In the case of Gallina versus Mintz Levin, Ms. Gallina has alleged a violation of protections afforded under Title VII and the Equal Pay Act based on gender bias discrimination, sexual harassment, and retaliation (). Despite years of improvement discussing sexual harassment in the work place, there are still numerous cultural, social, and economic deterrents interfering with overall progress. Women continue to face being ridiculed, snubbed and ostracized when reporting inappropriate behaviors of coworkers. Ms. Gallina’s issues began shortly after joining the Mintz Levin law firm when a managing partner discovered Ms. Gallina was the mother of a young child. The partner was not reserved in sharing his opinions regarding the ability of mothers
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Many companies provide sexual harassment training and almost all include some type of policy to deter this behavior, however despite these efforts we continue to see a constant portion of all EEOC complaints centered on this topic. Research substantiates an employee’s concern of retaliation when reporting gender based discrimination. Frequently trivialized, employees can find themselves in an increasingly hostile environment, labeled as a problem employee, ridiculed or ostracized. Additionally, this can support a bystanders fear of also speaking up and reporting when necessary. The fact remains that a masculine culture is viewed as superior and supported throughout organizations. In the automotive industry I quickly found myself supporting this view point in attempting to fit in with the men and to be viewed as one of the guys, in hopes of gaining access to improved career opportunities. As organizations persist in their endeavors to create cultural environments where there is a distinct intolerance for gender based discrimination and sexual harassment, training will remain a component of this process. Management must be committed to the activity and strict rules established that enforce a no-tolerance policy. Reporting procedures that support claimants and stop instances of retaliation assist in evolving corporate values and principles. As a society, there is still significant work to be done to improve working conditions and promote the inclusion of individuals traditionally viewed as disadvantaged
Many companies provide sexual harassment training and almost all include some type of policy to deter this behavior, however despite these efforts we continue to see a constant portion of all EEOC complaints centered on this topic. Research substantiates an employee’s concern of retaliation when reporting gender based discrimination. Frequently trivialized, employees can find themselves in an increasingly hostile environment, labeled as a problem employee, ridiculed or ostracized. Additionally, this can support a bystanders fear of also speaking up and reporting when necessary. The fact remains that a masculine culture is viewed as superior and supported throughout organizations. In the automotive industry I quickly found myself supporting this view point in attempting to fit in with the men and to be viewed as one of the guys, in hopes of gaining access to improved career opportunities. As organizations persist in their endeavors to create cultural environments where there is a distinct intolerance for gender based discrimination and sexual harassment, training will remain a component of this process. Management must be committed to the activity and strict rules established that enforce a no-tolerance policy. Reporting procedures that support claimants and stop instances of retaliation assist in evolving corporate values and principles. As a society, there is still significant work to be done to improve working conditions and promote the inclusion of individuals traditionally viewed as disadvantaged