Sex & Gender Discrimination Attorneys in New Jersey

Fighting For Those Who Have Experienced Sexual Discrimination in the Workplace 

Employees have a right to equal opportunities in the workplace, where those opportunities are independent of the influence of sex and gender-based stereotypes, free of unwanted demands for romantic or sexual relationships or unwanted communications or behaviors of a sexual nature.

Employment should never be determined, influenced, or hampered by sex-based discrimination, whether during the hiring and recruitment process or during the employee’s tenure of employment. If you were discriminated against at work because of your sex or gender, you have the right to pursue compensation with our New Jersey sex discrimination attorneys.

Contact The Law Firm of Morgan Rooks, P.C. today by calling (856) 746-6332 to schedule a free initial consultation with our New Jersey sex & gender discrimination attorney.

What is Sexual Discrimination in the Workplace?

The workplace must be an environment of equal opportunity for both men and women. In Pennsylvania and New Jersey, it is illegal for an employer to treat employees differently solely based on gender or sex. Sex and gender discrimination laws protect both men and women from issues such as unequal pay, sexual harassment, and positional bias. 

Common Examples of Sex Or Gender Discrimination

The following examples are ways in which employers might be committing sex or gender discrimination:

  • Compensating men more than women for the same work, despite equal qualifications and responsibilities.
  • Engaging in position bias, such as assigning secretarial roles only to women due to a misguided belief that they are better suited for such roles or refusing to hire a woman for a position based on unfounded assumptions about her suitability for the role.
  • Utilizing hiring policies based on outdated perceptions of gender roles.
  • Fostering an “old boy's club” mentality that promotes and rewards men over women.
  • Allowing or turning a blind eye to sexual harassment.
  • Perpetuating outdated, gender-based stereotypes about how individuals of a certain gender should act, dress, or behave at work.
  • Engaging in pregnancy discrimination based on maternity or parenting roles.
  • Denying qualified employees for promotions and favoring less qualified individuals of the opposite sex.

If you think you have experienced discrimination in the workplace, do not hesitate to call Morgan Rooks PC. We know that experiencing any workplace issue can be tremendously stressful when you reasonably believe that your livelihood is in danger. 

Is Gender Identity or Sexual Orientation Protected Characteristics?

Sexual orientation and gender identity are protected characteristics under Title VII of the Civil Rights Act, which makes it illegal for your employer to discrimate against you because you are a homosexual, transgender, bisexual, non-binary, etc. Discriminatory acts against members of the LGBTQ+ can include being passed over for a promotion, being harassed, or being fired because of your gender identity or sexual orientation.

What Laws Protect You From Sex Discrimination?

A number of state and federal laws protect employees from sex and gender-based discrimination. These include:

How to Prove Sex & Gender Discrimination in the Workplace

To prove sex & gender discrimination may include:

Establishing a Prima Facie Case: To prove sex and gender discrimination, you must establish a prima facie case by demonstrating the following:

  • You are a protected class member (e.g., female, male, transgender).
  • You were qualified for your position or were performing your job satisfactorily.
  • You suffered an adverse employment action (e.g., termination, demotion, unequal pay).
  • There is a causal connection between your protected status and the adverse action.

Presenting Direct Evidence: Direct evidence of sex or gender discrimination involves explicit statements or actions indicating discriminatory intent. This could include discriminatory comments, biased decision-making, or overtly prejudiced behavior. Collecting and documenting such evidence is crucial to strengthen your case.

Circumstantial Evidence: In the absence of direct evidence, circumstantial evidence can play a vital role. This includes patterns of discriminatory behavior, differential treatment of employees based on sex or gender, or statistical evidence highlighting disparities in promotions, pay, or job assignments.

Retaliation: If you faced retaliation for reporting sex or gender discrimination, it is essential to document instances of adverse actions taken against you due to your complaint. Retaliation is prohibited under the law, and we can help you navigate this complex aspect of your case.

Contact Our Sex & Gender Discrimination Attorneys in New Jersey Today

If you believe you have been a victim of sex or gender discrimination in the workplace, the Law Firm of Morgan Rooks, P.C. is here to provide aggressive and effective legal representation. Our New Jersey sex and gender discrimination lawyers are dedicated to fighting for your rights and holding accountable those responsible for unlawful actions. Your rights matter, and we are here to protect them.

If your employer violated any of these laws, you have a case for sexual discrimination. Contact our New Jersey sex & gender discrimination lawyers today at (856) 746-6332 to get started on your claim.

Contact Us for a Free Consultation

Schedule your free initial consultation with The Law Firm of Morgan Rooks, P.C. today by contacting us online or calling (856) 746-6332.

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