Question

ABC Business Ltd has been looking for a truck loader to deliver groceries to and from the States for a while. When Lona saw the job posting on Linkedin, she instantly applied.

You are the HR Manager, and after reviewing the applications, you chose to invite Lona to the office for an interview. Lona has been doing this kind of work for seven years. Even though she didn't particularly want to work the night shift, she sent in her resume since she needed more money and realised that the job at ABC paid more than she was now making. She was also taken aback by the advertisement's suggestion that workers would be eligible for training in more technical professions.
Lucky, the night shift manager, didn't seem to believe she had seven years of experience when she interviewed Lona. He advised her to take a driving test to demonstrate her abilities. She was taken aback by the request, but she obeyed.
Lucky closely questioned Lona on how she would integrate into the workplace after the test.
The group might not appreciate the limitations on their joking and talking that a woman's presence would cause because she would be the only female employee in that area, he said, adding. She shouldn't expect them to assist her with chores simply because she is a woman, he added, and he enquired as to how her spouse would feel about her spending the night out. Lucky was reassured by Lona that this was a typical work environment for her and that she had developed the skills necessary to manage it. She followed orders, even if she was taken aback by the
Lucky closely questioned Lona about her behaviour in the workplace after the test.
The group might not appreciate the limitations on their joking and talking that a woman's presence would cause because she would be the only female employee in that area, he said, adding. Additionally, he remarked that she shouldn't expect their assistance with chores just because she is a woman and questioned her husband's reaction to her spending the entire night out. Lucky was reassured by Lona that this was a typical work environment for her and one that she had long since learnt to handle.
You, the HR manager, just learned about the circumstance. Lona found out that ten men had been employed, none of them had been invited to take a test and none had as much experience as she did after discovering that she was not being offered a position.
She consequently decided to Submit a complaint to the Human Rights Commission, of which you have just received a copy.

SEX DISCRIMINATION- LONA

QUESTION

a) Do you believe Lona was handled unfairly in light of the report's content? If not, why not?

Answer 1

Lona was treated unfairly during her interview process at ABC Business Ltd. Her qualifications were disregarded, and she faced discriminatory treatment that was not imposed on male candidates. As HR manager, it's critical to address this bias to align with fair hiring practices and legal standards.

Step-by-step explanation:

Based on the content of the report, I believe Lona was handled unfairly. Lona presented a solid background with seven years of experience in the field, yet she was subjected to a driving test, unlike her male counterparts. The questions raised by Lucky regarding her ability to fit into the workplace culture and his remarks about her gender are inappropriate and suggest a bias that could be construed as discriminatory.

In the historical context of women entering the workforce, we've seen precedence for hiring without gender bias when there is a rational need for the job to be done and the candidate is capable. The assembly line case and the example of a woman hired as a 'conductorette' illustrate that competency should take precedence over gender. In Lona's case, her treatment constituted a disregard for her proven abilities and her discrimination based on gender, which violates fair hiring practices.

The bona fide occupational qualification (BFOQ) defense and court guidelines make it clear that unless a specific gender is essential to the job, which does not appear to be the case at ABC Business Ltd, discrimination based on gender is not permissible. It is imperative for an HR manager to ensure fair hiring practices and to address any gender bias evident in the recruitment process.