Gender inequality in the workplace typically refers to instances where one gender is treated differently than the other. Often, the inequality is a basis for discrimination lawsuits. There are laws in place to protect women from inequality in the workplace.
No. The Pregnancy Discrimination Act (PDA) prohibits discrimination based on an employee being pregnant. PDA covers every aspect of employment including:
- Job assignments
- Fringe benefits
- Health insurance
- Taking employment leave
A woman unable to perform her job duties because of a medical condition related to childbirth or pregnancy is treated like a temporarily disabled person.
Yes. It was enacted to ensure an employer provides the same wages to women and men based on an employee’s effort, skill and work duties. The Equal Pay Act is extended beyond pay to include:
- Profit sharing
- Use of company equipment
- Employment pensions
- Insurance coverage
Yes, the federal government has sexual and gender harassment laws to prevent an applicant or employee from being harassed based on their sex or gender. The harassment does not have to include sexual comments or actions. Instead, the harassment can include offensive comments regarding an individual’s gender.
Both the state and federal governments have laws protecting women’s rights in the workplace. If you are a woman experiencing harassment or inequality at work because of your gender, you should contact an employment lawyer to learn more about your rights as a woman in the workplace and how you can assert those rights.