Avoiding Sexual Orientation and Gender Discrimination in the Workplace
The 152nd
MGMT 3013
20 May 2009
Avoiding Sexual Orientation and Gender Discrimination in the Workplace
Tom Wilbanks has been employed at ACME Co. for five years. He currently holds the position of Team Leader in his department. He had been living his entire life in secret. After a discussion with his domestic partner, he decided to let everyone know that he was gay. Since he “came out”, he has suffered abuse and mistreatment from his subordinates, co-workers and other staff members. He was singled out from the other team leaders by being forced to work 60 to 70 hours a week, without overtime, while the other leaders worked their regular hours. There were gay slurs written on the bathroom walls about him, circulated through emails, letters stuffed in his locker, and he was threatened with physical abuse. Finally, Tom could no longer endure the emotional turmoil and decided to go to management about the situation. The ACME Co. prides itself on being a leader in diversity and non-discrimination hiring practices. Employees of the ACME Co. are responsible for helping to provide a safe and comfortable work environment. Any case of discrimination is investigated thoroughly and promptly and in the strictest confidence. Aside from it being against federal law, the company enforces a “Zero Tolerance” policy on discrimination.
Federal discrimination laws are established by acts of Congress. Federal discrimination laws make it illegal for employers to discriminate against employees and job applicants in any aspect of employment based on age, disability, national origin, race, religion, genetics, or gender.
Some states refer to discrimination laws as Fair Employment Practices (FEP) laws. Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating against applicants and employees on the basis of race or color, religion, sex, pregnancy, childbirth, and national origin. It also prohibits employers from
MGMT 3013
20 May 2009
Avoiding Sexual Orientation and Gender Discrimination in the Workplace
Tom Wilbanks has been employed at ACME Co. for five years. He currently holds the position of Team Leader in his department. He had been living his entire life in secret. After a discussion with his domestic partner, he decided to let everyone know that he was gay. Since he “came out”, he has suffered abuse and mistreatment from his subordinates, co-workers and other staff members. He was singled out from the other team leaders by being forced to work 60 to 70 hours a week, without overtime, while the other leaders worked their regular hours. There were gay slurs written on the bathroom walls about him, circulated through emails, letters stuffed in his locker, and he was threatened with physical abuse. Finally, Tom could no longer endure the emotional turmoil and decided to go to management about the situation. The ACME Co. prides itself on being a leader in diversity and non-discrimination hiring practices. Employees of the ACME Co. are responsible for helping to provide a safe and comfortable work environment. Any case of discrimination is investigated thoroughly and promptly and in the strictest confidence. Aside from it being against federal law, the company enforces a “Zero Tolerance” policy on discrimination.
Federal discrimination laws are established by acts of Congress. Federal discrimination laws make it illegal for employers to discriminate against employees and job applicants in any aspect of employment based on age, disability, national origin, race, religion, genetics, or gender.
Some states refer to discrimination laws as Fair Employment Practices (FEP) laws. Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating against applicants and employees on the basis of race or color, religion, sex, pregnancy, childbirth, and national origin. It also prohibits employers from
Cited: The U.S. Equal Employment Opportunity Commission. 2002. Hisrich, Peters and Shepherd. Entrepreneurship. McGraw-Hill/Irwin. 2008.“Sexual Orientation Discrimination.” www.nolo.com "transgender." Webster 's New World College Dictionary. 2009 • Your Dictionary www.employment.findlaw.com. 2006.