EEOC Sues Clinic for Sex Discrimination

Topic: EEOC Sues Clinic for Sex Discrimination
Composition: Failure to effectively manage diversity in an organization can lead to some unfavorable outcomes for the organization. Effectively managing diversity can improve organizational effectiveness. When managers effectively manage diversity, they not only encourage other managers to treat diverse members of an organization fairly and justly but also realize that diversity is an important organizational resource that can help an organization gain a competitive advantage.
Lakeland Eye Clinic located in Lakeland, Florida demonstrated their failure to effectively manage diversity when they violated Title VII of the Civil Rights Act of 1964, which prohibits sex discrimination, including that based on gender stereotyping by firing an employee because she is transgender, because she was transitioning from male to female, and/or because she did not conform to their gender-based expectations, preferences, or stereotype regardless of the fact that the employee had performed her duties satisfactorily throughout her employment. After the employee began to present as a woman and informed the clinic that she was transgender that is when Lakeland fired her. As a result of this violation, the U.S. Equal Employment Opportunity Commission filed a lawsuit suing Lakeland Eye Clinic for sex discrimination against the transgender employee. The lawsuit filed on September 25, 2014 was identified as being the first suit in its history challenging transgender discrimination under the Title VII of the Civil Rights Act of 1964. Robert E. Weisberg, regional attorney for the Miami District Office, pointed out that in 2011, the National Center for Transgender Equality and the National Gay and Lesbian Task Force completed a study that found in Florida, 81 percent of transgender individuals responding to the survey experienced harassment or mistreatment on the job and 56 percent experienced an adverse job action. (District Court-US, 2014)

2. Topic: Workplace Discrimination: Mets Resolve Suit with Executive They Fired When She Was Pregnant and Unmarried
Composition: A scandal involving a former Mets executive against a pregnant and unmarried woman hit the spotlight of the media last year. Ms. Castergine charged Mr. Wilpon, the chief operating officer of the Mets, accusing him of discrimination and quoting his comment that “ When she gets a ring, she’ll make more money and get a bigger bonus” .She claimed that Mr. Wilpon was morally opposed to having a baby without prior getting married and that she was fired after complaining to the HR about Mr. Wilpon’s actions. The Mets replied saying that she was fired for legitimate business reasons and she had conflicts with her immediate supervisor and other executives before the pregnancy was known. Although Mets avoided a trial seeking for a private settlement. The amount was not disclosed and the neither Mets nor Ms. Castergine comment on the issue.
This was an isolated case that can give us an idea of what happens in the business world. I am sure that many people have had some type of experience involving discrimination, sexual and work harassment including myself. Companies have spent time and money training their management how to treat and deal with these situations and bringing awareness to employees. These actions can hurt the company’s reputation and lead to million dollar level disputes. In the case above, Mets decided to keep the situation low profile and avoided any confrontation that could expose the company.

Sandomir, Richard. (March 12, 2015). Mets Resolve Suit with Executive They Fired When She Was Pregnant and Unmarried. Retrieve from http://www.nytimes.com/2015/03/14/sports/baseball/mets-settle-case-with-executive-who-cited-discrimination-over-pregnancy.html