Discrimination à l'embauche liée au sexe (document en anglais)

Gender discrimination in the workplace has become very commonplace nowadays.

Discriminatory behavior is to make a distinction between people based on certain criteria.

Discrimination based on sex generally refers to women who are paid less, less significantly change within a company, or more difficult to access positions.

Many women suffer in different ways, as brutal as each other .

They may also be victims of harassment by a supervisor or conversely, suffer the contempt of a subordinate male who has trouble receiving orders from a woman...

At first, we will see the different kinds of sex discrimination that exist at workplace then the impact on victims who are often women, and finally how to help them.

First, the main case for this discrimination is the employee's wage.

In fact, women earn less than men do. Yet, they can perform the same job with the same duties, responsibilities and commitments, but they are paid much less.

More positions of high responsibility as a director, is particularly addressed to men. Some men prefer to be led by a man rather than a woman; others say they prefer to work with men. Perhaps a better atmosphere...

Thus, there are two types of discrimination:

- Direct discrimination when it is a voluntary act intentionally discriminatory an individual or group of individuals. Discrimination is the result of a concrete act. It implies a discriminating and discriminated against and that the discriminant has the power to discriminate.

For example, when we belittle a woman openly, private or public, by being straightforward

- Indirect discrimination, where there is no intentionality racist (that is to say we can’t highlight intentionality based on ideological or racism-racism-bias) but that there is unequal treatment goal handicap adversely one or more individuals belonging to minority groups.

For example, when a man belittle a woman with subtle terms, not going straight to the point, but takes phrases that are confusing.

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