Chat with us, powered by LiveChat

Glass Ceiling Discrimination


The Glass Ceiling Is Another Way in Which Employers Discriminate Against Women and Minorities at Work

The glass ceiling is an invisible barrier that prevents women and minorities from obtaining higher salaries and better positions. It is a phrase that has been around ever since women and minorities entered the workforce. When the glass ceiling prevents you from getting a raise or promotion in your job, you have the right to seek justice. You need a discrimination attorney that understands your struggle and will advocate for you to get the compensation you deserve.

What is a Glass Ceiling?

The term “glass ceiling” has been around for a very long time. At one point, it was related solely to gender discrimination. A glass ceiling would be in place to prevent women from moving up the corporate ladder. It would also prevent them from earning more money than men. As time progressed, the term was used concerning minorities as well as women.

The glass ceiling would prevent minorities, women, and members of the LGBT community from advancing within the workplace. It would stop them from receiving raises at work.

Today, the glass ceiling is still active in many companies. It is used to keep the C-Suite free of people who look, act, and think differently. Many times, these people are women, minorities, and members of the LGBT community.

What Protected Classes Does Glass Ceiling Discrimination Target?

Federal and state laws prohibit glass ceiling discrimination. The glass ceiling may be based on any one of the following protected classes:

What Are Some Examples of Glass Ceiling Discrimination?

Glass ceiling discrimination is a form of gender, race, national origin, or other protected class discrimination. Some examples of this type of treatment may include, but are not limited to:
  • Your boss continues to deny you a promotion. You are very qualified for the position. You continue to receive stellar performance reviews. However, you are a gay man.
  • Your boss only provided you a 2% raise as a woman in the office. Your male counterparts received a 5% raise.
  • Your supervisor refuses to include you in meetings and email chains relating to company or department information. You are one of two African American employees in your department.
  • Your manager moves you to another territory without a reasonable explanation. He claimed you were beginning to make too much money. You are a practicing Muslim.
  • Your employer refuses to give you access to the resources necessary to do your job. As a result, you get fired from work. Your employer does not promote older employees and looks for reasons to fire them. You are over 50 years old.
  • You got fired from work because your boss thinks you are making too much money and are too high n the corporate ladder. You are Asian. Your employer never allows Asian employees to enter executive-level positions.
  • Your company never puts transgender employees in highly visible positions.
  • Your boss refuses to give anyone in a wheelchair high-end customer assignments.

What Federal Laws Prohibit Glass Ceiling Discrimination at Work?

Many federal laws protect employees from glass ceiling discrimination. The following federal laws protect employees from glass ceiling discrimination in the workplace:

  • Title VII of the Civil Rights Act of 1964 protects employees from discrimination based on race, religion, color, national origin, and sex or gender if they work for companies with 15 or more employees. This act also includes gender identity, sexual orientation, and gender expression as protected classes of employees.
  • The Pregnancy Discrimination Act prohibits employers from instituting a glass ceiling for pregnant employees in companies with 15 or more employees.
  • The Americans with Disabilities Act prohibits employers from instituting a glass ceiling for people with disabilities in businesses with 15 or more employees.
  • The Age Discrimination in Employment Act prohibits glass ceilings discrimination for people over 40 in companies with 20 or more employees.
  • Section 1981 of the Civil Rights Act of 1866 prohibits employers from instituting a glass ceiling for employees based on race.
  • The Equal Pay Act protects women from receiving lower pay than men in similar positions with similar qualifications.
  • These laws also protect employees from retaliation, such as wrongful termination, demotions, refusals of promotions, or more, for speaking up against glass ceiling discrimination.

Do State Laws Protect Employees from Glass Ceiling Discrimination?

Many state laws are also in place to prevent employers from creating a glass ceiling. Employers would use the glass ceiling to block minorities, women, and members of the LGBT community from advancing in the workplace. State laws may protect employees working for companies with as few as one employee. To learn more about your rights against glass ceiling discrimination in your state, contact an experienced discrimination lawyer.

How Can You File a Claim for Glass Ceiling Discrimination in the Workplace?

Most federal discrimination charges are handled by the Equal Employment Opportunity Commission (EEOC). The EEOC provides a time limit of 180 days (300 days in some states) to file your discrimination charge. However, some claims, such as claims under Section 1981 and the Equal Pay Act, can get filed directly in federal court.

You can also file your claims under state laws regarding your glass ceiling discrimination claim. State laws set a statute of limitations between 180 days and several years.

Consult a discrimination attorney to determine where to file your glass ceiling discrimination claim. Your lawyer can also ensure you file your claim within the proper time frame provided under the law.

Will Your Glass Ceiling Discrimination Claim Take a Long Time to Settle?

Lawsuits can take anywhere from a few short months to several years to settle. Sometimes your employer will agree to a fair settlement before you even file a claim with the courts. However, many times, you and your attorney must negotiate a settlement after you file your claim. If your employer insists on taking the lawsuit to trial, it may take several years to reach a settlement or receive a court judgment.

How Can You Get Compensated for Your Glass Ceiling Discrimination Claim?

As a victim of glass ceiling discrimination in the workplace, you have a right to file a lawsuit against your employer. If you win your lawsuit, the courts will likely grant some of the following relief for your claim:

  • Reinstatement of employment
  • Revamping of policies
  • Attorney fees
  • Court fees
  • Pain and suffering
  • Lost pay
  • Emotional distress
  • Punitive damages

Should You Hire a Discrimination Lawyer to Help You Fight Glass Ceiling Discrimination?

A discrimination lawyer can help you develop your glass ceiling discrimination claim and negotiate a settlement as quickly as possible. Your attorney can sort through the laws to help you determine the best laws to use to file your claim. They can ensure you file your claim within the statute of limitations allowed under the law. They will advocate for your rights and help you draft your complaint to ensure the courts understand the pain you went through.

Contact Our Experienced Glass Ceiling Discrimination Attorneys for Your Free Consultation

A glass ceiling is a company’s way of discriminating against women and minorities. It is also a way of keeping women from positions of power using corporate guidelines. If you are the victim of glass ceiling discrimination or got fired from work for speaking up about workplace inequalities, the experienced employment discrimination attorneys at the Derek Smith Law Group can help.

Did Your Employer Prevent You from Climbing the Corporate Ladder or Receiving Equal Pay Because You are a Woman, Part of a Minority, or a Member of the LGBTQ Community? Do You Want to Know More About Your Legal Rights? Please Call Us at 800.807.2209 to Learn More.

Share this Content:
Call us today - It's Free