The legal landscape for gender discrimination in the workplace has transformed dramatically over the past two years. If you’re dealing with workplace gender bias, these recent developments could significantly strengthen your legal position—but only if you understand how to use them. Courts are scrutinizing subtle forms of gender discrimination more

Discrimination rarely happens in isolation. When you’re facing workplace bias based on being both a woman and over 40, or both female and Black, you’re experiencing intersectional discrimination—and it requires a different legal approach than single-basis claims. Understanding intersectional discrimination is crucial because these cases often present unique challenges in

Working in construction, technology, finance, or manufacturing brings unique challenges when it comes to gender discrimination. These industries often have deeply ingrained cultures that can make bias harder to identify and document—but that doesn’t make it any less illegal. Understanding how gender discrimination manifests in male-dominated workplaces is crucial for

Workplace dress codes that impose different standards on men and women often reflect deeper gender bias that violates federal anti-discrimination laws. While employers can establish appearance standards for legitimate business reasons, these policies become illegal when they reinforce gender stereotypes, impose unequal burdens, or restrict gender expression. Understanding when appearance

When you face negative treatment at work because of your pregnancy, you’re dealing with more than just pregnancy discrimination—you’re experiencing gender-based bias that violates multiple federal laws. Understanding how pregnancy discrimination intersects with broader gender discrimination can significantly strengthen your legal position and provide additional avenues for seeking justice. The

If you’re experiencing what feels like gender discrimination at work, you’re probably wondering how to prove it. Building a strong discrimination case isn’t just about having a gut feeling that something’s wrong—it requires specific types of evidence that courts will find compelling. Understanding the difference between direct and circumstantial evidence,

If you’ve ever been passed over for a promotion because “you might want to start a family soon” or excluded from challenging assignments because “those projects require a lot of travel,” you’ve experienced gender stereotyping in employment decisions. These assumptions about what you can or should do based on your

Title VII of the Civil Rights Act of 1964 stands as your most powerful federal weapon against workplace gender discrimination. If you’re experiencing unequal treatment, harassment, or discriminatory employment decisions because of your sex, Title VII provides both the legal framework and enforcement mechanism to fight back and win meaningful