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Best of luck! I second the comment above. Keep all documentation, follow internal complaint structures & keep record, determine comparators to point to (I.e. similarly situated men who have been treated better); make note of any adverse changes in employment/circumstances after each complaint in case you need to also add a retaliation claim to this mix. Refer to EEOC guidance to understand how the process & basis for such claims work.
You need an employment lawyer
I don’t necessarily agree that an employment lawyer is needed . If this is an EEOC charge, mediation occurs.