By Jeanie Ahearn Greene
Name VII of the 1963 Civil Rights Act particularly prohibits gender-based discrimination, and over the last forty years ladies have made unbelievable development in breaking down boundaries within the place of work. however, discrimination remains to be largely practiced in either overt and sophisticated methods, denying ladies entry and chance, rather in blue-collar occupations that experience lengthy been ruled via males. In Blue-Collar girls at paintings with males, Jeanie Ahearn Greene brings the stories of blue-collar girls vividly to existence via interviews and research that reveal the demanding situations they face every day. From Peg the police officer to Angela the exchange union president, those ladies describe the detrimental events they stumble upon in each part in their paintings lives—from the hiring method to socializing with co-workers to relationships with supervisors—and talk about the coping mechanisms they've got constructed for navigating in an often-hostile surroundings. Greene then takes the dialogue to the following point, exploring the social, political, and fiscal implications of putting up with gender discrimation. She concludes with a sequence of concepts for employers, policymakers, social employees, attorneys and different advocates, human source pros, and ladies themselves, designed to advertise office equality in either spirit and practice.Title VII of the 1964 Civil Rights Act particularly prohibits gender-based discrimination, and during the last forty years ladies have made extraordinary growth in breaking down boundaries within the workplace—from the store ground to the nook place of work. however, discrimination remains to be largely practiced, in either overt and refined methods, denying ladies entry and chance, relatively in blue-collar occupations that experience lengthy been ruled by means of males. In Blue-Collar girls at paintings with males, Jeanie Ahearn Greene brings the stories of blue-collar ladies vividly to lifestyles via interviews and research that divulge the demanding situations they face every day. From Peg the police officer to Gretchen the chippie, Mary the automobile meeting line employee and Angela the alternate union president, those ladies describe the unfavorable occasions they come across in each aspect in their paintings lives—from the hiring strategy to socializing with co-workers to relationships with supervisors—and speak about the coping mechanisms they've got built for navigating in a frequently antagonistic surroundings. unusually, they don't see themselves as pioneers, mavericks, or martyrs, yet extra easily as individuals with debts to pay, households to elevate, and modest profession aspirations to fulfil.After telling those women's tales, Greene takes the dialogue to the subsequent point, exploring the social, political, and monetary implications of putting up with gender discrimination. She argues that regardless of formal protections less than the legislations, ladies are nonetheless frequently stressed and discriminated opposed to, to the detriment not just of person development and improvement, yet of office productiveness and social welfare. She concludes with a sequence of thoughts for employers, policymakers, social staff, legal professionals and different advocates, human source pros, and girls themselves. finally, she contends that during order to have equivalent employment chance, employment rules and practices needs to exceed the status protections supplied by way of equivalent rights laws and coverage.
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Extra resources for Blue-Collar Women at Work with Men: Negotiating the Hostile Environment
Title VII specifically addresses and provides for equal opportunity, not equality, in employment. How men and women can be equal in the workplace when they are biologically different is an ongoing question. Individual responses to and choices regarding work have been attributed to social, psychological, and biological differences between men and women. In EEOC v. , 628 F. Supp. D. Ill. 1986), it was decided that women were biologically different from men and socialized differently from men; therefore, the majority opinion reasoned, women’s choices of UNITED STATES EMPLOYMENT-DISCRIMINATION LAW 29 occupations may be the result of individual choices, not denial of opportunity.
One of the most significant factors in the court interpretation of Title VII is determining the party responsible for denial of opportunity and for hostile work environments. It is the responsibility of employers and supervisors, or those in authority, to uphold protections of Title VII. Remedies are UNITED STATES EMPLOYMENT-DISCRIMINATION LAW 37 sought against the corporation, employer, or union. Individuals are only responsible for providing remedies if they are officers of the corporation: An employer .
Section 703 (d)) There are two exceptions to these Title VII provisions. The first exception deals with bona fide occupational qualifications (BFOQ): (1) it shall not be unlawful employment practice for an employer to hire and employ employees, for an employment agency to classify, or refer for employment any individual, for a labor organization to classify its membership or to classify or refer for employment any individual, or for an employer, labor organization, or joint labor-management committee controlling apprenticeship or other training or retraining programs to admit or 32 BLUE-COLLAR WOMEN AT WORK WITH MEN employ any individual in any such program, on the basis of his religion, sex, or national origin in those certain instances where religion, sex, or national origin is a bona fide occupational qualification reasonably necessary to the normal operation of that particular business enterprise.