Gender discrimination remains one of the most persistent issues in the workplace. Despite decades of progress, many employees still experience unequal treatment based on sex, gender identity, pregnancy, or related factors. At Jones, Gregg, Creehan & Gerace, we help employees in Pittsburgh and throughout Pennsylvania understand their rights and take action when those rights are violated.
What Is Gender Discrimination in the Workplace?
Gender discrimination occurs when an employer treats an employee or job applicant unfairly because of their sex, gender identity, or pregnancy. It can take many forms, including:
- Paying women less than men for the same work
- Denying promotions or leadership opportunities based on gender stereotypes
- Failing to provide reasonable accommodations during pregnancy
- Harassment, such as derogatory comments or hostile work environments
- Retaliation against workers who raise concerns about discrimination
These practices not only harm individuals but also violate federal and state employment laws.
Pay Equity and Pregnancy Discrimination
Two of the most common forms of gender discrimination involve pay equity and pregnancy discrimination.
The Equal Pay Act requires men and women in the same workplace to receive equal pay for equal work. Yet wage gaps persist in many industries.
Similarly, the Pregnancy Discrimination Act prohibits employers from firing, demoting, or refusing to hire someone because they are pregnant or may become pregnant. Employers must also treat pregnancy-related conditions the same as other temporary medical conditions for leave and accommodations.
Title VII and Federal Protections
Title VII of the Civil Rights Act of 1964 is the primary federal law protecting employees from gender discrimination. It prohibits discrimination based on sex, gender identity, and sexual orientation in all aspects of employment, including hiring, firing, promotions, and pay.
Employees also have protection under Pennsylvania state law, which mirrors federal standards but sometimes provides broader coverage.
Filing an EEOC Complaint
If you believe you have been discriminated against, the first step is often filing a complaint with the Equal Employment Opportunity Commission (EEOC) or the Pennsylvania Human Relations Commission (PHRC).
The process generally involves:
- Filing a charge within 180 days of the discriminatory act (extended to 300 days in many cases).
- Allowing the EEOC to investigate and attempt mediation.
- Receiving a “Notice of Right to Sue,” which allows you to file a lawsuit in court.
Having strong documentation, such as emails, performance reviews, or notes from conversations, can significantly strengthen your case.
The Importance of Documentation
Employees facing discrimination should keep detailed records. Helpful documentation includes:
- Dates, times, and descriptions of discriminatory actions
- Names of individuals involved and witnesses
- Copies of emails, memos, or text messages
- Evidence of pay discrepancies or denied promotions
Thorough records provide proof that can be critical during investigations or litigation.
Remedies Available for Victims
Victims of gender discrimination may be entitled to a range of remedies, including:
- Back pay for lost wages
- Front pay if reinstatement is not possible
- Compensatory damages for emotional distress
- Punitive damages in cases of severe misconduct
- Attorney’s fees and court costs
These remedies aim to make employees whole and hold employers accountable for unlawful practices.
Recent Legal Developments
Gender discrimination law continues to evolve. In recent years, courts and policymakers have expanded protections for LGBTQ+ employees, reinforcing that discrimination based on sexual orientation or gender identity falls under Title VII.
At the same time, some employers are pushing back against diversity, equity, and inclusion (DEI) initiatives, claiming these programs disadvantage other groups. These legal battles highlight the tension between efforts to promote workplace equity and challenges under federal and state discrimination laws.
For employees, this means the legal environment is shifting. Staying informed and working with experienced employment law counsel is the best way to ensure your rights remain protected.
How Jones, Gregg, Creehan & Gerace Can Help
We have decades of experience representing employees who have been subjected to gender discrimination. Whether your case involves unequal pay, harassment, denial of promotion, or pregnancy discrimination, we will stand by your side. Our attorneys guide clients through the EEOC process, negotiate settlements, and, when necessary, pursue litigation to achieve fair outcomes.
Contact Our Experienced Pittsburgh Gender Discrimination Attorneys
Gender discrimination is illegal, yet it still impacts workplaces across Pennsylvania. If you believe you’ve been treated unfairly based on your gender, you don’t have to face it alone. Contact Jones, Gregg, Creehan & Gerace today to discuss your situation and explore your options for justice.