Like Kate, I did not receive a larger raise and have been passed over for promotions. The feedback given was, I was too quiet. Kate 's manager put the company in danger of a discrimination lawsuit, if it can be proven she discriminated against due to her sex. Although the situation I experienced may be more difficult to prove, in a lawsuit, it does violate the law, and it was unethical. Personal opinion, rather than work performance, was the motivator in both situations. 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). Sensitivity is an area of development for my former supervisor. The representatives that were more extrovert, and were more willing to connect on a personal level were promoted.