Sample Solution

Gender inequality in the workplace isn’t limited to unequal wages, either. Women, especially black women, LGBTQ+ women, and women of color, continue to face barriers to move into leadership positions and are likely to face microaggressions — offensive statements or insensitive questions — related to race, ethnicity, gender, and sexual identity. Gender discrimination is illegal. Title VII of the Civil Rights Act of 1964 makes it illegal for an employer to discriminate against you based on your sex, race, color, religion, or national origin. As of June 2020, a Supreme Court ruling extended this protection to also cover gender identity and sexual orientation. It is also illegal for employers of 15 or more people to use any of the above categories as a basis for paying you less, firing, not hiring, or discriminating against you in terms of working conditions or “privileges of employment.” Leaders need to close gender gaps in career advancement and eliminate workplace discrimination. There are concrete ways to achieve this ideal — transparent salaries, flexible work options, training opportunities for women, and a focus on well-being and mental health. Employees, too, can play a part in ensuring gender equity on all fronts by becoming allies, speaking up against instances of discrimination, and giving honest feedback to leaders.