Case Study Analysis: Gender Discrimination in the Workplace - Law

This case study examines gender discrimination in the workplace, focusing on a scenario where a female employee, Tina, is penalized for carrying a rifle, while male employees are not. It highlights violations of Title VII, which prohibits discrimination based on sex. The case underscores gender inequality and the employer's biased actions, leading to an unfair environment. The HR director's responsibility to address the discriminatory behavior of male employees is emphasized. The study references relevant laws and the need for proactive measures to promote gender equality and ensure equal treatment for all employees. The conclusion stresses the employer's accountability and the need for consistent penalties to ensure a fair workplace.

Running Head: GENDER DISCRIMINATION
Gender Discrimination in the Work Place
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GENDER DISCRIMINATION IN THE WORK PLACE 2
Abstract
The case study concerns about the gender discrimination at the workplaces regarding
certain aspects according to which male employees are exempted from several penalties and at
the same time female employees are punished and penalised for indulging in those activities in
which males are already involved and with the consent of the higher authorities. This concludes
that the authorities are too involved by supporting male employees while they involved in these
activities.

GENDER DISCRIMINATION IN THE WORK PLACE 3
Gender Discrimination in the Work Place
The case concerns about the discrimination among the females and males in the
workplace. In this case, the employer got Tina arrested by the police for carrying a rifle to the
office which is obviously against the rules and the regulations of the organisation but at the same
time various male employees of the organisation carrying the same gun under the awareness of
the authorities, and still no corrective action was taken against those male employees even when
they are not allowed to carry any kind of weapon to the office. According to the title VII, the
employers are not allowed to be biased with any of employee on the basis of colour, caste,
religion, sex, race, or culture. Gender inequality is defined as the discrimination between male
and female which is more related with prioritizing men over women and giving them more
importance in the society, workplace or in any culture (Chang, & Milkman, 2019).
In this case, the employer is at fault because the male employees working in the
organisation carry the rifle in the company building in the awareness of the authorities and no
action is taken against them. The discrimination is also considered to be the anti- female animus
environment which refers to the differentiation among the males and the females of the
organisation regarding any kind of work, task, or any kind of harassment towards the females
working in the organisation (Chuang, 2019). As per the laws of the EEOC, no employer has the
right to be biased or discriminate between a male or female but in the case concerned here the
employers are themselves involved activities which are against rules and despite that only Tina
had to bear the consequences of being involved in the activities that are against the rules.
The HR director is responsible to penalise the other male employees who are involved in
activities that are against the rules of the organisation (Hardacre, & Subasic, 2019). The male
employees should also be considered guilty. It is dangerous to hold such weapons at a place of

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work as so many live can be at risk with such possessions among the workers of any
organisation. There are several laws which promote the equality of gender to be prioritized at
these work places because the actions of Tina’s employer are completely illegal and unethical.
To overcome the issues, the employers of the organisation should promote actions against
the gender biasness should take certain actions to promote feminism at the workplace and should
ensure equality concerning the safety and development of the women employees in the
corporates or any kind of workplace (Zulver, 2016). Considering the case, if Tina has been
punished with any kind of penalty or imprisonment, then those male employees should be treated
in the same manner; therefore, the employer is actually the biggest defaulters and adequate
penalty should be imposed for its actions.

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Reference List
Chang, E. H., & Milkman, K. L. (2019). Improving decisions that affect gender equality in the
workplace. Organizational Dynamics.
Chuang, S. (2019). Exploring women-only training program for gender equality and women’s
continuous professional development in the workplace. Bradford, England: Emerald
Publishing.
Hardacre, S. L., & Subasic, E. (2018). Whose Issue is it anyway? The Effects of Leader Gender
and Equality Message Framing on Men's and Women's Mobilisation towards Workplace
Gender Equality. Frontiers in psychology, 9, 2497.
Zulver, J. (2016). High-risk feminism in El Salvador: Women’s mobilisation in violent
times. Gender & Development, 24(2), 171-185.