According to Gagnon & Cornelius, (2000), gender discrimination entails practices that are used to deny a particular gender their rights based on their identified sex. Some of these rights include unequal payment and sexual rights at the workplace. Studies have shown that gender discrimination is among the main workplace problems that primarily affects the female employees. Some of the stereotypes seem to promote gender discrimination against both women and men (Gagnon & Cornelius, 2000). Economically, gender discrimination tends to influence overall processes of decision making which ultimately creates a patriarchal society. Decision making seemingly sidelines how various roles are performed mainly in the workplace. It is only the males who seem to take top leadership roles while denying female staffs who could have contributed towards organizational development. Gender discrimination is a major problem in Goodyear vs. Ledbetter case, and the act was considered as unlawful and disrespectful to women like Ledbetter where she was treated as a weaker being based on her gender.
Since 1877, women rights have not been observed based on the fact that they were not considered as equal to men nor allowed to participate in voting processes. Feminism movement has played a critical role in bringing to light the plight of women. Traditionally, the position of women was in the kitchen and to raise children. Gagnon & Cornelius, (2000) asserts that women rights advocates have highlighted the need to have women actively participate in some of the top roles in the spheres that were previously assumed to belong to men. Today, women seem to enjoy equal rights as men where they can be seen taking active positions in careers; however, men are still looked upon as being significantly superiors, competent and stronger compared to women (Gagnon & Cornelius, 2000). Research has shown that gender discrimination has led to unequal resource distribution resulting in the poor economic outcome. An example of the law which apparently protects against the gender discrimination is the sex discrimination act and the Equity Act 2010.
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According to Gagnon & Cornelius, (2000), gender discrimination has spread to employment opportunities and in the assignment of roles where almost all top careers have been preserved for men while women take subordinate roles. Women often seek to be treated equally in the society that they live and thrive in. In various companies, gender discrimination issue was prevalent and further, it was considered as a matter of the unethical business behavior. In Goodyear vs. Ledbetter case, it is evident that the discrimination was unlawful and disrespectful to women where they were being treated as a weaker gender (Bader, 2013). Based on the fact that companies operate in a capitalist economy and are private businesses allowing such businesses to treat their workers in such a manner is highly unethical.
If an individual is expected to do the same work, then it follows that they ought to be treated and paid the same. Such an act widens the wage gap between men and women while at the same time giving firms the idea that they can mistreat female employees without necessarily having to follow the law such as the Civil Rights Act of 1964 (Gagnon & Cornelius, 2000). In most cases, women employees are denied merit raise based on their performances evaluation which ultimately makes their pension significantly less than their male co-worker. Working in a male-dominated field, most female employees like Ledbetter are denied opportunities that are available to men and often their wages tend to vary significantly.
When it comes to the application of the utilitarianism theory to the issue of gender discrimination between men and women as being equal, numerous factors come into consideration. Blackorby, Bossert & Donaldson, (2002) posits that t he primary concern within utilitarianism is doing good to the greater majority of the population. Therefore, when factoring in the issue of gender discrimination, it is critical to consider the number of people affected by a decision, what makes them happy and whether the results are ethical. Evidently, utilitarian, as mirrored within the rational choice theory, apparently recognizes that individuals have both the interests and desires and proposes laws for logical choices for the maximization of satisfaction ( Blackorby, Bossert & Donaldson, 2002). In order to determine how men and women feel concerning their sex being treated equally, individuals tend to make use of the outcome that would ultimately make the majority of the people happy. For instance if a million men were believed to be better and ought to be treated differently and 500,000 women argued that they are equal and ought to be treated equally. Based on this case, concerning utilitarianism theory, men must be treated much better since the outcome ultimately creates happiness for the majority of the people.
Based on the utilitarian ethical theory, the primary impact of this matter would cause adverse consequences to the company regarding tainting the image of the company ( Blackorby, Bossert & Donaldson, 2002). Therefore, it would have been critical for Goodyear to ensure the welfare of the female employees like Ledbetter. Despite the fact that Ledbetter did not succeed in the case, Goodyear evidently violated the utilitarian theory regarding underpaying her. Goodyear discriminated Ledbetter based on her gender (Bader, 2013). Therefore, this theory is more like the majority rules; however, despite the fact that majority of the people would be happy, it does not necessarily mean that it is always the best.
In conclusion, the essay has critically discussed the issue of gender discrimination as brought out in the case of Goodyear vs. Ledbetter case. Based on the case, it is evident that Ledbetter was discriminated against because of her gender. It was wrong for Goodyear to discriminate its female employees by giving unequal pay due to their gender. Ledbetter case was apparently a good case when it comes to illustrating the devastating implications of the business when they decide to adopt discriminatory rules and actions. Therefore, it is critical that any form of gender discrimination doe not benefit the company or the employees instead, it brings undesired pain to many.
References
Bader. H. (2013). Misconceptions about Ledbetter v. Goodyear Tire & Rubber Co. Engage, 13 (3), 26-30. Retrieved from http://www.fed- soc.org/publications/detail/misconceptions-about-ledbetter-v-goodyear-tire- rubber-co
Blackorby, C., Bossert, W., & Donaldson, D. (2002). Utilitarianism and the theory of justice. Handbook of social choice and welfare , 1 , 543-596.
Gagnon, S., & Cornelius, N. (2000). Re ‐ examining workplace equality: the capabilities approach. Human Resource Management Journal , 10 (4), 68-87.
