Provide short responses to your peer’s posts and bring forth any other relative cases or topics deemed fit.

Please provide short responses to your peer’s posts and bring forth any other relative cases or topics deemed fit.
Post 1:
Title VII prohibits employment discrimination based on race, color, religion, sex, and national origin. Sex (gender) discrimination is the unequal or disadvantageous treatment of an individual or group of individuals based on gender. Sexism is prejudice or discrimination based on one sex or gender. Sexism can affect anyone, but it primarily affects women and girls. It has been linked to stereotypes and gender roles and may include the belief that one sex or gender is superior to another.
Anne is an accountant with excellent performance evaluations. She tried to apply for Partner. The Partnership Review Committee consisted of all-male, denied her request. They said she would have a better chance at making Partner if she wore makeup, jewelry and acted more femininely. By looking at this scenario, Anne has the right to look for equal opportunity and career advancement. The Partnership Review Committee allowed the stereotype for women to control their outcomes toward Anne. Sexism is clear where the Partnership Review Committee looked to Anne as she needs to be more feminine to make the Partner. Anne faced disparate treatment where the Partnership Review Committee treated her less favorably than the male gender because of her sex. Anne suffered from invidious discrimination and unequal treatment, as she belongs to a minority group. The Committee has no reasonable relation or legitimate purpose because Anne is an outstanding employee who received excellent performance evaluations and secured a $10M client for the firm.
There is a similarity between Anne’s case and Hopkins ‘case, where the last was told to walk, talk, and dress more femininely (Bennett-Alexander & Laura Pincus Hartman, 2019, p. 777). To prevent future exposure: familiarize the employer and the employee with Title VII. Also, start having an objective test based on the quality and skills of the applicant and not based on physical abilities (gender discrimination), hold training, seminars, and workshops.
References
Bennett-Alexander, D., & Laura Pincus Hartman. (2019). Employment law for business (9th ed., p. 777). Mcgraw-Hill Education.
England, P., Levine, A., & Mishel, E. (2020). Progress toward gender equality in the United States has slowed or stalled. Proceedings of the National Academy of Sciences, 117(13), 6990–6997. https://doi.org/10.1073/pnas.1918891117
Paksoy, S., & Bilgin Kiliç, S. (2016). Sosyal Bilimler Enstitüsü Dergisi. Cilt, 25(1), 59–76. https://dergipark.org.tr/tr/download/article-file/366155
less
Post 2:
Despite displaying sustained superior performance at the company, Anne was denied a partner position because the all-male committee felt she would be more competitive if she was more feminine. The actions of the all-male Partnership Review Committee makes the company liable to have a lawsuit filed against them by Anne under Chapter VII of the Civil Rights Act of 1964. This particular scenario is a potential example of a prima facie case based on disparate treatment of an employee because of their gender. According to Bennett-Alexander (2018), a disparate treatment prima facie case requires the following four criteria be met: “Employee belongs to a class protected under Title VII, Employee applied for and was qualified for a job for which the employer was seeking applicants, Employee was rejected and, after the reaction, the position remained open, and employer continued to seek applicants with the rejected applicant’s qualifications” (p.71). If the committee hired another person of the opposite gender or of the same gender who met their requirements and that person was equally or less qualified then they would have met the fourth condition listed above.
Gender discrimination in the workplace is prohibited by Chapter VII of the Civil Rights Act of 1964. The Price Waterhouse v. Hopkins 490 U.S 228 of 1989 is very similar to the scenario above. According to Bennett-Alexander (2018), the plaintiff accused the defendant of gender discrimination/stereotyping because she was passed over for a partnership position that she was qualified for and showed outstanding performance in her work responsibilities (p. 422). Segal (2015) offers 10 tips to prevent gender discrimination in the workplace. Of the 10 tips, three are relevant to the scenario. These are: “Get women on boards, educate senior leadership, and evaluate the evaluators” (online). Having more women on the board would promote diversity and provide the company more liability protection. Educating senior leadership in ways to avoid bias in hiring actions and the benefits of diversity would hopefully promote a culture change in the company. Finally, evaluating the evaluators would hold board members accountable for their actions and require them to carry out their duties and responsibilities in a fair and just fashion. If they are not evaluated then they may feel that they are above reproach.
Bennett-Alexander, D. (2018). Employment Law for Business (9th Edition). McGraw-Hill Higher Education (US). https://online.vitalsource.com/books/9781260031805
Segal, J. A. (2018, April 11). 10 tips to fight gender discrimination. SHRM. Retrieved February 10, 2022, from https://www.shrm.org/hr-today/news/hr-magazine/pages/010215-gender-discrimination.aspx