Instead of telling Hopkins to act more like a woman, what should Beyer have done to address the

gender discrimination against her in the candidacy process?

The company should have an HR system in place that deals with discrimination. For instance, a
diversity policy should focus on changing composition at the workforce that includes policies on
retaining and developing employees in underrepresented groups. When companies offer diversity
policies, those policies can operate like affirmative action at company in that they will track and
monitor the number of groups the organization has hired and make sure qualified candidates
come from different groups. According to International Labour Organization (2017), “Women
were overrepresented in several industries and underrepresented in others. For example, in 2010,
women represented 79 percent of the health and social services workforce and 68.6 percent of
the education services workforce” (para.3). I believe an individual who has worked for a
company for 4 years has been a great asset to the company. For example, when one demonstrates
excellent performance and earns more revenue than any other person that has been considered
for the position that demonstrates that person’s value. According to Bell (2017), “gender role
socialization is one prominent reason for the persistence of sex discrimination, women’s lower
wage levels, segregation and other unequal gender-based treatment” (p. 256). Beyer should have
had a meeting with the upper management about the hiring process, and I would allow upper
management to explain to her what was preventing them from hiring her as a partner. The next
step would be that Beyer needs to receive legal advice. I believe no one should be judged on
their gender, cure less, style of hair, or how aggressive they are appearing. We live in a society
where women must be aggressive in particular jobs that they obtain. That does not mean that
they should be treated unfairly. I am a very aggressive woman that will be in a leadership role
someday, but changing who I am as a woman defeats the purpose of who God has created me to
be. I stand for equality and fairness!

Bell, M. (2017). Diversity in organizations (3rd ed.). Boston, MA: Cengage Learning.
International Labour Organization (2017). Gender Inequality and Women in the U.S. Labor
Force. Retrieved from http://www.ilo.org/washington/areas/gender-equality-in-the-
workplace/WCMS_159496/lang--en/index.htm.

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