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Employee claims he was fired from bank for his sexual orientation

New York investors may be interested to learn that on June 5, it was reported that a former vice president of Goldman Sachs sued the company for sexual orientation discrimination. According to the former employee, his complaints regarding the discriminatory atmosphere that he experienced while on the job led to his firing.

According the lawsuit filed in New York state court, he was excluded from a conference call by a supervisor because the supervisor stated that he "sounded too gay." In 2018, the former employee had complained to the Employee Relations team that he had experienced incidents of homophobia and sexual orientation discrimination while on the job. After he complained, he alleged that two managers with the company included unwarranted criticisms in his performance review, which were used to create a paper trial prior to his firing. Previously, he had been an employee for eight years with few criticisms during his performance reviews.

The company reportedly began supporting the LGBTQ community in recent years. For example, in 2018, a report showed that 5% of the partners identified as part of the LGBTQ community. The company asks for identifying information regarding applicants' sexual orientation, which can be used to check diversity although it is reportedly removed for hiring purposes. However, the lawsuit claims that these efforts are simply "lip service."

When a person experiences employment discrimination, which can happen during the hiring process or during the course of attempting to move up within the company, the person may find it difficult to continue going to work or climb the ladder in his or her chosen career. When employment discrimination involves an employee's sexual orientation, harassment may create a hostile work environment. An employment law attorney may gather evidence showing that discrimination occurred at the workplace and that it had a detrimental impact on the employee's ability to move within the company.

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