If you are a female employee who is unfairly evaluated as compared to your male counterparts in a manner that affects your promotions, you are not alone. These inherent biases may not be affecting your employment until you have already received some significant career level recognition for your accomplishments. Females in leadership positions have hurdles to overcome that males do not experience. They often must “over perform” just to be evaluated on an equal footing with the males.
If you are female employee who is treated less favorably than your male counterparts, and you think your sex or gender or sexual orientation is a factor in the disparity, you should contact this office today for a free consultation. I have represented numerous employees for private and public employers and was successful in recovering financial compensation for their emotional pain and suffering and moneys for lost wages, both for past lost wages and projected future lost wages.
As a female employee who received promotions or raises, you may have initially felt lulled into a false sense of security that the glass ceiling will not be applied to you as you move forward in your career within the company. But the figurative sex-based barrier that blocks female employee's ascent to the highest levels of management is still present in much of corporate America.
Inherent biases can lead to skewed performance evaluations
Women in the workforce start lower down on the professional ladder and sex-based disparity continues through their career lifespan. As they rise through the corporate ranks, female executives may become fully cognizant to the extent that female employees of all levels are judged more harshly than their male counterparts. The disparity in promotions based on sex or gender, begins early on the professional ladder, not just as one approaches a glass ceiling.
Inherent sex biases can lead to skewed and discriminatory employee performance evaluations. There are assumptions that female upper-level management will inherently have family and time constraints that prevent them from performing at the same level as males. It is assumed that female professionals may have more daily family obligations that keep them from being available for business related travel and late nights at the office. These implicit biases may writhe their way through employee performance evaluations.
If a female leaves the office early, the supervisor may assume it’s because of family obligations. If a male employee leaves early, the same supervisor may assume it is to network to solicit new accounts or make other new business contacts. A supervisor who writes the employee performance evaluations may unconsciously incorporate these biases into the evaluations. A female may be seen as not being as ambitious as the males, although her track record has proven otherwise.
At brainstorming business sessions involving sharing creative ideas and solutions, whose goals are to generate ideas quickly and encourage "out-of-the-box" thinking, broad questions that ask for creative solutions for expanding the business may not be fielded to female executives to the same extent as to the males. Similarly, if a male suggests vehicles for potential business expansion, or provides assessments of current modes, or critiques functionalities, the male executive’s input may be given more weight and allowed more extended discussion time than those offered by female executives at the same level.
Don’t Sit on Your Rights
If you are an employee who is experiencing gender or sex discrimination, don’t sit on your rights. If you think you are being discriminated against because of your gender, sex, age, race, disability, color, ethnic origin, religion, sexual orientation or other protected characteristic, you should contact this office today for a free consultation. I have represented numerous private and public employees who were discriminated against, and I was successful in recovering multiple six-figure financial compensation for their emotional pain and suffering, and moneys for lost wages, both for past lost wages and projected future lost wages.
If you resign, you may lose right to prevail in a lawsuit
In many instances of discrimination and retaliation, if you resign, you may lose right to prevail in a lawsuit unless you first take certain legally required measures to preserve your job while you are still employed. If you are thinking of resigning, or think you will be fired, or have been fired, you should contact this office immediately for a free consultation to discuss your options in the safest way for you.
If you are being subjected to such unlawful workplace discrimination or believe you are being pushed out of your job, contact Hope A. Lang, Attorney at Law today for a free consultation. I accept discrimination and whistleblower cases from all over New Jersey and have locations in Southern, Central and Northern NJ to meet with clients.
Hope A. Lang, Attorney at Law represents workers throughout the entire state, including Hackensack, Jersey City, Newark, Irvington, Orange, East Orange, Trenton, Paterson, Montclair, Elizabeth, North Brunswick, Cherry Hill, Vineland, Union, Plainfield, Hamilton Township, Lakewood, Edison, Parsippany-Troy Hills, Franklin, Lakewood, and every NJ County, including Bergen, Hudson, Middlesex, Essex, Monmouth, Somerset, Ocean, Union, Camden, Passaic, Morris, Gloucester, Atlantic, Burlington, Camden Counties.