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This short guide provides information regarding your potential gender discrimination. Being informed is the best way to know which questions to ask. And to find get the answers needed to hire the right gender discrimination lawyer for your case.
You will make your case with direct or circumstantial evidence. The more direct the evidence the easier gender discrimination becomes to prove.
Direct evidence mostly consists of comments. For example, your boss says that he will never promote a women. Your co-worker and you overhear that comment. And then he never promotes you.
You would have direct evidence of gender discrimination. Your boss literally told you his intention and followed through on it.
More often, however, your boss will not say a word.
You will work for years without a promotion. And, when it comes time for layoffs, you are fired.
In this case, we would try to prove your case with circumstantial evidence. Circumstantial evidence are pieces of indirect evidence. Each piece individually does not prove discrimination. But when you put them all together, you will prove your case.
The best piece of circumstantial evidence is comparator evidence. This means that your employer did not treat similarly situated workers like your employer treated you.
For example, you suspect that your boss is sexist. He fires you. You sue for gender discrimination.
During the course of the case, you find out that 80% of the workers he fired are women. This is comparator evidence.
Having the numbers by your side greatly helps to prove your case.
Gender discrimination encompasses more than male on female discrimination. Rather, there are many different subsets of gender discrimination. Be on the lookout for:
We take many cases on a contingency basis—so you don’t pay unless we win. Reach out and let’s see what’s possible for your situation.