In May of 2023, two prominent California Attorneys, Jeffrey Ranen and John Barber, announced their defection from Lewis
Do Bosses Listen when You Report Workplace Discrimination?
A new survey found that many U.S. workers said their bosses did not listen when they reported workplace discrimination.
You can perhaps forgive someone for not listening occasionally; maybe their mind was busy. However, the survey showed just 29% of employees felt their bosses always listened, with another 19% saying they usually did. That leaves another 52% of workers who felt their bosses probably wouldn’t listen. These are some more key findings from the survey:
Position matters: The higher up the ladder you are, the more likely your bosses will listen to you. Administrative and support staff felt their bosses always listened to them 21% of the time, executives 38% of the time when reporting discrimination.
Gender and race matter: 38% of men replied they were always listened to, but only 21% of women could say the same. Whites said they were always heard 28% of the time, Blacks only 11%. Being a black woman reduces your chance of being listened to even more. Only 10% of those surveyed said they were always heard, compared to 42% of white men.
People fear retaliation: 63% of people did not feel they could always report discrimination without suffering vengeance. Again the higher up the company you are, the freer you felt from retaliation. 59% of top executives felt safe to report things always, compared to 23% of administrative or support staff.
Despite these statistics, the law is clear: Everyone has the right to a workplace free of discrimination and free of retaliation for reporting it. If your company has trouble understanding this, you have legal recourses available to deal with workplace discrimination.
The California Fair Employment and Housing Act (FEHA) protects employees from discrimination, retaliation, and harassment on the basis of their race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, martial status, sex, gender, gender identity, gender expression, age, sexual orientation, or veteran or military status.
How many times have you wondered if you’re getting paid your fair share? Do you think you’re underpaid because of your race, sex, gender, disability, or even your prior salary history?