You've earned your seat at the table. But instead of recognition, you're met with unequal pay, exclusion from key decisions, or passed over for leadership roles in favor of less-qualified peers. Maybe you're held to a different standard—or silenced entirely when you speak up.
In New York's most competitive industries, female executives continue to face deeply embedded gender bias, even in the boardroom. If this sounds familiar, you may be facing unlawful discrimination—and you have the right to take action.
At Mizrahi Kroub LLP, we represent high-achieving women who are being held back not by performance, but by prejudice. With 50+ years of collective experience, $1 billion+ recovered for clients, and 5,000+ cases resolved, we know how to challenge discriminatory systems and fight for equity at the highest levels of corporate leadership.
Types of Gender Discrimination in the Boardroom: Bias, Unequal Pay, and Unfair Promotion Practices
Gender discrimination in executive settings often hides behind corporate buzzwords like "fit," "chemistry," or "leadership style." But behind closed doors, it may look like:
- Receiving lower compensation than male peers for the same responsibilities
- Being excluded from leadership meetings, deal flow, or strategic decisions
- Denied promotions or equity stakes despite superior performance
- Facing increased scrutiny or pushback for assertive leadership
- Retaliation for raising concerns or challenging biased practices
These patterns aren't just unfair—they may be illegal under New York and federal law.
Legal Protections for Female Executives: State and Federal Laws Are On Your Side
Female executives in New York are protected under:
- New York State Human Rights Law (NYSHRL)
- New York City Human Rights Law (NYCHRL)
- Title VII of the Civil Rights Act of 1964
- Equal Pay Act (EPA)
These laws prohibit gender-based discrimination in pay, promotions, assignments, and workplace culture. Executives also have rights under contract and can challenge unlawful terminations, hostile environments, and retaliatory treatment.
The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.
