"Reverse" Gender Discrimination: What It Looks Like And How You Might Be Accused Of It
Gender discrimination law has frequently been about discrimination against women. Up until the second World War and even into the 1950s, the gender notions about how women were supposed to stay home, keep house, have babies, and raise children was pushed to the extreme. In fact, when women went to work full-time in the factories during this time because all of the men were at war, the companies only hired women under the condition that women would "return to their posts" when the men came home. It is from the forced eviction of women from the workforce after WWII that women began to push for gender discrimination laws. It took over twenty years before such laws were accepted and passed.
There is still some gender discrimination in the workplace. However, and very recently, there is "reverse" discrimination. Here is more on the subject, what it looks like, and how you might be accused of it if you are a woman who owns and operates her own business or company.
"Reverse" Gender Discrimination
To put it plainly, this is the idea that gender discrimination is all about discrimination against women. Yet, discrimination against men is also gender discrimination. Since most cases of this type of discrimination have rallied around equal rights and equal opportunities for women, some people have decided to call discrimination against men "reverse" gender discrimination. Really, it is discrimination based on gender regardless of what you call it.
How You Might Be Accused of "Reverse" Discrimination
As a woman, you want to be careful about who you hire for your company. You want to hire good people with adequate skills for the positions available. You want to be as fair and as equal as possible where both sexes are concerned (as well as non-binary genders and self-identifying genders are concerned too). However, if your company or business is predominantly women, men who are not hired to work for you may try to sue you for discrimination. This may even occur if your company is heavily focused on feminine products or feminine topics! Be ready if this happens, and understand your own reasoning for not hiring the candidate who claims that you are gender discriminating.
What to Do Next
If your mission statement includes phrases stating that your company's objectives are to hire women who are minorities and in need of job training in order to support their children, you can use your mission statement to point out to a judge that this is the reason why you only hire women. You may also have other reasons for hiring the women who work for you. Prove with good reason why your employees are mostly women, and you may not be fined for gender discrimination.