Gender Harassment And Heterosexist Harassment

Title VII of the Civil Rights Act of 1964 prohibits employment discrimination on the basis of “race, color, sex, religion, and national origin” (Mallor, Barnes, Bowers, & Langvardt, 2012, p. 24). This law also includes discrimination due to sexual orientation. This was not addressed in the original law, but sexual orientation cases have been won under this law. Such is the case of, Heller v Columbia Edgewater Country Club, 195 F. Supp. 2d 1212 (D. Or. 2002) (Joslin, n.d.). This lawsuit was due to a lesbian 's employer used derogatory comments, toward her, in which the court ruled in her favor. Kate 's allegation of discrimination if proved, can be filed with the company 's Human Resource department. If that does not resolve the issue, she can file a complaint with the Equal Employment Opportunity Commission (EEOC).

Based on the discussion from the Williams Institute, it is evident that there continues to be a prevalence of discrimination among groups that are not viewed as culturally acceptable in our county. In this article, it is reported that people are more likely to experience hate crimes based on their sexual orientations. For instance, 44% of people reported experience physical violence (without a weapon) because of their sexual orientation, and 80% had been verbally harassed (Herek, 2009). Although the Hates Crimes Statistic Law became effective in 1990, the stigma surrounding the LGBTQ community continues to affect their everyday life. It may defer a person by identified their sexual orientation for the fear of being discriminating in the workplace,

Title VII of the Civil Rights Act of 1964 prohibits job discrimination based on race, color, gender, religion and nation of origin. With the recent acceptance of marriage equality, it may leave the population doubting if they can be open and honest about their life. While, Title VII now encompasses the lesbian, gay, bisexual, transgender (LGBT) population, individuals may continue to fear their protection within the employment process. This is due to the ongoing debate within each state to implement anti-discrimination laws protecting LGBT workers. This may encourage people to purse a career based on fear of discrimination rather than compatibility.

Title VII of the Civils Rights Act of 1964 is a U.S. federal law that prohibits employers from discriminating against employees on the basis of sex, race, color, national origin, and religion. Title V11 applies to private and public universities, local, state and federal governments, labor organizations and employment agencies. Today, the conversation surrounding discrimination has increasingly been based on race and gender and has emerged as an issues that many employers are trying to address in workforce development. Unfortunately, there are other groups that have similar attention or protection under U.S. laws and if so, they are still facing discrimination. LGBT employees are a group that has received minimal attention when it

Over the last several decades, great strides have been made when it comes to eliminating sexism and progressing towards gender equality. However, sexism is still ingrained in our everyday culture. This is evident in the fact that in 2017 women earn about 80 cents to a man’s dollar and are less likely to be promoted within the workplace. It’s an unfortunate fact the most women will experience some form of sexism throughout their lives. In this paper, I will address my personal experiences with both hostile and benevolent sexism, how the two forms of sexism differ, and how these experiences have affected me.

Since the beginning of their existence and in today’s society, the community of LGBT workers are not being treated fairly or getting their fair share that they deserve in the workplace. They are victims to high rates of workplace discrimination. Instead of being judged as workers and what they bring to their jobs and how they work, they are being judged by their sexual preferences and appearance. Being a gay or transgender worker causes them to be mistreated, not judged for the actual workers they are, and most importantly, halts a majority of them in better career and job opportunities. Although under federal law it is illegal to fire someone who is either gay or transgender, they are still either being denied employment or being terminated from their jobs because of their gender category or sexual orientation.

Hate crime is a motivated violent act by a group or individual perpetrator towards a specific race, colour or religion (Collins, Pg 93,192). For many years, authority figures and the media have ignored hate crime offences towards individuals who identify under the lesbian, gay, bisexual, transgender and queer (LGBTQ) umbrella. Up until the 20th century and prior to the 1964 Civil Rights Act, LGBTQ persons have been victimized in violent crimes based solely on gender identification and orientation. With a myriad of events, cases and unreported individual incidents the burden of proof towards hate crime on LQBTQ increased. The development of North American law towards LGBTQ citizens has improved throughout the last two decades. However, there

The oppression that the LGBT+ community faces even though is not as prevalent in the past century, it is still a problem that many people experience. As shown by Woodford, Kulick, Sinco, & Hong, (2014) who observed the stress that microaggressions and discrimination from subtle heterosexism can cause for LGBT+

According to Jennifer C. Pizer, Legal Director and Amold D. Kassoy Senior Scholar of Law, more than 8 million people who are gay and lesbians are in the workforce and have experiences discriminations (719). Pizer informs us that in 2008 about 37% of gay and lesbians experience harassments at work like rude comments and 12% had lost their jobs because of their sexual preference (721). In 2011 47% of gay and lesbians were discriminated in job hiring’s, job promotions, and job retentions (Pizer 721). Pizer conceives an over view that about 8-17% of homosexuals have been fired from employment, 10-28% were denied in promotion or given a negative comments, 7-41% them where physical abused or had been harassed, and 10-19% of them had unfair benefits (725). Pizer also tells us that gay and lesbian, “Employees face as a result of the denial of equal benefits to employees with a same-sex spouse or partner” (760). About 60% of gay and lesbians report not having anything health insurance as well as equal treatment as a heterosexual couple (Pizer 765). In a few words, Title VII bans all sex discrimination but yet Title VII is getting overlooked (Pizer 716). So because of this discrimination happens, and homosexuals are more likely to have health issues and to be treated with no respect in the workforce. Now that we have taken a look on

In the U.S, the transgender unemployment rate is three times bigger than the general populations unemployment rate(Lesbian, Gay, Bisexual, and Transgender Workplace Issues, Catalyst.org). Even while trying to find a job the people part of the LGBT community that are looking for a job, are still feeling discriminated due to their sexual orientation. In the European Union(EU), 13% of LGBT people felt discrimination while job hunting due to their sexual orientation(lesbian, gay, bisexual and transgender workplace issues, catalyst.org). Even if LGBT people do finally get a job, they still have so much fear of being fired that they closet themselves. Over 27% of the transgender population were not hired, were fired or were nor promoted because of their gender identity in 2015( Lesbian, Gay, Bisexual, and Transgender Workplace Issues, Catalyst.org). While working, people part of the LGBT community can hear jokes about their community, whether it be directed toward them specifically or not. Nearly 62% of LGBT employees hear LGBT jokes at

Badgett, Lee, et al. “Bias in the Workplace: Consistent Evidence of Sexual Orientation and Gender Identity Discrimination.” Berkeley Planning Journal, 18 Nov. 2008, escholarship.org/uc/item/5h3731xr.

Sexism, is a prejudice plain and simple. One of the earliest forms of violence directed toward women was the Witch Hunt Trials of the Middle Ages. Bishops debated whether a woman was really human at all. If her nose were too long, she had red hair, a humped back, or if she was exceptionally beautiful, she was thought to be a witch and was burned at the stake. There was an estimated nine million women burned during the Witch Trials. During the “Women’s Liberation Movement in the 1960’s, feminist theorists explained that oppression of women was widespread in nearly all human society, and spoke of sexism instead of male chauvinism. Male chauvinists were usually individual men who expressed the belief that they were superior to women” (Napikoski). By the mid 20th century sexism was established and began to appear in advertising. Between the 1970’s and 1990’s women began to feel more equal to men until the 1980’s where they were portrayed as sex symbols on national television (The Origin and History of SEXISM). There are two main types of sexism, benevolent and hostile, and their definitions are opposite from one another. Hostile sexism is what most people perceive as sexism today as it seems sexism is occurring more and more often and is, notably, more vulgar. It is the notion that women are inferior or not as worthy; a belief that males are intrinsically superior. For many years women have been degraded and looked down upon with the idea that their place is in the kitchen with

America has many beneficial rights given to its citizens that make this country unique. Even though, American society has flourished in development over the past few centuries, it still has flaws. There are many aspects of American society I would like to see change, but a particular aspect that needs to be eliminated is the justification of violence and harassment towards women. The way in which this justification in American society takes place is the way people justify rape if a woman is wearing revealing clothing, saying that it's okay to resort to violence if you are rejected by a woman, and saying domestic violence is okay due to religious values. America needs to teach its citizens that acts like such as these are unacceptable and that

68). For example, if transgender bathroom law has been issued, the Human Resource (HR) managers have to plan to follow up. If managers do not do so, the organization violates the law and might be sued by being discrimination. Thus, HR managers should have the ability and responsibility to help the firm adapt the new laws. Moreover, communication also plays crucial key for obeying the law. However, LGBT has not a clear description under the federal law, so if some employees, who are in LGBT group, have been discriminated, it is hard for HR managers to deal with it. Furthermore, transgender people problems are even more difficult for managers to address them. According to Lesbian, Gay, Bisexual, Transgender Workplace Issues (2015), “90% of the transgender population experienced harassment or mistreatment on the job, or took steps to avoid it” (para. 9). Transgender problems is a hot potato for HR managers. The following paragraph would describe how state anti-transgender discrimination law and regulation influence on Human Resource Management.

gender and does not “Involve sex, requests for sexual activity, comments, or anything similar” (Bennett-Alexander & Hartman, 2015, p. 423). The non-sex requirement is the reason that the term gender in sexual harassment is discussed meaning whether if the individual is male or female that is filing a sexual harassment claim. Although, Title VII of the Civil Rights of 1964 mentions that individuals should not be discriminated on the basis of gender, sex, ethnicity, race, religion, etc it does not specify an individual’s sexual orientation.