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Gender Discrimination

Gender Discrimination
By: Kulsoom Basharat
Date: December 1, 2011
PAPA 6414

Gender discrimination is natural; whether it is just or unjust varies in the context. At an


early age we are taught that if we are lost we should seek out the help of a woman rather than a
man. Parents most likely do not prefer a man to take care of their children so daycare centers
have a majority of women working there as caregivers. Typically construction workers are men
and seeing a women at a site looks strange and the question of whether or not she is being fully
utilized comes into play. If we notice a transgender working at a make-up counter in a
department store or serving us at the local fast food place- does one become selective of who
serves us and is around our impressionable children? I do believe so. These are all the elements
hiring personnel question when balancing between their bottom line of making money and
following equal employment guidelines or ethics.

Gender Discrimination

In both articles Discrimination Against Male Gynecologists? i and Womens Health Is


No Longer a Mans Worldii, the justification for a female patient to lay claim that the reason she
prefers a female gynecologist is because they feel they would be more sensitive to what their
complaints may be or more aware of their questions or concerns, is a slightly irrelevant
argument.

The practice of medicine should be based and is based upon experience and

competency, not on mutual understanding and feelings.


Must a renowned cardiologist experience heart disease for them to be considered
competent? No and in fact in the case of a cardiologist, if they were suffering from heart disease,
their patients may reconsider their services. Although the patients preference should come first
but in the medical profession gender, race, ethnicity should be overlooked on both sides of the
fence.
Another critical point, as stated in the first article, that in Sweden exceptions will be
made for patients who have been victims of sexual assault or women who come from traditional
cultures who is to say that only women from traditional cultures or those who have fallen
victim to sexual assault are the only exceptions to the Swedish practice of banning discrimination
against male doctors by female patients? What if women who are from cultures that are
considered modern are uncomfortable with male doctors? The comfort level of a women with
their health care provider has nothing to do with the modern or traditional cultural
backgrounds they come from rather a womans comfort level is an individual phenomenon and
based on individual beliefs and senses. A woman from a traditional culture may be more
comfortable with a male gynecologist than a woman from a modern culture.
Males are not the only sexual predators against women. There is a possibility that
another female can also sexually assault another female so what happens when a female patient

Gender Discrimination

who has been sexually assaulted by a female is assigned to a female gynecologist? I do strongly
believe that making any decision is naturally discriminatory; any individual male or female
should be allowed to make their own decision about their lives based upon their beliefs, comfort
levels, and preferences.
In the biased article, The EEOCs War on Hooters iii I believe there is a case to be made
about just and unjust discrimination for both men and women. The obvious is that men are not
hired due to the nature of what Hooters personifies. Gender discrimination is not only practiced
but is accepted and expected within this environment. Being a patron of this Playboy Club for
Rednecks, you anticipate women displaying themselves in a manner to boost tips, provide
entertainment, and to serve greasy food. The first thing one thinks of when associating Hooters
is not the men working there (such as the manager, busy boys [traditional roles come into play
here as well] and so forth) therefore it is generally accepted and demanded.
Now very few take notice of the unjust discrimination against women who need a job but
who do not meet the criteria of wanting to wear uniforms designed to tempt and titillate. The
women who work there are on a constant basis being looked down upon as subservient and
objects of cheap sexual desire. Where is there defense? Or is it that if they are accepting of their
position, then it automatically becomes just? The biased article comes to the defense of Hooters
throughout the article stating they want to bust up a sexist restaurant chain but is that not what
the very role of Equal Employment Opportunity Commission is?
It is understandable that the line between just and unjust gender discrimination is clearlygray. First off, patients should have the right regardless of their background to choose which
doctor they would like to go to. Discouraging male or female medical students from pursuing
fields that may not be economically sound for them is absurd. If a student has an aptitude to

Gender Discrimination

excel in a field and to make advancements then they should be encouraged but forewarned of the
concerns allowing them to make the best decision for themselves.
In the case of the doctor in New Jersey being promised $65,000 and then being fired, the
hiring personnel should have been aware of the risk the practice was taking to hire him and not
make such false promises in the first place. If the condition of his gender and cliental was not a
stipulation in the beginning then the doctor does have a right to file a claim against the practice.
Although private practices do have a right to be selective about whom they hire and keep on their
books. On the other hand, if he was fired for other reasons then that information was not made
clear in the article to make a complete decision on whether or not this was a case of gender
discrimination.
Hooters is branded as a restaurant that promotes the backward thinking women are meant
to wear sleazy outfits and serve men. In my opinion there is very little difference between
Hooters and a strip club only that Hooters serves food. However, I can set aside my personal
beliefs and gage whether or not Hooters was/is discriminating against men wanting to work
there. I do believe the men who applied there and were denied a job do have a valid case against
Hooters discriminating. Unless their bylaws state that their wait staff must be women- then as an
private restaurant they have the justification to hire whomever they feel will bring in more
revenue and will uphold their image.
There is no doubt that women, men, and transgender face problems finding the perfect fit
for their role in society. Women approach glass ceilings that limit opportunities, while men often
have problems finding jobs in childcare settings or other jobs perceived as womens jobs.
People who are transgender face it the worst- they have trouble finding a job willing to accept

Gender Discrimination

them the way they are, keeping a job, they get fired more frequently, they face social isolation
and at times experience violent attacks against them.
Hiring personnel must acknowledge that when selecting applicants, they must look within
the qualifications of the applicant rather than the gender because their reputation is on the line
and that in itself is far more expensive to repair than not meeting sales goals. Any business,
practice, or general area of employment limits itself when it restricts advancements to allow for
equal gender employment.
In my experience, the public sector and companies that work in government contracting industry,
attempt to achieve a more representative workforce. Going hand in hand with Affirmative Action,
Equal Employment Opportunity (EEO) initiatives strive to employ and protect people from
discrimination against their gender and other areas such as their race, ethnicity, religion, sexual
orientation, physical or mental disability all throughout the life-cycle of employment (e.g., selecting,
interviewing, recruiting, hiring, promoting, and firing).

Katherine Mieszkowski, Salon.com

ii

Tamar Lewin, New York Times (February 2001)

iii

James Bovard, The Wall Street Journal (November 1995)

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