Gender Discrimination

Gender Discrimination in Illinois occurs when a company terminates or otherwise take an adverse job action against an employee because of the sex of the employee. In most instances these types of cases will involve female workers being treated in an unfair manner. That isn’t the law but rather what my office sees more times than not. A companies policies and employment rules must be applied equally to all employees. Policies and employment rules which disproportionately and adversely impact on one sex are strictly prohibited under both Illinois and Federal law.

Questions to ask

Below are some of the questions you should ask yourself.

  • Do you work harder than other gender counterparts?
  • Does the boss have different rules for different gender workers?
    Do you putting in more hours than other genders counterparts?
  • Are you getting paid less than your male counterparts?
  • Do men seem to get promoted ahead of females in your company?
    Do you have the same or more education than members of other genders?
  • Does your company have a gender only group of executives?

Next Steps

If you can answer yes to any of those questions, you should contact my office because you may have a discrimination case based on your gender. A company generally won’t put negative gender related comments in writing so one has to look for statistics to prove a discrimination case. Many times you will be working in what is called an old boys club. This just means the men don’t like working with women and treat members of the other sex in a hostile fashion. You don’t have to put up with this type of treatment.

Illinois Department of Human Rights

In addition to the protections women have from discrimination through the Illinois Human Rights Act and Title VII of the Civil Rights Act of 1964, Illinois also affords protection via the Gender Violence Act-740 ILCS 82. Under this Act, woman are protected from violence and also the threat of violence while at work. And the best part about the Act is there can be liability on the company even if there are no criminal charges, prosecution or conviction. There is also a much longer statute of limitations period. For actual acts of violence the statute is seven years, for threats the statute is two-years. And women are allowed to collect punitive damages as part of their compensation from violation of this Act.


Sometimes in order to prove gender discrimination I may have to obtain a company’s gender profile. All employers with more than 100 employees must prepare and file an EEO-1 report. An EEO-1 report is a numerical breakdown of people who are employed in the workplace in various job categories. This type of record is very important in showing the negative treatment of genders at work.

If the company has less than 100 employees as part of my discovery I will obtain information on the employees and prepare my own report, which is similar in nature to an EEO-1 report. These documents are valuable in showing a disparity in pay or work positions for genders companies that employ less than 100 workers.

Learn whether your employer has violated federal and state laws by contacting attorney Peter LaSorsa today. Peter doesn’t charge for my initial consultation. He is free seven days a week to discuss your potential claim. And has years of experience dealing with employment discrimination issues.

E-mail your question about SEX DISCRIMINATION.
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Peter LaSorsa, Attorney at Law

Phone: 312-505-5038

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