Reverse Discrimination At Work – Males Fired, Females Hired
I am a male working as a server at a sportsbar. It is widely “whispered” that management wants more good looking females working there. During the last few weeks they have hired 10 people, all female, and fired 3 males. They have also reduced the number of shifts for the remaining men or have given them undesirable, non-busy shifts while giving the females (some brand-new hirees) the busiest “big money” shifts. When they were accepting applications it was a running joke that the guys who came in were wasting their time but if a hot blonde came in she was given an interview on-the-spot. Every day I go to work I wonder if I will be fired or if I will have any shifts. I’m pretty sure I have a case, especially if I get fired, I just don’t know if it’s worth pursuing. How hard are these cases to win? With whom does the burden of proof lie? What are your thoughts? I’d like to hear from those with a knowledge of the law or with personal experience in a similar situation.
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One Response to Reverse Discrimination At Work – Males Fired, Females Hired
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There is no such thing as “reverse” discrimination. It’s just flat out discrimination. Gender discrimination, also referred to as sex discrimination and it applies to both males and females, not just females. http://www.eeoc.gov/laws/types/sex.cfm
You need to file a claim with the EEOC and be prepared to offer documentation. Download my free report to find out how to document.
Here’s an article about Les Schwab Tires not hiring qualified females. The EEOC goes after stuff like this. http://www.eeoc.gov/eeoc/newsroom/release/3-11-10a.cfm
Such alleged conduct violates Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination based on race, color, religion, sex (including sexual harassment or pregnancy) or national origin, and protects employees who complain about such offenses from retaliation. The EEOC may file suit if attempting to reach a voluntary settlement fails. You wouldn’t even need to hire an employment law attorney.