According to the Equal Employment Opportunity Commission, a third of female workers in Pennsylvania and throughout the U.S. experienced sexual harassment on the job in 2016. Furthermore, 75 percent of women said they did not talk to a manager or union representative about the harassment. Professional retaliation, not being believed or being blamed for the incident were all reasons they cited for not reporting the harassment. Gender equality is an issue as well, and women report being paid and promoted less than men.
A federal judge in Pennsylvania made a ruling in a workplace discrimination case on May 18 that is being hailed as a landmark decision by gay rights advocacy groups and prominent figures in the LGBT community. The judge ruled that gender dysmorphia is a covered condition under the Americans with Disabilities act even though gender identity is not. The director of the Transgender Rights Project referred to the ruling as a huge step forward for the transgender community.
According to a survey conducted by researchers at the University of California, San Francisco, close to 80 percent of physicians who are also mothers are victims of workplace discrimination. Nearly 6,000 women responded to the survey, which posed questions about the respondents' physical, mental and reproductive health as well as questions about their experiences with discrimination or burnout at their places of work.
Pennsylvania employers might be liable if a supervisor takes an action that discriminates against an employee. A U.S Court of Appeals for the 6th Circuit split panel reversed a decision by a lower court in a case that involved a woman being fired after returning from leave she took under the Family and Medical Leave Act. The woman argued that two supervisors showed bias against her for taking the leave. However, a district court has dismissed the woman's claims.
Pennsylvania workers might wonder what kinds of actions constitute illegal sexual harassment by Title VII of the Civil Rights Act. A court takes a number of elements into consideration when it decides if harassment has taken place. Among these are the frequency and severity of the actions, whether the harassment interferes with an employee's performance, and if the act is humiliating or physically threatening.