Best Ohio Gender Discrimination Attorney Answer: Can gender discrimination be based on subtle differential treatment between males and females in the workplace? Can a “boy’s club” atmosphere in the workplace lead to gender discrimination against female employees? What constitutes “gender bias” in the workplace?
Gender discrimination comes in many different forms in the workplace. Gender discrimination can be overt and obvious such as express discriminatory comments by a supervisor against a female subordinate based on her gender. Gender discrimination can also be based on treating two or more similar individuals differently simply based on their genders. Regardless, all forms of gender discrimination are prohibited by Title VII of the Civil Rights Act of 1964 as well as Ohio R.C. § 4112.02.
Currently, a case pending in the United States District Court for the Southern District of New York pertains to a gender discrimination case brought by several female employees of Goldman Sachs who claim that they were discriminated against based on their gender, based in part, on the on-going “boy’s club” that Goldman Sachs employed at its various locations. The lawsuit, filed in 2010, is Chen-Oster v. Goldman Sachs & Co..
When initially filed in 2010, two former employees of Goldman Sachs were seeking damages from the company for their gender discrimination claims. However, recently, the two women have asked the federal judge to expand their lawsuit to include several other women who allegedly were subjected to the same “boy’s club” treatment while employed at Goldman Sachs. Specifically, the plaintiffs asked to the Court to allow them to sue on behalf of “current and former female associates and vice presidents.”
In support of their request to expand the lawsuit into a class action, the plaintiffs argue that Goldman Sachs employs a “boy’s club atmosphere, where binge drinking is common and women are either sexualized or ignored.” To support this claim, the plaintiffs argue that the following conduct occurred at Goldman Sachs: (1) female vice presidents earned 21 percent less than men while female associates earned 8 percent less than men; and (2) about 23 percent fewer female vice presidents were promoted to managing director positions versus males. These numbers are based on statistical analyses put together by plaintiff’s experts up to this point in the lawsuit.
In addition, the two female plaintiffs claim that they were part of the same “boy’s club” environment that other similarly situated women were subjected to throughout their time with Goldman Sachs. Specifically, the lawsuit includes allegations that Goldman Sachs called women “bimbos,” took clients to strip clubs, and also mocked a new female hire who had won a beauty pageant.
To date, no decision has been rendered regarding whether the Court the will allow the case to proceed as a class action, but this is one to watch.
If you feel that you are being discriminated based on your gender or sex, then call the right attorney. It is never appropriate to discriminate against female employees. Discrimination against women includes being harassed, fired, wrongfully terminated, discriminated against, demoted, wrongfully disciplined, denied a promotion, and denied wages or not receiving equal pay. When you call the right attorney to schedule a free and confidential consultation at 866-797-6040, you will meet with an attorney from Spitz, The Employee’s Law Firm to discuss wrongful discrimination claims and help you determine the best way to pursue your gender/sex discrimination claims.
The materials available at the top of this page and on this employment law website are for informational purposes only and not for the purpose of providing legal advice. Your best option is to contact an Ohio attorney to obtain advice with respect to gender discrimination questions or any particular employment law issue. Use and access to this employment law website or any of the links contained within the site do not create an attorney-client relationship. The legal opinions expressed at or through this site are the opinions of the individual lawyer and may not reflect the opinions of Spitz, The Employee’s Law Firm, Brian Spitz, or any individual attorney.