Steps To Prevent Claims Of Discrimination Based On Sex
Written exclusively for ChubbWorks for Health Care Zone
A Black, gay orthopedic surgeon sued Los Angeles County, Keck Medicine of USC, and the University of California Health Los Angeles alleging harassment based on race and sex.
The doctor began an orthopedic surgery rotation at Harbor-UCLA Medical Center in Torrance, California, in 2019. During her rotation, the plaintiff alleges that she was subjected to "extremely inappropriate sexist and sexual comments." She further claims that her supervisor used gay and racial slurs.
In 2020, the plaintiff joined Keck Medicine's orthopedic surgery residency. There, a leader called her "stupid," "useless," and an "idiot," and her supervisors refused her request for disability accommodation, according to the allegations contained in the lawsuit.
She claims she received a letter of intent to be terminated from her orthopedic surgery residency one week after she was notified by Los Angeles County's Department of Human Resources that the time period to mediate claims against her UCLA supervisor had closed.
The plaintiff is seeking compensatory and punitive damages. "Orthopedic surgeon sues UCLA for alleged discrimination" www.beckersspine.com (Jun. 5, 2023).
Commentary and Checklist
All reports of sexual harassment should be investigated, including the type of verbal harassment alleged in the above matter.
Along with investigations, the best practices for prevention harassment based on sex include:
- Incorporate into your mission that all workplace participants are treated equally, fairly, and respectfully
- Incorporate into your mission that all workplace participants are treated equally, fairly, and respectfully
- Incorporate into your mission that all workplace participants are treated equally, fairly, and respectfully
- Establish policies, procedures, and standards that prohibit discrimination, promote equality, and establish civility, including policies that prohibit discrimination based on sex, gender, gender identity, or sexual orientation
- Establish policies, procedures, and standards that prohibit discrimination, promote equality, and establish civility, including policies that prohibit discrimination based on sex, gender, gender identity, or sexual orientation
- Establish policies, procedures, and standards that prohibit discrimination, promote equality, and establish civility, including policies that prohibit discrimination based on sex, gender, gender identity, or sexual orientation
- Enforce your organization's policies, procedures, and standards, including those that prohibit discrimination based on sex, gender, gender identity, or sexual orientation
- Enforce your organization's policies, procedures, and standards, including those that prohibit discrimination based on sex, gender, gender identity, or sexual orientation
- Enforce your organization's policies, procedures, and standards, including those that prohibit discrimination based on sex, gender, gender identity, or sexual orientation
- Legally evaluate all new policies, procedures, standards, and duties to make certain they do not have a disparate impact on workers because of sex, gender, gender identity, or sexual orientation
- Legally evaluate all new policies, procedures, standards, and duties to make certain they do not have a disparate impact on workers because of sex, gender, gender identity, or sexual orientation
- Legally evaluate all new policies, procedures, standards, and duties to make certain they do not have a disparate impact on workers because of sex, gender, gender identity, or sexual orientation
- Closely scrutinize all physical, emotional, and cognitive testing of applicants, new hires, and existing workers for bias, including bias against applicants and/or workers because of their sex, gender, gender identity, or sexual orientation
- Closely scrutinize all physical, emotional, and cognitive testing of applicants, new hires, and existing workers for bias, including bias against applicants and/or workers because of their sex, gender, gender identity, or sexual orientation
- Closely scrutinize all physical, emotional, and cognitive testing of applicants, new hires, and existing workers for bias, including bias against applicants and/or workers because of their sex, gender, gender identity, or sexual orientation
- Job qualifications based on sex, gender, gender identity, or sexual orientation should not be permitted or considered unless they are bona-fide occupational qualifications
- Job qualifications based on sex, gender, gender identity, or sexual orientation should not be permitted or considered unless they are bona-fide occupational qualifications
- Job qualifications based on sex, gender, gender identity, or sexual orientation should not be permitted or considered unless they are bona-fide occupational qualifications
- Make hiring or selection of workers based on experience, skills, and other objective qualifications necessary for an applicant to perform the essential functions of a position
- Make hiring or selection of workers based on experience, skills, and other objective qualifications necessary for an applicant to perform the essential functions of a position
- Make hiring or selection of workers based on experience, skills, and other objective qualifications necessary for an applicant to perform the essential functions of a position
- Discipline any employee - regardless of title, status, or duties - who engages in, encourages, or promotes discrimination or stereotypes based on sex, gender, gender identity, or sexual orientation
- Discipline any employee - regardless of title, status, or duties - who engages in, encourages, or promotes discrimination or stereotypes based on sex, gender, gender identity, or sexual orientation
- Discipline any employee - regardless of title, status, or duties - who engages in, encourages, or promotes discrimination or stereotypes based on sex, gender, gender identity, or sexual orientation
- Make certain all terminations are based on provable and documented objective factors, preferably related to job performance, and not based on subjective, arbitrary, or illegal factors
- Make certain all terminations are based on provable and documented objective factors, preferably related to job performance, and not based on subjective, arbitrary, or illegal factors
- Make certain all terminations are based on provable and documented objective factors, preferably related to job performance, and not based on subjective, arbitrary, or illegal factors
- Document all actions related to termination or discipline of workers
- Document all actions related to termination or discipline of workers
- Document all actions related to termination or discipline of workers
- Never terminate workers with the purpose of employing workers of a different sex, gender, gender identity, or sexual orientation
- Never terminate workers with the purpose of employing workers of a different sex, gender, gender identity, or sexual orientation
- Never terminate workers with the purpose of employing workers of a different sex, gender, gender identity, or sexual orientation
- Closely evaluate all terminations or layoffs for a disparate impact on workers because of sex, gender, gender identity, or sexual orientation
- Closely evaluate all terminations or layoffs for a disparate impact on workers because of sex, gender, gender identity, or sexual orientation
- Closely evaluate all terminations or layoffs for a disparate impact on workers because of sex, gender, gender identity, or sexual orientation
- Investigate and evaluate all attempts to transfer opportunities and responsibilities away from workers because of their sex, gender, gender identity, or sexual orientation
- Investigate and evaluate all attempts to transfer opportunities and responsibilities away from workers because of their sex, gender, gender identity, or sexual orientation
- Investigate and evaluate all attempts to transfer opportunities and responsibilities away from workers because of their sex, gender, gender identity, or sexual orientation
- Make certain that new leadership treats existing employees equally, fairly, and legally prior or hire or transfer, no matter their sex, gender, gender identity, or sexual orientation
- Make certain that new leadership treats existing employees equally, fairly, and legally prior or hire or transfer, no matter their sex, gender, gender identity, or sexual orientation
- Make certain that new leadership treats existing employees equally, fairly, and legally prior or hire or transfer, no matter their sex, gender, gender identity, or sexual orientation
- Review how all employment opportunities are distributed to ensure eligible workers are provided equal opportunities of employment no matter their sex, gender, gender identity, or sexual orientation
- Review how all employment opportunities are distributed to ensure eligible workers are provided equal opportunities of employment no matter their sex, gender, gender identity, or sexual orientation
- Review how all employment opportunities are distributed to ensure eligible workers are provided equal opportunities of employment no matter their sex, gender, gender identity, or sexual orientation
- Require all management to take discrimination prevention training that includes information on discrimination and harassment based on sex, gender, gender identity, or sexual orientation
- Require all management to take discrimination prevention training that includes information on discrimination and harassment based on sex, gender, gender identity, or sexual orientation
- Require all management to take discrimination prevention training that includes information on discrimination and harassment based on sex, gender, gender identity, or sexual orientation
- Require all workers to take diversity, civility, and equality and inclusion training in a language the trainee can understand
- Require all workers to take diversity, civility, and equality and inclusion training in a language the trainee can understand
- Require all workers to take diversity, civility, and equality and inclusion training in a language the trainee can understand
- Clearly communicate the means and process by which workplace participants can report discrimination, including discrimination based on sex, gender, gender identity, or sexual orientation
- Clearly communicate the means and process by which workplace participants can report discrimination, including discrimination based on sex, gender, gender identity, or sexual orientation
- Clearly communicate the means and process by which workplace participants can report discrimination, including discrimination based on sex, gender, gender identity, or sexual orientation
- Provide several safe and effective means for workplace participants to report discrimination including discrimination based on sex, gender, gender identity, or sexual orientation
- Provide several safe and effective means for workplace participants to report discrimination including discrimination based on sex, gender, gender identity, or sexual orientation
- Provide several safe and effective means for workplace participants to report discrimination including discrimination based on sex, gender, gender identity, or sexual orientation
- Allow for a means by which workplace participants can report discrimination anonymously, including discrimination based on sex, gender, gender identity, or sexual orientation
- Allow for a means by which workplace participants can report discrimination anonymously, including discrimination based on sex, gender, gender identity, or sexual orientation
- Allow for a means by which workplace participants can report discrimination anonymously, including discrimination based on sex, gender, gender identity, or sexual orientation
- Investigate all reports and reasonable suspicions of discrimination including, discrimination based on sex, gender, gender identity, or sexual orientation in a thorough, prompt, and objective manner
- Investigate all reports and reasonable suspicions of discrimination including, discrimination based on sex, gender, gender identity, or sexual orientation in a thorough, prompt, and objective manner
- Investigate all reports and reasonable suspicions of discrimination including, discrimination based on sex, gender, gender identity, or sexual orientation in a thorough, prompt, and objective manner
- Prohibit retaliation against workplace participants who report or complain about discrimination based on sex, gender, gender identity, or sexual orientation or who are involved in investigations regarding such complaints
- Prohibit retaliation against workplace participants who report or complain about discrimination based on sex, gender, gender identity, or sexual orientation or who are involved in investigations regarding such complaints
- Prohibit retaliation against workplace participants who report or complain about discrimination based on sex, gender, gender identity, or sexual orientation or who are involved in investigations regarding such complaints
- Provide a safe and effective means for workplace participants, who report discrimination based on sex, gender, gender identity, or sexual orientation to report retaliation
- Provide a safe and effective means for workplace participants, who report discrimination based on sex, gender, gender identity, or sexual orientation to report retaliation
- Provide a safe and effective means for workplace participants, who report discrimination based on sex, gender, gender identity, or sexual orientation to report retaliation
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