Florida construction company passed over the application to hire a woman as a heavy equipment operator because of her gender, according to a lawsuit filed by the Equal Employment Opportunity Commission on August 27th.
The woman had more than twenty years of experience as a heavy equipment operator, and BHT said in an advertisement that they were hiring “numerous heavy machine operator positions.” However, when she applied at one of the jobsites, she was told to her face that she couldn’t have the job because BHT does not hire women.
The conduct as alleged violates Title VII of the Civil Rights Act of 1964, which forbids employers from discriminating on the basis of sex, the EEOC said. The federal agency is seeking back pay, compensatory and punitive damages as well as injunctive relief to prevent future discrimination.
Earlier this year, an EEOC suit in Alaska led to a $690,000 judgement against a mining company that passed over a woman for promotions ahead of her equally suited male colleagues. Similarly, a warehousing company in Detroit and Cleveland settled for $3.6 million and pledged to hire 150 women, after it was found that they had discriminatory practices in their hiring and promotions.
HR experts say that while a company may have good HR policies, that many of these discriminations are held at the manager or supervisory level, and that upper management must be always stalwart in looking for discrimination at a local level. To read more about this, check out HRDive.