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  1. Sexual Issues and Discrimination    


    Diversity Training Manual: Part III

    As a continuation of the diversity training manual, you (as the new manager of human resources) should now create portions that specifically address gender issues and are targeted at training and raising the sensitivity of all supervisors regarding potential gender issues.(2-3 pages body) 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?

    This section of the manual must, at a minimum, address the following information:

    A few general facts about the U.S. population’s gender mix and the gender mix found in notable segments of the workforce should be included. Make sure to include all sources of information.
    The essence and applicability of the landmark Griggs v. Duke Power case dealing with stated job requirements should be addressed.
    Click here to read the Griggs v. Duke Power case.
    Describe how the supervisor should state minimum job requirements when he or she requests new employees to be hired into the department.
    Explain how the supervisor might communicate to his or her department (of all male employees) when a female is about to become part of the work team.


Subject Law and governance Pages 3 Style APA


Sexual Issues and Discrimination

The U.S population is composed of 49% male and 50% female inhabitants, which is a ratio that is reflected in the U.S workforce. However, the U.S workforce shows a bias towards men given that they have more jobs than their female counterparts do have, and earn much more than their female colleagues earn. Women are taking a greater role in the workforce as the percentage of women participating in the workforce increases (CAP, 2015). Currently, the percentage of women active in the workforce is at 47%, while in 1950, it was only 29%. It is estimated that by 2020, women will outnumber men in the workforce, which shows the increasing diversity of the workforce and the growing gender parity (Giami, 2015). There is also growing inclusion within the workforce as people of color make up around 36% of the workforce, which includes Asians, African American and Hispanics among other races.

The issue of discrimination at the workplace especially against women and minority groups is a relevant issue of discussion as there are many subtle aspects of discrimination that exist at the workplace. The Griggs v. Duke Power case (1971), demonstrated that the law does not support discrimination at the workplace, but that educational requirements are no discriminatory in nature. Therefore, while creating a job description for hiring new employees the manager can quote the relevant educational qualifications needed for the job without fear of being accused of discrimination in the interview process (Krinitcyna & Menshikova, 2015). The manager should make his team aware of a woman joining them by ensuring that they are capable of treating her just like any other employee of the company. He should make his team aware of the gender of the new female employee, but tell them to treat her like any other members of the team.



Center for American Progress. (2015). The State Of Diversity On Today’s Workforce. Retrieved from https://www.americanprogress.org/issues/labor/report/2012/07/12/11938/the-state-of-diversity-in-todays-workforce/

Giami, A. (2015). Original article: Sexuality, health and human rights: The invention of sexual rights. Sexologies, 24(Sexualite, sante, droits de l’Homme / Sexuality, health and human rights), e45-e53.

Krinitcyna, Z., & Menshikova, E. (2015). Discrimination Issues in the Process of Personnel Selection. Procedia – Social And Behavioral Sciences, 166(Proceedings of The International Conference on Research Paradigms Transformation in Social Sciences 2014 (RPTSS-2014), 12-17.

United States Supreme Court. GRIGGS v. DUKE POWER CO., (1971), No. 124, Argued: December 14, 1970    Decided: March 8, 1971. Retrieved from http://caselaw.findlaw.com/us-supreme-court/401/424.html


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