap has narrowed over time, it still exists. Pay disparity results from multiple factors, including differences in negotiated salaries, career interruptions, and biased promotion practices. Women and LGBTQIA+ individuals often face challenges in securing raises and higher-paying positions.
To prevent this issue and establish pay equity, companies must take proactive measures through transparency and routine wage evaluations.
Lack of Representation in Leadership
The so-called “glass ceiling,” a metaphor for the barrier women and other marginalized groups face when attempting to advance their careers, remains a problem for women and LGBTQIA+ individuals in many industries. It prevents them from reaching top executive positions, which leads to a lack of representation in leadership, perpetuating gender bias and reducing opportunities for mentorship and sponsorship.
Companies can address this by actively promoting qualified women and LGBTQIA+ individuals into leadership roles, effectively breaking the cycle and creating a more balanced workforce.
Sexual Harassment
Sexual harassment is a form of gender discrimination in the workplace. It can also be a symptom of a greater issue. A toxic work environment where harassment runs rampant discourages women and LGBTQIA+ individuals from seeking leadership positions and contributes to feelings of exclusion.
The Equal Employment Opportunity Commission, or EEOC, enforces Title VII of the Civil Rights Act of 1964, which prohibits workplace harassment based on sex and protects employees from discriminatory actions that create hostile environments. Common examples of harassment include unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature.
Correcting this problem requires employers to take harassment complaints seriously, provide comprehensive training, and establish definitive reporting mechanisms. This helps create a safer, more comfortable work environment for all employees.
Contact Joseph & Norinsberg for Your Employment Law Cases
If you’ve experienced gender discrimination at work, you’re not alone. Our experienced New York employment lawyers at Joseph & Norinsberg are here to help you with your discrimination case, including finding evidence to prove discrimination and explaining your options. As dedicated advocates for the underdog, we’re committed to protecting workers’ rights, whether you’re facing pay disparities, pregnancy discrimination, or workplace harassment.
We firmly believe justice is won through relentless and meticulous preparation behind the scenes, and we’d be honored to be that unwavering support for you as you take steps toward a fair and equitable workplace. Contact us online or call 212-227-5700 today for a free consultation.
