Gender Discrimination Representation
If you were paid less, passed over, harassed, or pushed out because of your sex, gender identity, or sexual orientation, that may be unlawful discrimination under Title VII. Thurgood represents employees in gender discrimination charges — without the cost of a law firm.
Get a free evaluationSigns of gender discrimination
Sex and gender discrimination can be overt or subtle. Common patterns include:
Unequal pay or promotion
You earned less or advanced slower than colleagues of another sex doing similar work.
Sexual harassment
Unwanted advances, comments, or a hostile environment went unaddressed.
Penalized over identity
You faced adverse action over your gender identity or sexual orientation.
Stereotyping
You were judged on assumptions about how your sex “should” look or behave.
Retaliated against
You were punished after reporting harassment or discrimination.
Not sure if what happened counts?
A free evaluation tells you where you stand — no cost, no obligation.
We negotiate a settlement with your employer
Settling directly with your employer is where we focus and where we specialize. Most matters can be resolved right here — privately, and faster than any filing.
Refine your story so it lands
We help you shape what happened into a clear, credible account that translates to the people deciding your case.
Strategize the approach
We read how the company and their attorney open discussions, and adapt our strategy to the way they negotiate.
Organize the evidence for impact
We identify the documentation that matters most and arrange it for maximum impact to close a deal.
If we can’t settle, we file and represent you
When a settlement can’t be reached up front, we pursue an award through the agency — and stay with you through every step of that process.
Prepare your filing
We convert your story and evidence into formal charge documents written to the agency’s standards.
Represent your interests with the agency
We become your point of contact, handling communications and deadlines throughout.
Prepare you for the investigator interview
We get you ready for the agency investigator’s questions so you can tell your account with confidence.
Prepare you for fact-finding conferences
We ready you for the conference where both sides present their version of events.
Prepare you for administrative law hearings
If your case reaches a hearing before an administrative law judge, we prepare you for that too.
Filing a charge with the EEOC
Federal discrimination claims are handled by the U.S. Equal Employment Opportunity Commission. Here’s how that process generally unfolds:
- 01
A charge is filed
A formal charge of discrimination is submitted to the EEOC, generally within 180–300 days of the act.
- 02
Your employer is notified
The EEOC notifies your employer of the charge and invites a written response.
- 03
Investigation or mediation
The agency may investigate the claim or offer voluntary mediation to resolve it early.
- 04
A determination is issued
The EEOC issues findings. Where it finds cause, it may pursue a settlement or conciliation.
- 05
Rights are preserved
If the matter isn’t resolved, the EEOC issues a Notice of Right to Sue — keeping your options open.
Filing with your state civil-rights agency
Most states have their own fair-employment agency and anti-discrimination law — often more protective than federal. Thurgood is authorized to represent state-level claims in the states below; everywhere else, we represent your claim federally before the EEOC. Your evaluation pins down exactly what applies where you work.
- 01
File with the state agency
States such as California (CRD) and New York (DHR) accept charges directly through their own civil-rights agencies.
- 02
Dual filing preserves both
A charge can usually be cross-filed so your federal and state rights are both protected at once.
- 03
Longer deadlines may apply
Several states allow far more time than the federal 300 days — in some, up to three years.
- 04
Broader coverage
State laws often reach smaller employers and a wider range of circumstances than federal law.
- 05
Investigation & resolution
The state agency investigates and may hold hearings or facilitate a settlement.
Two roads to an award
You don’t have to sue in civil court to be made whole. The administrative agency process can deliver the same kinds of awards — back pay, reinstatement, damages — through a different, more accessible path.
Both can result in a real award. The agency route is built to be reached without a law firm — which is exactly where Thurgood represents you.
Frequently asked
Yes. The Supreme Court confirmed in Bostock v. Clayton County (2020) that discrimination based on sexual orientation or gender identity is sex discrimination under Title VII.
Harassment is a form of sex discrimination when it is severe or pervasive enough to alter your working conditions — or when enduring it becomes a condition of your job.
A hostile work environment, or being forced to resign (constructive discharge), can support a claim even without a formal termination.
Generally 180–300 days for federal claims; several states allow longer. Acting quickly protects your options.
No — Thurgood represents you before the agency as an authorized non-attorney representative, without the cost of a law firm.
Facing harassment, retaliation,
or wrongful termination?
Answer a few questions to get feedback on your claim & schedule a free consultation with an experienced employee advocate.
Get a Free Evaluation