When the military opened its doors to women, there was no shortage of volunteers willing to step in and up to support the troops in every available capacity whether it be as military nurses, clerks or cooks. In recent campaigns, women have been increasingly involved in combat situations. The government's decision to repeal the existing ban on front-line duty occupations and recognize women's contributions in all peace keeping and combat efforts is long overdue. It reaffirms the government's commitment to gender-based job equality, employment equity and affirmative action.

While the move is bold, it also addresses safety concerns, not from the enemy but of sexual harassment and assault incidents that often go unreported. Rape and sexual abuse by personnel have plagued the military for years.

Front-line infantry work is very stressful. The hostile work environment and long hours do not make it popular; add to that the risk involved in getting the job done. The military requires that women pass eligibility requirements equal to men but it hasn't addressed how it plans to prevent possible abuses against women in a mixed-gender unit.

Often tight-lipped, only recently did the military take notice. Thanks to the Oscar-nominated documentary, The Invisible War, which chronicles the sexual abuses against women in the military; this led to several arrests that included some of the military's top-ranking officials.

History has taught us that women often fall victim to war-related abuses. Having women on the frontlines is an added bonus for many reasons but won't be successful until the armed forces make some cultural changes and proactive measures to ensure the sexual safety, both physically and mentally, of its female soldiers.

Right now, many women are happy that this opportunity is open to them. But, there are some lingering doubts about whether the opportunity has enough mechanisms in place to protect women from the possibility of sexual abuse and discrimination while performing their duties.

One thing's for sure, regardless of a person's line of work, sexual harassment in any workplace is unacceptable. Victims of harassment, sex discrimination and sexual abuse in Detroit, Michigan should consult with a legal professional who can help to stop injustices and help the victim to be awarded compensation that will cover lost expenses and help to assuage some of the grief that they are likely to experience as a result of the harassment.

(Written by Vee Dela Casa for Miller Cohen PLC, Feb. 4, 2013, for the U.S. law firm published version, click here)

Tags: sexual harassment, sexual misconduct, whistleblower, women, workplace discrimination, sexual discrimination, abuse, military women

LGBT activists want Presidential backing on employment reforms

President Barack Obama's recent inaugural speech emphatically addressed gay-right advocacy, earning him the applause of lesbian, gay, bi-sexual and transgender groups nationwide. With another four-year term, LGBT groups are wondering if the President's speech will soon translate into affirmative action laws to support the gay-rights in the workplace.

The activist's key demands require the President to issue an executive order that bars federal contractors from committing workplace discrimination against gay employees. In most states, employers are not prohibited by law from firing or refusing to hire an employee based on perceptions of the employee's sexual orientation.

Originally, the President would not issue an order that protects gay employees in companies with government contracts citing that there is already an effort by lawmakers to better address it. This frustrated many gay advocacy groups last year. The decision didn't sit well with the gay community although it was believed that Congress was drafting much broader legislation on the matter.

Although a federal law bans discrimination on the basis of gender and ethnic origin, there is no law to discourage employers from firing or refusing to hire workers based on sexual orientation. Twenty-one states have laws that prohibit workplace discrimination in government offices based on sexual orientation. Twelve states have extended these laws to private sector employment, including government contractors.

The current order in use is now almost half a century old. President Lyndon Johnson issued Executive Order 11246 back in 1965. It was the first time that the term affirmative action was used in a government decree and it prohibits federal contractors from discriminating against employees based on gender and race.

A new executive order will mean that there is a huge possibility that Congress will be forced to enact federal laws that protect LGBT members in the workplace. This may take some persuading given that Congress is dominated by the opposition. Even if the President issues an order, the Republicans may not be easily swayed.

(Written by Vee Dela Casa for Miller Cohen PLC posted on February 6, 2013.)

 

 

Tags: sex discrimination, sexual orientation, workplace discrimination, LGBT, lesbians, gays, transgenders, executive order, congressional legislation