Loading in 2 Seconds...
Loading in 2 Seconds...
The EEOC and Trends for Working Women: Current and Emerging Issues. 2007 National Equal Opportunity Professional Development Forum Edana E. Lewis, Esq. Office of Legal Counsel U.S. Equal Employment Opportunity Commission (EEOC or Commission) Telephone: (202) 663-4758
Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.
2007 National Equal Opportunity Professional Development Forum
Edana E. Lewis, Esq.
Office of Legal Counsel
U.S. Equal Employment Opportunity Commission (EEOC or Commission)
Telephone: (202) 663-4758
A supervisor reduces the workload of a female employee, following her return to work from pregnancy leave, because of a stereotypical belief that women with children are less dedicated to their careers.
A decision maker does not promote an employee who is a mother because he believes “the executive position will require more time and attention than the candidate can handle given her responsibilities to her autistic son.”
An employer fails to address the known harassment by co-workers of an African-American female employee who has two young children. The co-workers taunt the employee daily describing her as “another black baby mama,” among other derogatory statements.
For more information on caregiver discrimination from an EEO perspective, seeEEOC Enforcement Guidance: Unlawful Disparate Treatment of Workers with Caregiving Responsibilitiesavailable at http://www.eeoc.gov/policy/docs/ caregiving.html
In general, Title VII prohibits two types of harassment based on sex:
Example: Female employees are made to feel as though they have to engage in sexual behavior with superiors and act in accordance with sex-based stereotypes in order to gain favorable job assignments.
Example: A supervisor constantly propositions and inappropriately touches a new female subordinate. The employee does not complain at first for fear of losing her job. After a month, the employee makes it clear to the supervisor that his advances are unwelcome. The employee is fired two weeks later during her probationary period. No cause is given for her discharge.