Business Management Daily published a recent article with an important reminder — men, as well as women, can be victims of gender bias. Title VII protects men against occasions of reverse sex discrimination when they do complain to the EEOC.
The article, ‘Title VII protects men agains sex bias, too’ details a case in point. “David,” a male ultrasound technician with Ultracare Las Vegas (a medical temp service), had a service contract with Nevada Health Centers based on his qualifications.
Within weeks of starting, Nevada Health Centers requested a female replacement. David was terminated and filed a discrimination complaint with the EEOC. Ultimately, the employers opted to settle. Ultracare paid David $15,000 and Nevada Health Center paid him $35,000.
Additionally, while the EEOC will now monitor Nevada Health Centers into January 2020, the company has incorporated an internal investigation process should an employee file a discrimination charge.
Gender bias and sex discrimination are illegal, regardless if some careers are historically gender specific. Engaging in and allowing such practices can ultimately damage a company’s reputatation and bottom line.
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