Sex or gender discrimination in employment involves treating someone unfavorably because of

the person’s sex, whether they are applying for a job or are a current employee. Although
women have made clear they have the ability to perform with the same skill and success in
every endeavor engaged in by men, the issue of sex discrimination still holds many backs. Sex
discrimination, although predominantly an issue for women, can sometimes be directed towards
men as well. Below, we answer many of the questions that commonly arise with respect to this
issue.

Sex or gender discrimination is treating individuals differently in their employment specifically

because an individual is a woman or a man. If you have been rejected for employment, fired, or
otherwise harmed in employment because of your sex or gender, then you may have suffered
sex or gender discrimination.
In everyday language as well as in the law, the terms “gender” and “sex” are used inter-
changeably, but the two terms have different meanings. Social scientists use the term “sex” to
refer to a person's biological or anatomical identity as male or female, while reserving the term
“gender” for the collection of characteristics that are culturally associated with maleness or
femaleness. Discrimination is generally illegal regardless of whether it is based on sex, or
gender, or both sex and gender.

https://www.workplacefairness.org/sexual-gender-discrimination

What is sex discrimination?

This is when you are treated differently because of your sex, in certain situations covered by the
Equality Act 2010.

The treatment could be a one-off action or could be caused by a rule or policy.

It doesn’t have to be intentional to be unlawful.

There are some circumstances when being treated differently due to sex is lawful.
What the Equality Act says about sex discrimination
The Equality Act 2010 says you must not be discriminated against because:

you are (or are not) a particular sex

someone thinks you are the opposite sex (this is known as discrimination by perception)
you are connected to someone of a particular sex (this is known as discrimination by
association)
In the Equality Act, sex can mean either male or female, or a group of people like men or boys,
or women or girls.

Different types of sex discrimination

There are four main types of sex discrimination.

1. Direct discrimination
This happens when, because of your sex, someone treats you worse than someone of the
opposite sex who is in a similar situation.

2. Indirect discrimination

Indirect discrimination happens when an organization has a particular policy or way of working
that applies in the same way to both sexes but which puts you at a disadvantage because of
your sex. For example:

An employer decides to change shift patterns for staff so that they finish at 5pm instead of 3pm.
Female employees with caring responsibilities could be at a disadvantage if the new shift
pattern means they cannot collect their children from school or childcare.
Indirect sex discrimination can be permitted if the organization or employer is able to show that
there is a good reason for the policy. This is known as objective justification.

3. Harassment

There are three types of harassment relating to sex.

The first type of harassment is the same for all of the protected characteristics. It is when
someone makes you feel humiliated, offended or degraded.

4. Victimization

This is when you are treated badly because you have made a complaint of sex related
discrimination under the Equality Act. It can also occur if you are supporting someone who has
made a complaint of sex discrimination.

A difference in treatment may be lawful if:

Being a particular sex is essential for a job.

This is called an occupational requirement. This includes some jobs which require someone of a
particular sex for reasons of privacy and decency or where personal services are provided. For
example, a gym could employ a changing room attendant that is the same sex as the users of
that room.

An organization is taking positive action.

Positive action might be used to encourage or develop people of a sex that is under-
represented or disadvantaged in a role or activity. For example, an engineering firm places a job
advert for a trainee engineer stating that applications from women are welcome.
Other exceptions
The armed forces can refuse to employ a woman, or limit her access to training or promotion if it
means they can ensure the combat effectiveness of the armed forces.

In competitive sports the organizers can hold separate events for men and women because the
differences in stamina, strength and physique would otherwise make the competition unfair.

There are several situations in which an organization can lawfully provide single sex services. In
all circumstances they must be able to justify it. For example:

offering a women-only support service to victims of domestic violence who are women is likely
to be justifiable even if there is no parallel service for men due to insufficient demand
A religious organization can sometimes restrict employment to one sex if the role is for religious
purposes.
https://www.equalityhumanrights.com/en/advice-and-guidance/sex-discrimination

CHALLENGING GENDER DISCRIMINATION: A HOW-TO GUIDE

We are all influenced by gender. Gender norms (or rules) tell us what is appropriate for girls and
for boys, women and men to do in our society. Because of gender stereotypes, girls and women
are often less valued and have lower social status.

Girls and women suffer most of the negative impact of rigid gender norms and roles - they are
more likely to experience restrictions of their freedom and mobility, they experience epidemic
levels of violence and harassment across the globe and have fewer opportunities to choose how
to live their lives.

But boys and men suffer too. Ideas about what it means to be a man force boys and men to
behave in very limited ways which can harm them. Negative masculinities encouraged in boys
serve to perpetuate the cycle of discrimination and inequality.

Denying people, the freedom to choose their path in life because of their gender prevents them
from fulfilling their full potential. There is lots we can do to help build a more gender-equal world.
Understanding the deep roots of gender inequality and challenging discrimination when we see
it are the first steps.

WHAT IS GENDER DISCRIMINATION?

Gender discrimination describes the situation in which people are treated differently simply
because they are male or female, rather than on the basis of their individual skills or capabilities.

The following is a list of discriminatory acts you may come across among your peers, at home,
at school or in the workplace.

● Sexual harassment, catcalling

Harassment and catcalling on the street are prime examples of how women’s right to walk freely
around their environment is restricted. The normalisation of harassment and inaction of
bystanders and authorities perpetuate this form of discrimination and limit women’s freedom.

● Gender stereotypes at school and work

Stereotypes are how societies expect people to act based on their gender. For example, girls
should stay at home and help with housework and childcare, should dress modestly and not
stay out late at night. People are often judged by how well they adhere to the gender
stereotypes.

These stereotypes can often bleed out into school and work, where girls are less likely to be
encouraged into science and technology subjects or leadership roles, due to the perceived
‘male nature’ of these pursuits. Likewise, seemingly positive stereotypes and gender roles such
as men being the ‘provider’ or ‘protector’ of the family, put an unnecessary burden on men and
boys that could more positively be shared in an equal partnership.

These attitudes limit girls’ power by rendering them less able to help contribute to making the
world around them a better place.

● Objectification and poor representation

Objectification is when a person is treated as a commodity or an object without regard to their

personality or dignity. It commonly happens in the media where women are photoshopped and
airbrushed leading to much more emphasis and value being put on their external appearance
above other capacities. This affects girls’ body image, their self-esteem and ultimately the value
they put on themselves.

However, girls are also often represented poorly in entertainment and the media in ways that
reinforce damaging gender stereotypes and traditional roles. Objectication must be called out
and girls must be encouraged to tell their own stories - ones that reflect their power, potential
and diversity.

https://plan-international.org/girls-get-equal/calling-out-discrimination

Gender Discrimination
Gender Discrimination is the type of discrimination which is based on the gender of the person.
Usually women are treated differently and unequal than men in their education, career, economic
advancement and political influences. It is a common type of discrimination that is happening
throughout the world, even in the developed countries.
WHY DOES DISCRIMINATION HAPPEN?  
The root cause seems to be the culture. It is through culture that we come to know who men and
women are and what kind of relationship do the two have with each other. According to culture, the
work of a woman is home and the work of a man is community. Women are not just considered to be
physically weak, but are considered to be weak in everything when compared with men and that’s
how society treats them.

GENDER DISCRIMINATION TYPES

The sexual discrimination exists in many different types all over the world. Most common types that
we experience on daily basis have been discussed below:
Discrimination in Education: Women are treated unequally when it is matter of admissions,
recruitments, financial aid, grading, housing, classroom assignment, counseling, guidance,
academic programs, vocational education, and discipline.
Discrimination in Employment: This is a major problem woman have to face in workplace. They
are deprived of the basic rights at the workplace and often harassed by the co-workers. Just
because they are females, they are not assigned jobs which they are capable of doing. Even bosses
sometimes treat women unfairly. In many workplaces, women are a minority. Therefore, females are
always under the pressure from the work environment. Sometimes, even customers target the
female employees.
Wage Discrimination: There have been many situations in which men and women perform the
same type of work and they probably have the same education too, but still employers don’t give
equal pay for women. This difference is merely because of gender inequality.
Maternity and Pregnancy Discrimination at Work: In case a woman is pregnant, some employers
do not even like to interview them. Many females at their workplace hide their pregnancy just
because of the fear of getting fired. Sometimes, they are even demoted.

  Gender Discrimination Examples

Gender Discrimination also called sexism and it exists in the severe forms. There are plenty of
examples which we witness even on a daily basis. Some of them have been discussed below:

1. In Saudi Arabia, females were not allowed to cast votes, however, now the rules have
changed. Females are not allowed to drive, and the vehicles are only driven by men, if
they need to out anywhere.
2. Although women are allowed to participate in the military, but they are not yet allowed
to serve in the frontline comeback in countries like UK, Slovakia and Turkey.
3. Women are prone to violence and the most obvious form is rape. Unfortunately, in
many countries, it is considered to be a disgrace and the one who is the victim often
commits suicide or the family members kill her.
4. In many third world countries, women are hardly allowed to leave their homes and get
even the basic education.
5. The common form of gender discrimination is the wage gap between men and women
and it exists in even the developed countries. They only make 77% of what men are
earning and this earning comes from the same job or amount of work.
How to Reduce Gender Discrimination?
Reducing gender discrimination is a lofty goal with many obstacles. Though government
regulations certainly help the situation, the real method to reduce gender discrimination
is through education and changing the ways that people think about gender roles
https://r.search.yahoo.com/_ylt=Awr9Eelo9YNf6bYAqtlXNyoA;_ylu=Y29sbwNncTEEcG
9zAzEwBHZ0aWQDBHNlYwNzcg--/RV=2/RE=1602512361/RO=10/RU=http%3a%2f
%2fstudylecturenotes.com%2fgender-discrimination-definition-types-examples
%2f/RK=2/RS=d.dQY6FfQbZuYOfqk6jBoduMoyc-
https://r.search.yahoo.com/_ylt=Awr9BNmu_INf0MYA6QlXNyoA;_ylu=Y29sbwNncTEEc
G9zAzIEdnRpZAMEc2VjA3Ny/RV=2/RE=1602514222/RO=10/RU=https%3a%2f
%2fclassroom.synonym.com%2fhow-to-reduce-gender-discrimination-
12080527.html/RK=2/RS=C0BSbok.lc0Q22UFDeqOG0Lasv4-

EMPLOYMENT

Gender discrimination. Although, gender discrimination can appear from both sides of the
spectrum males can discriminate against females and females can discriminate against males
as well. The most common place for gender discrimination is the workplace. It is harder for a
woman to get hired onto a job because of working conditions and safety precautions since
women are considered to be frailer than men, and it’s easier for a man to receive a pay raise or
a promotion over woman. Privilege and Oppression coexist when there is varying inequality
among different groups of people. The privileges of one group are created and reproduced by
the oppression of another group, based on differing social and cultural factors. Many forms of
marginalization, including racism, classism, and ableism are prevalent in modern day society.
Feminists have expressed that these forms of oppression do not act independently of one
another, but intersect with and intensify one another In today’s society, people believe women
have the same rights as men, especially after the Civil Rights Act was passed in 1964, which
outlawed “discrimination based on race, color, religion, or national origin” (National Archives).
The word “sex” was added at the last moment. Discrimination is still a major issue, especially in
the high school and college sports level. America does not promise an equal outcome for
everybody, but America was founded on the idea that everybody should have an equal
opportunity to achieve their dreams.

Gender stereotypes at school and work Stereotypes are how societies expect people to act
based on their gender. For example, girls should stay at home and help with housework and
childcare, should dress modestly and not stay out late at night. People are often judged by how
well they adhere to the gender stereotypes. These stereotypes can often bleed out into school
and work, where girls are less likely to be encouraged into science and technology subjects or
leadership roles, due to the perceived ‘male nature’ of these pursuits. Likewise, seemingly
positive stereotypes and gender roles such as men being the ‘provider’ or ‘protector’ of the
family, put an unnecessary burden on men and boys that could more positively be shared in an
equal partnership. These attitudes limit girls’ power by rendering them less able to help
contribute to making the world around them a better place.

Sex or gender discrimination in employment involves treating someone unfavorably because of the
person’s sex, whether they are applying for a job or are a current employee. Although women have
made clear they have the ability to perform with the same skill and success in every endeavor
engaged in by men, the issue of sex discrimination still holds many back. Sex discrimination,
although predominantly an issue for women, can sometimes be directed towards men as well. Below,
we answer many of the questions that commonly arise with respect to this issue.

EDUCATION

1 in 5 schoolgirls ‘unhappy to be a girl’

Girls around the world are experiencing gender discrimination from the age of just seven years
old, with one in ten primary schoolgirls reported being unhappy being a girl, doubling to one in
five by the time they reach secondary school. This contrasts with less than 1% of boys at
primary school and less than 3% of boys at secondary school. The figures have been published
in an interim report from the Global Campaign for Education (GCE).

WORKPLACE

Workplace gender discrimination comes in many different forms, but generally it means that an
employee or a job applicant is treated differently or less favorably because of their sex or
gender, or because the person is affiliated with an organization or group that is associated with
a particular sex or gender. Even though the words “sex” and “gender” have different meanings,
laws against discrimination at work often use them interchangeably.

Sometimes workers experience discrimination because of their gender and something else, like
their race or ethnicity. For example, a woman of color may experience discrimination in the
workplace differently from a white female co-worker. She may be harassed, paid less, evaluated
more harshly, or passed over for promotion because of the combination of her sex and her race.

LEADERSHIP ROLES

In this chapter, the topic of gender discrimination within the realm of organizational leadership is
approached in a very specific way. We will not be exploring the various normative frameworks
that could support equality in the workplace, such as appeals to basic human rights, social
contracts, deontological duties or utilitarian concerns. Instead, we will seek to understand the
tacit gender prejudices inherent in organizational practices and the embodied effects of such
prejudices for the individuals involved. We will find that despite an overt acknowledgement of
equal rights and opportunities, many women and men still experience very real barriers in terms
of their access to leadership opportunities. In many cases, the so-called “glass ceiling” or as the
metaphor has recently been recast, the “leaking pipe-line” (PricewaterhouseCoopers 2007),
cannot be explained by the existence of discriminatory policies. Instead, we will investigate the
subtle gendered prejudices and expectations about how women and men lead that lie at the
heart of the challenges many individuals face in finding their leadership role in organizations.

We will see that these tacit prejudices and expectations are institutionalized in everyday
practices and eventually shape individuals’ embodied existence within organizations. This may
cause some women, and some men who fail to conform to gender stereotypes, to feel the urge
to leave the organization, refuse leadership positions, or take them on with great discomfort and
difficulty. In this chapter, the implications that the interplay between gender and organizational
practices has for leadership are unpacked, and alternative leadership models and gender
inclusive strategies of resistance and change are explored.

“It shall be an unlawful employment practice for an employer … to discriminate against any
individual with respect to his compensation, terms, conditions, or privileges of employment,
because of such individual’s race, color, religion, sex, or national origin.” — Title VII, Civil Rights
Act of 1964.
Gender discrimination, also known as sexual discrimination, is any action
that specifically denies opportunities, privileges, or rewards to a person (or a
group) because of gender. The practice of letting a person's gender become a
factor when deciding who receives a job or a promotion, is gender
discrimination. When gender is a factor in other decisions about employment
opportunities or benefits, that too is gender discrimination. While most
discrimination charges claim that a woman (or women) was discriminated
against in favor of a man (or men), there have also been cases where males
have claimed that they have been discriminated against on the basis of
gender. These cases are usually referred to as "reverse discrimination."

Court rulings handed down through the years have determined that a
company's responsibility not to discriminate based on sex begins even before
an individual is hired. Companies can be held liable if pre-employment
screening or testing is determined to be discriminatory, if applications ask
unacceptable questions designed to screen for sex, or if the overall selection
process is deemed to be unfair. One of the main indicators that gender
discrimination has occurred in the hiring process involves the qualifications
of the job applicants. While a slight difference in qualifications between a
female and a male candidate does not automatically indicate gender bias (if a
lesser qualified male candidate is hired instead of a female candidate, that is),
a drastic difference in qualifications has almost always been upheld by the
courts as a sure sign of gender discrimination. For example, if a male who
dropped out of high school without receiving a diploma is hired in an
administrative position over a female who had obtained her master's degree,
then it is likely bias was a factor.

In addition to gender discrimination in hiring and other circumstances, there

is a particular form of sexual discrimination called sexual harassment. This
form of discrimination involves inappropriate words or actions of a sexual
nature directed at one employee by another. To meet the criteria for
harassment, the behavior in question must be both unwanted and sexual in
nature. The U.S. legal system has determined that there are two main types of
sexual harassment, the first being "quid pro quo," or "this for that," which
occurs when one employee offers another employee a job or benefit in
exchange for sexual favors, or threatens to deny that job or benefit unless
sexual favors are granted. The second type of sexual harassment is referred to
as "hostile work environment." In these types of cases, an employee, or a
group of employees, repeatedly make lewd comments or suggestive noises,
makeGender discrimination, also known as sexual discrimination, is any
action that specifically denies opportunities, privileges, or rewards to a
person (or a group) because of gender. The practice of letting a person's
gender become a factor when deciding who receives a job or a promotion, is
gender discrimination. When gender is a factor in other decisions about
employment opportunities or benefits, that too is gender discrimination.
While most discrimination charges claim that a woman (or women) was
discriminated against in favor of a man (or men), there have also been cases
where males have claimed that they have been discriminated against on the
basis of gender. These cases are usually referred to as "reverse
discrimination."

Court rulings handed down through the years have determined that a
company's responsibility not to discriminate based on sex begins even before
an individual is hired. Companies can be held liable if pre-employment
screening or testing is determined to be discriminatory, if applications ask
unacceptable questions designed to screen for sex, or if the overall selection
process is deemed to be unfair. One of the main indicators that gender
discrimination has occurred in the hiring process involves the qualifications
of the job applicants. While a slight difference in qualifications between a
female and a male candidate does not automatically indicate gender bias (if a
lesser qualified male candidate is hired instead of a female candidate, that is),
a drastic difference in qualifications has almost always been upheld by the
courts as a sure sign of gender discrimination. For example, if a male who
dropped out of high school without receiving a diploma is hired in an
administrative position over a female who had obtained her master's degree,
then it is likely bias was a factor.

In addition to gender discrimination in hiring and other circumstances, there

is a particular form of sexual discrimination called sexual harassment. This
form of discrimination involves inappropriate words or actions of a sexual
nature directed at one employee by another. To meet the criteria for
harassment, the behavior in question must be both unwanted and sexual in
nature. The U.S. legal system has determined that there are two main types of
sexual harassment, the first being "quid pro quo," or "this for that," which
occurs when one employee offers another employee a job or benefit in
exchange for sexual favors, or threatens to deny that job or benefit unless
sexual favors are granted. The second type of sexual harassment is referred to
as "hostile work environment." In these types of cases, an employee, or a
group of employees, repeatedly make lewd comments or suggestive noises,
make unwanted sexual advances, or otherwise use sex to create a work
environment that is intimidating or threatening to others. unwanted sexual
advances, or otherwise use sex to create a work environment that is
intimidating or threatening to others.