Sex discrimination - Case Studies
‘Brenda’ was a manager in a trucking company but received less pay and fewer benefits than her male colleagues performing the same duties. Unlike her male colleagues, Brenda did not receive a mobile phone, fuel cards or a car. The company demoted her from management, claiming male employees found it difficult to listen to females.
Brenda lodged a complaint of sex discrimination. At conciliation, Brenda’s employer agreed she had been treated unfairly and they negotiated a settlement of $15,000 and a letter of regret.
Read more about equal pay
‘Denise’ worked in a textile factory. The company was bought out by another company and employees were told there would be some “downsizing” as a result. Denise was given a smaller redundancy payment than her male co-workers even though she had worked at the factory for the same length of time and on the same pay.
Denise lodged a complaint of sex discrimination. After an investigation by the Commission, her employee agreed to adjust her redundancy package so that it equaled her male colleagues.
Read more about equal pay
‘Jenny’ was the only woman employed in a male dominated industry. When senior positions became available she was not considered for promotion despite many years in the industry. Males were given precedence over her even though they did not have the same level of experience. She raised her concerns with her employer and shortly after her work performance was criticised and she was sacked.
Jenny lodged a complaint of sex discrimination. At conciliation, Jenny and her employer negotiated a settlement of $14,000.
‘Alex’ was appointed to a junior management position in a recruitment company. The rest of the management team were males. Alex was repeatedly left out of meetings and not given access to important reports that she needed to perform her duties properly. She was then demoted for 'underperformance'.
Alex lodged a complaint of sex discrimination. At conciliation, her employer accepted that she had been treated unfairly. Her position was reinstated, and she received a public apology at her workplace for the treatment she experienced.
‘Martha’, a despatch supervisor, discovered that male Despatch Supervisors were on a higher wage package and received greater benefits than she did. She also claimed that she was moved out of the Despatch Supervisor role in an attempt to force her resignation. She was told that drivers found it difficult to listen to females. She resigned from the position after a year.
Martha lodged a complaint of sex discrimination. At conciliation, her employer acknowledged that Martha had been treated unfairly and agreed to may her $15,000 as an ex-gratia payment and issued a statement of regret.
‘Debbie’ got a job in a factory. After three days on the job, her new boss called her into his office and said he had decided that her job would be better filled by a man. He then dismissed her on the spot.
Debbie lodged a complaint of sex discrimination. After an investigation by the Commission, her employer agreed that she had been treated unfairly. Debbie did not feel that she wanted to continue working for this employer, and settled for a written apology and a job reference.
‘Jess’ worked as a casual painter for a property developer for four months. When a full-time position with the company opened up she applied for it. She was refused the job because the manager told her he wanted a man because of the physically demanding nature of the job, despite the fact that Jess had been performing the same tasks as a casual employee for several months.
Jess lodged a complaint of sex discrimination. At conciliation her employer acknowledged that the work she was performing was essentially the same as the role she had applied for, and offered her the full-time position.
