Gender and the Dysfunctional Workplace

Gender and the Dysfunctional Workplace

New Horizons in Management series

Edited by Suzy Fox and Terri R. Lituchy

Dysfunction in the workplace, like a bully culture, affects women and men differently. This book represents a broad spectrum of disciplines including law, management, communications, human resource management and industrial/organizational psychology and offers integrative, cross-disciplinary inquiries into the many roles gender plays in organizational dysfunction. The authors provoke new questions and new streams of research, with the ultimate goal of contributing to healthier workplaces for men and women alike.

Chapter 6: The So-called “Equal Opportunity Bully’s” Effect on Women in the Workplace

Kerri Lynn Stone

Subjects: business and management, diversity and management, gender and management, human resource management, organisational behaviour

Extract

JOBNAME: Fox & Lituchy PAGE: 1 SESS: 4 OUTPUT: Wed Mar 21 09:51:09 2012 6. The so-called “equal opportunity bully”’s effect on women in the workplace Kerri Lynn Stone The goal of this chapter is to distinguish the ways in which the law currently treats gendered harassment and the ways in which it treats so-called gender-neutral bullying. This chapter posits that even so-called status-blind bullying, which is currently lawful, disproportionately affects women’s well-being, productivity, and advancement in the workplace. Some background on the law of the workplace and the law of employment discrimination and unlawful harassment is instructive. Employment is presumed to be at will; this means that anyone can, barring an explicit prohibition or a contract that says otherwise, be fired at any time and for any reason. Atop this background presumption, however, is engrafted federal legislation that prohibits discrimination in employment because of an employee’s membership in an enumerated protected class. So, for example, Title VII of the Civil Rights Act of 1964 (“Title VII”) prohibits employment discrimination on the basis of an employee’s race, color, sex, religion, or national origin. Moreover, the Age Discrimination in Employment Act of 1967 (“ADEA”) protects employees age 40 and over from employment discrimination, and the Americans with Disabilities Act of 1990 protects those deemed disabled within the meaning of the statute from employment discrimination. The jurisprudence or case law construing employment discrimination statutes and evaluating employment discrimination cases has evolved over the decades since the statutes have come into...

You are not authenticated to view the full text of this chapter or article.

Elgaronline requires a subscription or purchase to access the full text of books or journals. Please login through your library system or with your personal username and password on the homepage.

Non-subscribers can freely search the site, view abstracts/ extracts and download selected front matter and introductory chapters for personal use.

Your library may not have purchased all subject areas. If you are authenticated and think you should have access to this title, please contact your librarian.

Further information