Sex discrimination means being denied jobs or advancement because of gender. Fending off unwelcome sexual overtures at work also comes under the broad category of sexual harassment.
Before the United States Civil Rights Act of 1964, which in Title 7 prohibited discrimination against women and minorities in the workplace, women usually had two choices: Accept the abuse or quit. Women`s rights advocates lobbied long and hard for the legislation, which has resulted in thousands of sex-discrimination suits in federal courts.
Some suits have been successful: Recently the U.S. Supreme Court, in considering a suit filed by Michelle Vinson against the Meritor Savings Bank of Washington, D.C., ruled that sexual harassment falls within the province of the Civil Rights Act. The Reagan administration had entered the case contending that it was not covered.
On the other hand, former television anchor Christine Craft, who charged that she was demoted because she was ”too unattractive, too intelligent and not deferential enough to men,” lost her suit for damages against Metromedia Inc.
Another option is to handle discrimination and harassment directly–and quietly.
JACQUI L. BRADLEY
EARLY 30S, PRESIDENT OF DIRECTIONS METROPOLITAN, INC.
”I find sex discrimination on two levels,” says Bradley, whose $2-million construction employes 56. ”Sometimes workers on the job site make motions with their hands or make remarks about my physical appearance. That`s disconcerting because I`m president of my company and I`m serious-minded. I`m out there to conduct business, to make money. I ignore those comments because I don`t have to do business with the workers, but sometimes I make it a point to tell them or have someone inform them who I am. That ends it.”
Bradley, a former accountant whose four-year-old company specializes in highway excavations and pavement markings, says the second level occurs with
”the men you do business with.” But she says, ”If it`s not meant to be derogatory, I let it go.”
She is concerned about sex discrimination in her predominantly male field. ”I wrote my firm`s affirmative action policy myself. I want women to work in construction and I want them to be successful.
Construction is her ”first love,” and she remains undeterred: ”My mother taught me there`s nothing I can`t do if I want to and that I should never let someone else`s thoughts, ideas or shortcomings limit me.”
SUZANNE H. SAMMANN
AGE 39, SALES REPRESENTATIVE, ELGIN PRINTING INC., ELGIN
There is ”absolutely” no discrimination in her office, says Sammann, the only female sales representative.
But she feels it`s important to establish her credibility quickly with customers.
”The books all say the best sales approach is to form a personal relationship right off the bat, like the men do.
”But I feel that for me it`s necessary to prove I know what I`m talking about. Printing is filled with jargon; I immediately go into technical details.”
Sammann has been with the firm for three years. ”I feel that I`m accepted and I have some very good male friends among my customers,” she says. ”It`s easier to form a personal relationship with the women, of course. ”You find out in sales that you can`t use somebody else`s script. I avoid discrimination by using a very technically oriented approach. I`ve taken a lot of classes, studied on my own and haunted the library till I got it right.”
She waits until ”several meetings down the road” before becoming friends with customers. ”By that time, I`m established as a professional.”
Sexual harassment is rare. ”I suspect younger women are more subject to it than I am.” She advises ”standing up for your rights–if you don`t feel the loss is greater than the gain.”
RHONDA L. STERN
AGE 28, ATTORNEY, ROSENTHAL AND SCHANFIELD
”I`ve never really experienced discrimination or harassment,” says Stern, a 1982 graduate of Northwestern University Law School. ”The only thing that has come close–and it`s not sexual harassment as defined by the courts or legislature–is that some judges have a tendency to make comments in court, such as referring to female attorneys as `little ladies.`
”Generally, the best way to handle that is to hold your own and act polite. It`s not necessarily meant to be offensive.”
Stern, a commercial litigator with an emphasis on employment law, says her clients are concerned about sex discrimination and want to take
”preventive” measures.
She says firms should establish effective complaint procedures. ”In a lot of cases I`ve read about, the employee had talked first to her supervisor, but sometimes the supervisor is the harasser. The people responsible must be high up in the company who are well-respected and trusted.”
If you`ve been discriminated against, Stern says ”come forward to a key person in the company. Be frank and honest. Employers will not take it lightly. Most of them want to be fair.
”In the past, women have been afraid to speak out, and companies have not given the problem enough attention. It`s time to do both.”
PEGGY SIMONSEN
AGE, 47, OWNER AND DIRECTOR, CAREER DIRECTIONS, CHICAGO AND ROLLING MEADOWS
”Sex discrimination has come into everyone`s awareness in the past decade or so,” says Simonsen, a consultant in career development. ”Prior to that, women experienced discrimination and didn`t like it, but most thought that they had to put up with it.”
Today ”women are so much more career-oriented,” she says. ”They`re not going to leave a job they like just because of someone else`s problem.”
Simonsen once had a male colleague who was ”too touchy-feelie with women employees, not just me.” She observed him carefully and realized that draping his arms over women was his way of being friendly. ”It was not intended as an affront or used in any way for power over me.” She stepped away from him when she felt he was being overly friendly but continued the conversation.
However, Simonsen has clients who had ”overt” situations. ”Then it`s important to act quickly. The longer you wait, the harder it will be to resolve it,” she says.
The most common form of sex discrimination she observes is that women must ”be more qualified than male competitors for a position.”
Her advice: ”Know who you are, what your skills are and your value to the organization. Get outside objective advice . . . before taking any action.”
Send comments and ideas for future questions to Carol Kleiman, The Chicago Tribune, 435 N. Michigan Ave., Chicago, Ill. 60611.
