Workplace
The federal government has implemented various statutes designed to combat male entitlement in the workplace. These laws include the Equal Pay Act of 1963 (EPA), the Age Discrimination in Employment Act of 1967 (ADEA) and Title I of the Americans with Disabilities Act of 1990 – these prohibit sexual harassment in employment applications or between employees; additionally they forbid wage differentials on gender grounds.
Many state and local governments have also passed legislation to combat entitlement-based harassment of men at work, such as hostile work environment harassment and quid pro quo sexual harassment. Hostile work environment harassment occurs when an employer provides you with less favorable employment conditions due to your gender compared with nondiscriminatory coworkers in terms of wages, promotions, hours worked per day, work schedules, job assignments benefits or any other working condition.
Quid pro quo sexual harassment occurs when a supervisor or manager requests or demands sexual contact from you in exchange for some advantage or benefit, such as promotion or salary increase. According to EEOC guidance, such conduct may constitute unlawful discrimination under law.
Organizations need to establish mechanisms to combat instrumental bullying by providing grievance and check-and-balance systems that ensure employees who speak up about inequities aren’t punished, such as an Ombudsperson or Committees of Employees; this ensures decisions made under pressure are supported by evidence rather than assumptions or false information.
