Why couldn’t it have been the Ninety Nine? Every summer while on vacation, my husband and I go out to dinner with another couple. Every year I offer a long list of suggestions – waterfront restaurants where the food is marginal and overpriced but the setting is beautiful. And every year, we eat at the Ninety Nine, a chain restaurant with the ambience of a carboard box. “It’s a great value,” the men tell me.
So when I heard that a major steakhouse chain paid out $19 million to settle a sex discrimination class lawsuit, I hoped it was the Ninety Nine. Perhaps I could change our annual outing on moral grounds. But alas, it was Outback Steakhouse, a place I never frequent anywhere.
According to the U.S. Equal Employment Opportunity Commission (EEOC), Outback denied women equal opportunities for advancement. Women could not get promoted to the higher-level profit-sharing management positions in the restaurants. Also, the EEOC claimed women were denied access to the jobs that would put them in line for management positions.
This is not the first sex discrimination suit for Outback. In 2001, a jury awarded $2.2 million to a female employee who was paid less than a male coworker performing the same job. Across the board, the number of sex discrimination claims or “receipts” filed with the EEOC rose from 24,826 in 2007 to 28,372 in 2008. (Of the 2008 claims, 56.9 percent were determined to have no reasonable cause.)
A December 30 article in the Economist claims, “We Did It! The rich world’s quiet revolution: women are gradually taking over the workplace.” In numbers yes, but not in influence and earning power. We know that the number of female directors and executives in the top public companies remained flat or declined in recent years. We know the wage gap has widened. When women are denied access to higher paying jobs, like the women at Outback allegedly were, it is harder for them to earn top salaries. We know that pregnancy discrimination still exists –the EEOC received 6,285 charges of pregnancy-based discrimination in 2008.
Many think overt cases of sexism are on the decline. It’s hard to measure. But micro inequities and hidden barriers in the workplace are still affecting women’s advancement. And these more subtle forms of discrimination can be harder to address. While we can’t control the behaviors of others, we can do everything in our own power to reach true equality at work. So as you plan your career strategy for 2010 remember to:
Ask for what you want. Some managers will assume because you are a woman and/or a mother, you may not be interested in key assignments. Make sure your boss knows your career goals.
Watch the double standard. Sad but true, it still exists. Act too strong, risk being labeled a bitch. Not tough enough, you’re a wimp. Know it exists and balance the risk/reward when taking action at work.
Hone your negotiation skills. Poor negotiating skills are often cited as one of the reasons women earn less than men. Build your skills so you can be a strong advocate for yourself.
Stay positive. Discrimination, both subtle and overt, can affect your confidence and esteem. Try to remain focused on your long term goals and not take the discrimination personally.
Take notes. If you are a victim of discrimination, document what is happening. If you file a claim, you will need details and dates.
I was complaining to my father after learning a male coworker made more money than me despite the fact I was on the management team and my coworker was not. My father responded, “I didn’t think women had to deal with that anymore. I thought women were treated as equals these days.” I’ll spare you the 30 minute rant I shared with my father in response.
Today, August 26, is Women’s Equality Day in honor of the ratification of the 19th Amendment to the Constitution granting women the right to vote — only 89 years ago.
