Sexual Orientation & Gender Expression

These succinct points encapsulate the key takeaways from the Price Waterhouse v. Hopkins case, emphasizing the importance of preventing gender-based discrimination and promoting diversity and inclusivity in the workplace:

  1. Sex Stereotyping as Discrimination: Gender-based stereotyping constitutes discrimination.
  2. Disparate Treatment: Treating employees differently based on sex is discriminatory.
  3. Mixed-Motives Cases: Discriminatory motives can shift the burden of proof to the employer.
  4. Burden of Proof Shift: Employers must justify employment decisions with non-discriminatory reasons.
  5. EEOC Guidelines: Compliance with EEOC guidelines is crucial in preventing workplace discrimination.
  6. Legal Precedent: The case set a precedent protecting employees from sex stereotyping under Title VII.
  7. Inclusivity and Diversity: Promote an inclusive workplace that values skills and abilities over stereotypes.
  8. Proactive Training and Policies: Implement training and policies to prevent discrimination and harassment.
  9. Whistleblower Support: Support employees who report discrimination, and prevent retaliation.
  10. Extended Protections: Legal protections extended to those not conforming to traditional gender norms.


These concise points encapsulate the key takeaways from the Chavez v. Credit Nation Auto Sales case, emphasizing the importance of preventing and addressing sexual harassment in the workplace while highlighting employer responsibilities and legal protections for employees: 

  1. Hostile Work Environment: Employees have the right to work in an environment free from sexual harassment, including offensive jokes, comments, or behavior.
  2. Responsibility of Employers: Employers are responsible for addressing and preventing sexual harassment in the workplace.
  3. Prompt and Effective Action: Employers must take prompt and effective action when harassment is reported, including conducting thorough investigations and implementing corrective measures.
  4. Liability: Employers can be held liable for failing to address harassment adequately, potentially resulting in legal consequences.
  5. Importance of Documentation: Proper documentation of harassment complaints, investigations, and actions taken is crucial for legal protection.
  6. Retaliation Prohibited: Retaliation against employees who report harassment is illegal and should not be tolerated.
  7. Preventive Measures: Employers should proactively implement policies, training, and procedures to prevent sexual harassment in the workplace.
  8. Employee Rights: Employees have the right to a harassment-free workplace and should feel empowered to report any incidents.

*****To ensure you get the most out of this training and meet the course requirements, please note that it is necessary to watch the entire video of each lesson before proceeding to the next one.*****