Gender discrimination entails treating a person of the opposite sex in an unfavorable way. It is manifested in the form of hiring, job placements training, fringe benefits or any other terms provided at workplaces. It also includes sexual harassment by other employees or managers for job recruitment or promotion (Lenhart, 2004). In particular, gender inequality is indicated by the impacts it exerts on women at their places of work. Studies indicate that organizational factors and gender stereotyping contributes to prejudices at work place especially to women. The law prohibits all aspects of employment discrimination and it is illegal for any organizational member or management to practice discrimination.
According to New York Times in 2014, a secretary in one of known firms filed a law suit against the firm’s hiring manager who was a male. According to the secretary, the manager and other firm workers had sexually assaulted her in the previous three years dating the year 2011.The lady argued that the manager’s gesture was alluring and went further to demand sex with her for a job promotion. The California Court Jury awarded the lady with a total of $7 million. The price included $50000 as compensatory damage against both offenders, $225,000 million damage against the manager and $ 6.9 million damages against the firm. Evidence indicated that other female workers had experienced the same kind of suggestive remarks and gestures from the manager, and some even quitted their jobs (Darity, & Mason, 66). The manager and other perpetrators of the Act lost their jobs in the company. The outcome of this case brought to the attention of the seriousness of gender discrimination at work place.
The case above was addressed by considering the motives of the assault and the guiding regulations of the labor laws (Roscigno, 2007). The manager was found to have violated the existing laws guiding employee discrimination and consequently was liable to pay the damages. Having an awareness of the Civil Rights Act and the gender sensitivity issues enables a manager to handle situations likely to initiate law suits for gender bias objectively (Gregory, 2003). A manager with little knowledge concerning gender discrimination is likely to incur damages or termination of his employment citing gender bias. Having an awareness of the civil right act would have enabled the manger to handle the case correctly by exercising fair promotion programs and avoid the law suit.
The two managers could view the training video example used differently in several ways. The male manager is oblivious of gender discrimination and is likely to reject the idea of the sensitizing video. Contrary, the female manager has experienced gender discrimination and is likely to support the development of the video. On its success, the training video will be helpful to the male manager in understanding the nature of gender discrimination and the likely potential impacts to the company. Thus, the video provide a breakthrough in enhancing equality at the work place.
In summary, gender discrimination is unfair treatment of persons of the opposite sex. In organizational settings, it is manifested in form of hiring and job placements, promotion programs and sexual harassment. The law prohibits any form of gender discrimination and the perpetrators can be held up in a court for violating the law. In view of the New York Times, the manager was found to have violated the gender protection laws and was liable to compensate the secretary for damages. Awareness of the Civil Acts provisions helps managers avoid potential litigations for gender bias.
Darity, W. A., & Mason, P. L. (2014). Evidence on discrimination in employment: codes of color, codes of gender. Journal of Economic Perspectives, 12(2), 63-90.
Gregory, R. (2003). Women and workplace discrimination: overcoming barriers to gender equality. Rutgers: Rutgers University Press.
Lenhart, S. (2004). Clinical aspects of sexual harassment and gender discrimination: psychological consequences and treatment interventions: London: Routledge publishers.
Roscigno, J. (2007). The face of discrimination: how race and gender impact work and home lives. New York: Rowman & Littlefield publishers.