Female Discrimination

She had the best record for acquire and maintaining big

accounts, only when when she came up for a partnership in 1982, she was denied because some(prenominal) phallic partners had evaluated her as "too macho." They advised her to walk, talk, and dress more femininely. In response, Hopkins quit the firm and filed suit under designation VII of the Civil Rights Act of 1964 which forbids employers to discriminate on the radical of a person's sex (Sachs 66).

In May 1989, the U.S. Supreme judicature ruled that Price Waterhouse had based its ending on vile sex stereotyping. The decision shifted the legal burden of proof to the employer, which should ca-ca it easier for employees to win future Title VII cases. Experts say that the decision's main effect may be to force companies to eliminate warp in the people making important personnel decisions for them. The decision was a landmark for anti-discrimination, but we should not overemphasize its power. up to now now, after a long and expensive court battle, entirely 28 of Price Waterhouse's 900 partners are women (Sachs 66).

One avenue of crystalize which the U.S. Supreme Court has long supported is the use of positive action plans. On March 25, 1987 the court ruled that the cosmos transportation agency of Santa Clara County, California was justified in prominent a road dispatcher's job to Diane Joyce rather than a man. Joyce scored devil points lower on a test than the man did, but a panel of supervisors found her to be

Imes, Suzanne and Clance, Pauline Rose.

"Treatment of the Imposter Phenomenon in High-Achieving Women." Ed. Claire M. Brody. Women Therapists works With Women. New York: Spring Publishing, 1984.

Dwyer, Paula. "Affirmative Action: After the Debate, Opportunity." argumentation Week 13 April 1987: 36.

Indeed, companies will be forced to review their discriminatory hiring practices, not by the law, but by chaste demographics. The fact is that over 80 percent of the growth in the labor force for the rest of the century will be due to women, minorities, and immigrants (Dwyer 36). As the "baby bust" follows the "baby boom," in that respect will be less young white male workers, and experts say that it will be mostly women who will put one over up the slack. Therefore, companies had better be prepared to recruit, train, and promote them. As journalist Elizabeth Ehrlich puts it, "The years of picky hiring are over" (Ehrlich and chaplet 112).

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