When employer practices or attitudes create unseen barriers for women and minorities, employees may be operating under a glass ceiling scenario. The glass ceiling is a political term used to describe limitations placed on an employee’s ability to advance in the workplace based on gender.
The term most often refers to a form of sex discrimination which cuts women out of management, supervisory or executive roles based on unfair stereotypes and biased assumptions. When a female or minority employee advances into mid- or high-level senior positions, the achievement is sometimes referred to as ‘cracking the glass ceiling.’
Since the presence of a glass ceiling is a form of sex discrimination prohibited under Title VII of the Civil Rights Act, the same elements necessary for proving sex discrimination are necessary for a glass ceiling case. Title VII prohibits sex discrimination in all forms of the employment process including hiring, promotions and compensation.
To prove a glass ceiling sex discrimination case, an employee must show that she is an employee meeting all requirements of her job duties. She must also show that her employer took adverse action against her, based on her gender, that was not taken against other males on the job. In addition to these claims, glass ceiling cases may also involve a history of disportionate hiring or promotion practices that consistently favor men over women.
If you have been a victim of the Glass Ceiling contact Zaman Law Firm today for a FREE case evaluation. We want to help get the justice you deserve.
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