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Gender Workplace Issues

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As the new human resources [HR] manager you should now create portions that specifically address gender issues and are targeted at training and raising the sensitivity of all employees to potential gender issues. It should include a section on how the supervisor should or should not handle certain gender-based workplace issues. For example, can the supervisor hand out work assignments that he or she feels are better suited to different genders? Can he or she write a job requirement that only one gender can meet, such as a strength requirement?

address the following:

* Why are there more women in the workforce now than previous decades?
* Address the essence and applicability of the landmark Griggs vs. Duke Power case that dealt with stated job requirements
o To read the Griggs vs. Duke Power case, go to http://caselaw.lp.findlaw.com/scripts/getcase.pl?court=US&vol=401&invol=424
* Based on the results of the Griggs v. Duke Power case, how will minimum job requirements be created by the HR department in the future compared to in the past?
* What constitutes sexual harassment in the workplace?

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Solution Summary

Griggs vs. Duke Power is analyzed to determine legal definitions of discrimination and harassment.

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Women have always been able to do most work as well as men, especially those not involving hard physical labor. Until recently, though, they were discouraged from attempting to find employment in many fields by social convention. The relaxing of social conventions in the last half of the 20th century has now enabled women in most developed countries to pursue any career that interests them. Discrimination against women in many fields declined after a few trailblazing women made inroads into male-dominated fields. Success of a few women made others more ambitious. As women became more ambitious, the obligation to raise children diminished, and women entered the workforce in even greater numbers.

Griggs vs. Duke Power involved discrimination against African Americans, but has implications for gender discrimination as well. The judge ruled in Griggs vs. Duke Power that tests to determine an employee's eligibility to serve in different capacities must be relevant to the duties performed. Duke Power used litmus tests such as a high school education to bar African Americans from moving into higher paying positions. This was ruled discriminatory since the higher paying positions did not involve tasks for which an education would be helpful.

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