A friend of mine is looking hard at filing a sex discrimination lawsuit.
She has been with a company for several years. She started out as a graphic artist, and is now the de facto head of the art department. She has no title, but she is the one who interviews potential new hires. She is the one who keeps their network of computers running for the graphics department. She is the one the administrators go to for advice on whether or not they need new equipment and what to buy. (They don’t always get what she requests, but when they do get something, it’s what she requested.) She’s the one the administrators go to when they want to implement new procedures in the art department. She’s the one the other artists go to for advice about getting their assignments done right, probably because she’s the one who trains new hires.
One of her new hires has been on the job for about two months. He is a competent and industrious guy, but not a graphic genius and not as notably competent or industrious as my friend. He doesn’t have any special skills or qualifications in his background that make him more qualified than my friend. But it has become very obvious that the administrators are grooming him to be named the actual, titular head of the art department in the near future, with a nifty pay raise to go with the title.
What does he have that my friend doesn’t? A “Y” chromosome.
This company has already been hit by a sex discrimination lawsuit, so they probably are not going to be too blatant on paper about their reasons for promoting this guy over my friend. So my question is, what does my friend have to do in the way of documenting things to make a good, strong case for herself? And, does she have a good case? To me it seems open and shut, but you never know when it comes to the law. Can anybody who’s had some experience with sex discrimination suits, especially as the plaintiff, help out here? Is there a website with some clear info (i.e., not in legalese?)