Ending sex and race discrimination in the workplace: Legal intervention that pushes the envelope
Date: May 6, 2011
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This report examines the changes to employment policies and practices mandated as part of sex and race employment discrimination litigation. The report is based on the analysis of more than 500 consent decrees (court supervised pre-trial settlements) that were negotiated by the U.S. Equal Employment Opportunity Commission (EEOC), the U.S. Department of Justice (DOJ) or private law firms, and in-depth study of the negotiation and implementation of four sex discrimination consent decrees.
The report summarises findings about the 502 consent decrees in the Institute for Women’s Policy Research À“ Wage Consent Decree Database created in the course of the research and presents case studies in four industries: public corrections, agriculture (specifically egg processing), aerospace manufacturing, and financial services. The cases run the gamut from the most egregious forms of sexual harassment, to pervasive pay and promotion discrimination. Notably, the report finds that, for injunctive relief to effectively tackle bias and discrimination, human resource decisions need to be transparent and managers held accountable.
Year of Publication: 2011
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I am a female architect working at a Randburg firm and the following instances over the three year period of my work there have caused me concern.
1. During salary negotiations for an increase I was told that because I am a married woman my salary needs not be too high as my husband would provide for me.
2. I earn a considerably lower salary for the same value of work as my male counterparts, and upon enquiry the response was that in architecture one has to have a rapprt with the boss to get a good salary.
3. Recently the office manager stated that architecture is not suited to women and that women should be nurses or office assistants or social workers, they do better there. He also said women have no significant commissions and the work they do is only a few projects of passion.
4. My principal inquires on work done by me always from a male workmate on the team thus relating to me in the third person regardless of the obvious positive turnaround on all the projects I have worked on.