Gender bias in the workplace is the subject of hundreds of scholarly articles and even more cases by courts.

But a recently-published study looked at whether the working status of a married man affects the man’s attitude of women in the workplace.

The conclusion? It’s not pretty.

We found that marriage structure has important implications

Let’s play the “law school hypothetical” game for a minute.  (I know, not as exciting as a cat being chosen in Monopoly, but bear with me.)

You hear the following allegations:

  • An gay, male employee starts works as a teacher in an “New Beginnings Alternative” program at a public school.
  • During his employment, he is subject to derogatory statements by a fellow teacher, a school police officer and a supervisor.
  • Allegedly a supervisor tells a social worker that the employee is “too flaming” or “too flamboyant”. Also, a fellow teacher is alleged to have said to the employee at a department meeting that “You are so overdramatic, you are being a bitch just like a woman.”
  • The employee is criticized for not being a “team player” and that his “apparent proneness towards using sarcasm and humor (that is often not understood by others) must change.”
  • The employee believes that the supervisor’s comments regarding how he and others cannot understand the employee’s sense of humor “stems from their divergent social views and pervasive stereotypes on gender and sexuality.”
  • Ultimately, the employee is informed that his contract may not be renewed which does, in fact, lead to a non-renewal of the contract.

Assuming, as you must for the moment, that the allegations are all true, does the employee have any claims? If so, what are they?


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Over the last week, two unrelated stories caught my eye.  For employers, they are a reminder that claims of pay inequality based on gender are still something to be concerned about. 

Photo Courtesy Library of Congress c. 1943

The first story is that Governor Malloy announced plans for a new study to examine “factors that contribute to the gender wage gap in Connecticut’s workforce.” 

The study will be run by  new Connecticut Department of Labor Commissioner Sharon Palmer and Department of Economic Development Commissioner Catherine Smith.  The Governor has asked the commissioners to make recommendations on the issue by October 2013.   

I’ve talked about this issue before; there are some who believe that the wage gap is overstated.  But the study will make headlines this year and this renewed focus in Connecticut on the issue should have employers revisiting their own practices.

The second story illustrates the claim in much more real world terms and shows the perils of trying to navigate your way through such claims. 

In Morse v. Pratt & Whitney, decided last week, a federal court — among other issues — denied an employer’s motion for summary judgment on an Title VII unequal pay claim.


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While Huey Lewis may croon about "The Power of Love", I choose to praise "The Power of the Internet" today. 

Case in point: On Friday, the Hartford Courant came out with a provocatively titled article: "Gender Wage Gap in Connecticut  is Higher Than National Average."  The article raised a lot more questions than

CT News Junkie reports this morning that the CHRO has found "reasonable cause" in the gender discrimination complaint filed by former Fox 61 Reporter Shelly Sindland last year. 

According to the report:

Anita Zakrzewski, a Connecticut CHRO investigator, concluded last month in a 23-page report that “the information gathered through the investigative process reveals that

— There are three kinds of lies: lies, damned lies, and statistics

                                                                                     —– Mark Twain

Given that Mark Twain is one of Hartford’s most famous residents (now "celebrating" 100 years since his death), it seems appropriate to invoke another one of his famous sayings.

Time and again, statistics keep getting raised to the

Today, The New York Times reported on a privileged memo sent to Wal-Mart from its outside lawfirm back in 1995 that "found widespread gender disparities in pay and promotion at Wal-Mart and Sam’s Club stores and urged the company to take basic steps — like posting every job opening and creating specific goals to promote