Discussion reply 651 merce | Human Resource Management homework help

BUSI 561

Discussion ReplyAssignment Instructions

Each reply must incorporate at least 2 scholarly citation(s) in APA format. Any sources cited must have been published within the last five years. Acceptable sources include the textbook, article, video, the Bible, and other scholarly sources.

Gender Discrimination & Pay Equity

Question 1

 By implementing the necessary changes on gender discrimination and pay equity aspects, the county may help bring an end to discrimination and pay disparities on the basis of gender. To begin, it is possible that Title VII was broken due to the claimed council members’ conduct or inactions. When council members hire female uniformed and non-uniformed personnel at a rate 20% below that of male counterparts, discrimination based on gender in employment may have occurred. According to reports, this violates Title VII of the Civil Rights Act of 1964, which outlaws discrimination based on gender in the workplace.

If the council members knew about the pay gap and put the female employees who expressed concerns on administrative leave, it might be perceived as retaliation. An employee who discloses discrimination or helps with an investigation cannot be fired under Title VII of the Civil Rights Act of 1964. The council members’ actions, especially the introduction of a wage discrepancy based on gender, could create a hostile work environment. Workers who identify as female have claimed that council members created an unsafe and offensive work environment for them because of their gender.

Question 2

Among the Title VII allegations the County Attorney should pursue against the council members are:

· Title VII forbids employers from paying their employees differently based on their gender.

· Due to their participation in a legally protected action, the women workers were subjected to reprisal.

· Creating an environment that is hostile to women at work.

Question 3

The County Attorney should take into account the following while discussing victim remedies:

· Women who were negatively impacted may be seeking back pay in order to make up for the difference between their actual salary and the amount they were entitled to receive. This includes the 20% wage cut they took while working there.

· The County needs to adopt new policies and procedures to guarantee equitable compensation and prevent any further discrimination. Staff and council members might receive anti-discrimination training, salary audits, openness about hiring and compensation, and a more collaborative atmosphere (Monteiro et al., 2022).

· The County should consider non-financial remedies, such as rehiring, promotions, and training opportunities for the affected workers, in addition to financial compensation.

Question 4

After this issue has been remedied, the County should think about implementing the following changes to its hiring practices:

· The County ought to implement pay equity regulations in which all workers are paid the same amount for doing the same or comparable work. Regular salary audits are a crucial aspect of this strategy for detecting and addressing gender-based pay gaps (Obloj & Zenger, 2022).

· Training on Title VII and other anti-discrimination laws should be mandatory for all council members, recruitment staff, and supervisors. The culture of the County will become more fair and just as a result of this.

· The County should review its hiring practices to guarantee they are equal opportunity and free of bias. Job advertisements, requirements, and interviews should all be analyzed for potential bias in order to prevent any one group from being treated unfairly.

· To ensure that those responsible for employing and paying staff are held accountable, it is important to establish appropriate checks and balances. The formation of an oversight committee, regular reviews, and transparency in decision-making are all viable options (Obloj & Zenger, 2022).

Individuals can use teachings of the Bible to understand the importance of gender and pay equity in fulfilling God’s will. “So God created man in his own image, in the image of God he created him, male and female he created them” (Genesis 1:27).  This shows that God considers both man and woman equal and in his own likeness therefore there should be no discrimination on the basis of gender. God tasked both with governing over and subduing the animal kingdom (Genesis 1:28). The proceeding verse indicates how God saw both man and woman intelligent enough to be tasked with the same role which means he does not encourage discrimination on any basis.










ESV. (2023). 
Links to an external site.

Monteiro, A. P., García-Sánchez, I. M., & Aibar-Guzmán, B. (2022). Labour practice, decent work and human rights performance and reporting: The impact of women managers. Journal of Business ethics, 180(2), 523-542.

Obloj, T., & Zenger, T. (2022). The influence of pay transparency on (gender) inequity, inequality and the performance basis of pay. Nature Human Behaviour, 6(5), 646-655.


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