For decades, discussions about sex discrimination and harassment in the workplace have centered around professional women. The focus on the struggles of female professionals may leave many men assuming that their negative experiences do not carry as much weight as the workplace inequities that affect women.
The reality is that anyone could potentially face sex discrimination in the workplace. In some cases, attempts at increasing workplace diversity might actually lead to legal violations by causing situations where men face a reduction in opportunities, which could constitute discrimination.
Can men hold businesses accountable for discriminating against them in matters related to hiring, layoffs or promotions?
Discrimination is not sex specific
The federal laws prohibiting sex discrimination do not specifically protect females. They designate an individual’s sex as an innately protected characteristic. Employers should not consider a worker’s sex when making decisions about that person’s job.
Men can experience the same types of discrimination that have historically affected female workers. In some cases, discrimination might manifest as a hostile work environment. Men entering a female-dominated profession, such as nursing, may find that their co-workers mistreat them, exclude them and abuse them so much that accepting that abuse becomes a requirement for continued employment. Employers that don’t address hostile environments contribute to discrimination by allowing harassment.
How employers can contribute to this discrimination
Other times, the discrimination may occur at an institutional level. The company may unfairly consider the sex of candidates as a means of altering the demographics within the company. They might extend employment offers or promotions to female candidates with fewer credentials or a less impressive work history than the male candidates seeking the same position.
In scenarios where companies overlook harassment that occurs due to a worker’s sex or where they consider a man’s sex when deciding who to hire, promote or lay off, the male denied opportunities could very well have experienced discrimination. Recently, there has been a cultural movement aimed at helping men who lost opportunities hold businesses and educational institutions accountable.
Reviewing behavior or employment decisions that seem discriminatory can help male professionals determine if they have grounds to take legal action. A sex discrimination lawsuit brought by a male worker can pave the way for a more equitable workplace in the future and could compensate that male professional for the career and financial setbacks that the discrimination caused.
