Gender Discrimination at Workplace by Supervisors.

In every organization, the supervisors always play a significant role. Some of the tasks include monitoring the production of the employees, delegating duties, setting performance goals and organizing workflow within the organization (Goldman et al. 786). There are organizations where supervisors discriminate workers based on their sexual identities. However, it is not advisable for a supervisor to discriminate employees to discriminate an employee based on his or her status. The following are some of how some supervisors treat the employees which is not appropriate.

Some supervisors often pay employees based on gender, whereby female employees receive less pay as compared to male workers, regardless of having similar skills (Goldman et al. 786). This method of compensation is not appropriate. According to the Equal Pay Act, the supervisor should not discriminate employees based on their sex identities during compensation. According to the study, EPA covers various forms of payment in a company such as bonuses; salaries paid overtime pay (Berrey et al. 10). Additionally, the Equal Pay Act states that women and men perform a similar duty, they need to receive equal pay. However, the amount of payment does not depend on whether the jobs are identical, but given they are substantially similar, the employees should receive equal pay regardless of gender. Thus, Equal Pay act prohibits organizations from giving employees unequal compensation despite them performing roles that require equal responsibility, effort, and equal skill and given that they work under the same working conditions. Thus, it is not appropriate for supervisors to pay female workers fewer salaries than the males. 

Additionally, the supervisor gives the female benefits different from those of the male workers (Goldman et al. 786). It is not appropriate for supervisors to provide distinct advantages to employees based on gender. Even though the differences between the male and female employees would have different impacts on costs in an organization, the supervisor should not discriminate the workers based on their gender identities when giving out benefits. It is not appropriate for the supervisors to condition benefits that the employees should receive for their families based on gender (Berrey et al. 10). For instance, some supervisors always consider the head of the household to determine the category of employees who should receive the highest portion of the benefits. Hence, women employees are likely to receive fewer benefits as compared to men.

Also, there are instances where the supervisors frustrate employees. In some organizations, supervisors tend to promote male employees more than female employees (Goldman et al. 786). As a result in these organizations, the number of males exceeds the number of women in the top positions. Additionally, the probability of women employees getting fired is higher as compared to that of male workers. However, Title VII suggests that there is a need to either promote the employees based on job performance (Berrey et al. 10). It indicates that an organization should promote all the employees based on performance, not gender. Thus it is illegal to encourage the male employees and to live the females. Therefore, the decision of the supervisor to promote the male employees more and firing more women is wrong, since the law protects all the workers. 

Furthermore, the supervisor discriminates the pregnant female employees. In some organizations, a supervisor would discriminate an employee because she is pregnant (Goldman et al. 788). However, this act is not appropriate. According to the pregnancy discrimination act, employers should not discriminate the employees since because of being pregnant. The action indicates that distinguishing pregnant employees is a form of gender discrimination. According to the law, the supervisors should consider pregnant women as employees with a temporary disability since there is a relationship between pregnancy and medical conditions, such as severe morning sickness (Berrey et al. 10). Thus, it is valid to indicate that the law prohibits the supervisors from discriminating pregnant women from other employees who are temporarily sick and workers with a disability. Therefore, the supervisors need to give the pregnant women benefits that they provide to the other employees with disabilities. 

Moreover, in some organizations, the supervisors always give the male employees opportunities to lead in various activities within the workplace (Goldman et al. 788). The supervisors often view women as individuals who cannot influence other employees. However, this perception is not appropriate; the supervisor should give women employees to result in the organization. According to Title VII, supervisors need to provide workers with equal opportunities to drive in various operating departments within the company (Berrey et al. 12). Therefore, the supervisors should also give the female employees a chance to lead others in carrying out specific activities within the workplace. 

In summary, the purpose of the paper was to refute how the supervisors discriminate women employees in the workplace. The above arguments highlight various ways in which supervisors distinguish employees at the workplace based on gender identities. The text shows that female employees always fall victim in multiple cases. The paper provides the reasons why it is not appropriate to discriminate women at the workplace. 

Works Cited

Berrey, Ellen, Steve G. Hoffman, and Laura Beth Nielsen. “Situated justice: A contextual analysis of fairness and inequality in employment discrimination litigation.” Law & Society Review 46.1 (2012): 1-36.

Goldman, Barry M., et al. “Employment discrimination in organizations: Antecedents and consequences.” Journal of Management 32.6 (2006): 786-830.