Dallas Gender Discrimination Lawyer

Knowledgeable, Experienced Counsel

It is against the law for your employer to discriminate against an employee based on their gender or sex. Title VII of the Civil Rights Act and the TCHRA prohibit discrimination based on the gender of the employee or prospective employee. The federal Equal Pay Act prohibits wage discrimination based on gender, requiring that men and women be paid the same for similar or equal work. These laws cover all terms and conditions of a person’s employment, such as hiring, promotions, terminations, compensation, and how they are treated on the job.

For employee-focused legal assistance, contact Scott Gilmore Thompson today. Our gender discrimination trial attorney in Dallas is here to help.

Gender Discrimination in the Workplace

your employer are not allowed to make decisions that are based on assumptions or stereotypes when it comes to an employee’s gender or sexual orientation. The law prohibits any type of retaliation against an employee who reports discrimination because of gender.

Even with all the laws in place and social reform, many companies continue to discriminate based on gender. According to a study done by Hired.com, although the gap is narrowing, wage inequality still exists in the workplace. Many businesses continue to promote men more frequently than women, pay male employees more, and are more hostile to women in the workplace.

Sex & Gender Discrimination Is Illegal

Although discrimination is illegal, it remains a difficult battle to fight and win. It’s important to have an experienced gender discrimination lawyer to help you make your case and stand with you.

Here are a few examples of ways that an employer could discriminate based on gender:

• Failure to hire a person because “it’s a man’s job” or “it’s a woman’s job”
• Not hiring someone because of their gender rather than their actual qualifications
• If two people are equally qualified for a job and a promotion is given to one based on gender
• Not promoting a woman to a managerial position because they have only been filled by men in the past
• Not promoting, hiring, or advancing a woman in the company because of child-rearing concerns, pregnancy or breastfeeding
• Laying off a woman because a man needs the job to support his family
• Promoting someone who is less qualified for a job simply based on gender
• Paying a man more for the same job
• Not providing opportunities to one gender, such as not giving them high-powered clients or giving them leads that are less desirable
• Treating a woman unfairly when returning to work from a pregnancy leave