Gender discrimination continues to show up in workplaces across Missouri, sometimes in obvious ways, and other times in more subtle but damaging patterns. Whether it’s being paid less than your coworkers, passed over for a promotion, or treated unfairly during or after pregnancy, these are more than just workplace frustrations—they may be violations of the law.
At Privette Law Office, we stand with employees who have been subjected to discrimination because of their gender. If something doesn’t feel right at work, we’re here to help you take action.
Understanding Gender Discrimination
Gender discrimination happens when an employee faces unequal treatment because of their sex, gender identity, or gender expression. It can affect anyone, regardless of how they identify, but it often targets women, nonbinary individuals, and transgender workers.
Both federal and Missouri law offer protection:
- Title VII of the Civil Rights Act of 1964 prohibits discrimination based on sex.
- The Missouri Human Rights Act (MHRA) also bars gender discrimination in employment.
Importantly, these laws cover not just hiring and firing, but also promotions, benefits, pay, and job assignments.
Common Forms of Gender Discrimination
Pay Disparities
Many workers don’t realize they’re earning less than colleagues doing the same job. This often comes to light during casual conversations or performance reviews. When women, especially women of color or those with disabilities, are consistently paid less for equal work, it’s a sign that something’s wrong.
Missouri’s Equal Pay Act (RSMo § 290.410) makes it illegal for employers to pay workers differently based on sex for the same quantity and quality of work. Federal law also provides additional protection through the Equal Pay Act of 1963 and Title VII.
Promotion Obstacles
You may have all the qualifications, glowing reviews, and a strong work ethic, yet still see less-qualified male coworkers promoted ahead of you. This can be frustrating, demoralizing, and discriminatory.
These types of promotion barriers often involve unconscious bias, exclusion from high-profile assignments, or assumptions about future availability due to family responsibilities.
Pregnancy Discrimination
Some employers treat pregnancy as a problem instead of a protected condition. It’s illegal to demote, fire, or refuse reasonable accommodations to someone because they’re pregnant or returning from maternity leave.
The Pregnancy Discrimination Act and the new Pregnant Workers Fairness Act both offer protection and require employers to provide reasonable accommodations related to pregnancy, childbirth, and related medical conditions.
Gender Stereotyping
Employers cannot discriminate based on stereotypes. For example, assuming a woman won’t be “tough enough” for a leadership role or a man wouldn’t want parental leave is discriminatory.
Missouri courts have recognized that discrimination based on sex stereotypes is a form of gender bias, and it’s against the law.
Recent Legal Developments
In 2024, the U.S. Supreme Court ruled in Muldrow v. City of St. Louis that even lateral job transfers can be challenged if they’re based on gender bias. This was a significant step in holding employers accountable for discriminatory workplace moves. Another significant case, Bostock v. Clayton County, confirmed that gender identity and sexual orientation are protected under Title VII.
Gathering Evidence
If you suspect gender discrimination, it’s important to gather documentation early.
Here are some simple but effective ways to build your case:
- Write down every incident: dates, times, what happened, and who was involved.
- Keep emails, text messages, performance reviews, and any written records.
- Track patterns: missed promotions, shifts in assignments, or repeated comments.
Even small pieces of information can make a big difference when viewed together.
Filing Complaints: Internal and External Steps
If you’re dealing with gender discrimination, it’s important to understand your options both within your workplace and through outside legal channels.
Internal Procedures
Start by reporting the issue through your workplace’s internal complaint process. This might mean speaking with HR or a supervisor. Make sure to:
- Submit your complaint in writing.
- Save copies of your emails or forms.
- Keep a log of who you talked to and when.
Following your employer’s internal process can strengthen your case if legal action becomes necessary.
External Avenues
If your internal complaint doesn’t resolve the issue, you have the right to take it further. You can file a charge with:
- The Missouri Commission on Human Rights (MCHR)
- The Equal Employment Opportunity Commission (EEOC)
These agencies investigate discrimination claims and can issue a “right to sue” letter, which you typically need before filing a lawsuit. Keep in mind, Missouri law generally gives you 180 days from the date of the incident to file a claim.
How Privette Law Office Can Assist You
We understand how overwhelming it can feel to stand up to workplace discrimination. At Privette Law Office, we take the time to listen, evaluate your options, and build a strategy that works for your situation.
We can help you:
- Understand your legal rights and what steps to take
- File complaints with the MCHR or EEOC
- Negotiate with your employer or represent you in court
We handle each case with care and work closely with you every step of the way.
Contact Our Experienced Southern Missouri Gender Discrimination Attorneys
You deserve to work in an environment where you’re respected and treated fairly, regardless of gender. If you believe you’ve experienced gender discrimination, don’t wait. Contact Privette Law Office today to schedule a confidential consultation.