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Equal Employment Opportunity Commission for Transgenders Essay

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Updated: Jun 6th, 2021

Introduction

Transgender issues in the workplace gain significant recognition and provoke a number of discussions. Modern employees aim to establish strong and authentic relationships, which makes them disclose some personal issues. However, not all individuals are ready to accept such facts as someone’s transgender history. As a result, companies have to develop clear policies and make sure no issues remain unsolved. In the case under consideration, Egan Woodward did not get a job at A&E Tire because the company learned that he was transgender (U.S. Equal Employment Opportunity Commission, 2019).

Although the organization did not consider his transgender factor as the main reason for their rejection, another person was invited to this position. The U.S. Equal Employment Opportunity Commission (EEOC) settled the lawsuit, using such backgrounds as sex stereotypes, gender inequality, and discrimination. The ramifications for the organization included the necessity to pay $60,000 to Woodward, announce an apology, and improve their employment policies. The experience of the EEOC and the A&E Tire vs. Woodward case showed that despite the intentions to promote equality in American society, there are still many ambiguous issues and controversies to be solved.

EEOC Functions

In a world where many debates and discontent about discrimination and inequality occur, such organizations like the EEOC play an important role. Their functions include the enforcement of federal laws and the protection of employees against discrimination because of the color of the skin, age, gender, or sexual orientation. The representatives of the EEOC are able to investigate each case of discrimination in different organizations using the law and the intentions of people to leave in an equal society. If the EEOC cannot find enough evidence or does not have access to information of a case, there is the authority that can file a lawsuit and support people who face employment challenges.

As soon as a lawsuit is filed, the EEOC has to make sure that the evidence is strong enough, the issues are clear, and the impact is recognizable. The task of this organization is to use an example of one person or one company and contribute to the improvements in the workplaces from the national perspective. Leadership, guidance, and recommendations for equal employment are the major aspects of EEOC work.

EEOC Role

Several years ago, Egan Woodward applied to a managerial position at A&E Tire. The company searched for new experienced employees, and Woodward met several important requirements. After being interviewed, he got an offer from the company but had to pass several screenings and drug tests to obtain a final decision (Hindi, 2019). Overall impressions about the person and the company were good because both parties were satisfied with the exchanged information.

Then, the transgender background Woodward was revealed, and he confessed that he was born as a female. The company and its manager Derrick Haight did not demonstrate the same level of interest in hiring Woodward as they had had before. The man did not get a job, and when the EEOC learned about this case, and used Title VII of the Civil Rights Act of 1964 to settle the lawsuit against the company (U.S. Equal Employment Opportunity Commission, 2019). The EEOC’s role in this lawsuit was to prove the act of discrimination against transgender employees and the presence of sex stereotypes in the company.

The representatives of the EEOC took this case to check if the company broke the law and what the true causes of not hiring Woodward were. In the District of Colorado, the lawsuit was filed in order to seek monetary and injunctive relief (U.S. Equal Employment Opportunity Commission, 2019).

The district court was introduced to several important facts about the application situation, and it was proved that Woodward was not hired because he did not conform to certain sex stereotypes (U.S. Equal Employment Opportunity Commission, 2019). According to the Civil Rights Act, companies should not employ or not employ individuals because of their sex. There was enough evidence to show intolerance of A&E Tire in sex discrimination.

Social Change

The chosen lawsuit promotes significant social change in the United States. Firstly, it shows that the country continues improving the discrimination situation. Many attempts have already been made to promote equality in society, schools, and workplaces. However, some individuals and organizations still demonstrate their intolerance to this issue. Secondly, the actions of the EEOC and federal law representatives are directed to support minorities and protect their rights.

Finally, the case proves that employment and working conditions have to be elaborated to avoid misunderstandings and such confusing situations when people are discriminated against because of their race, gender, ages, origins, and orientations. Therefore, a major shift is observed in the intention to create similar employment opportunities and policies in all American companies.

Press Release vs. News

The situation experienced by Woodward was mentioned and described not only in the EEOC press release but also in several local newspapers. For example, the Denver Post devoted several articles where this case was analyzed. In 2017, there was an article about the concerns of Woodward about his inability to work at A&E Tire because of his transgender past. In 2019, the lawsuit and the contributions of the EEOC were explained. Hindi (2019) focused on this situation and mentioned its background to inform the reader about the core problem.

Compared to the EEOC press release, Hindi (2019) added several details about the position that Woodward wanted to get at A&E Tire, the interview, and the outcomes that were achieved. At the same time, Hindi (2019) did not mention the legal aspects of the case and did not name Title VII and the Civil Rights Act as the main reasons for concerns. The goal of Hindi was to describe an overall conflict between Woodward and A&E Tire, thus the EEOC paid attention to its legal side and further improvements.

Implementation Strategies

If I were a senior manager of A&E Tire, I would implement several important strategies to ensure future compliance and inclusion in the multicultural workplace. For example, it is possible to add a gender identity point in an application form, so all the employees are aware of this possibility. Employees of a company have to improve their knowledge about discrimination and civil rights for US citizens and make sure to follow them in order not to break the law. Finally, applicants should be informed about health insurance conditions and working terms of the company to check if they can work here.

Conclusion

The situation at A&E Tire and the necessity to pay $60,000 because of sex-based employment discrimination show that not all American communities and organizations are ready to accept transgenders with their specific needs, histories, and conditions. Americans should have access to equal employment opportunities, but there are many unclear and not properly identified items to be further discussed. To avoid complications related to gender-based discrimination, companies must develop clear and definite policies and continue improving their awareness of social changes, psychological and physiological needs, and other personal issues that may determine employee relationships.

References

Hindi, S. (2019). . The Denver Post. Web.

U.S. Equal Employment Opportunity Commission. (2019). . Web.

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IvyPanda. (2021, June 6). Equal Employment Opportunity Commission for Transgenders. Retrieved from https://ivypanda.com/essays/equal-employment-opportunity-commission-for-transgenders/

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"Equal Employment Opportunity Commission for Transgenders." IvyPanda, 6 June 2021, ivypanda.com/essays/equal-employment-opportunity-commission-for-transgenders/.

1. IvyPanda. "Equal Employment Opportunity Commission for Transgenders." June 6, 2021. https://ivypanda.com/essays/equal-employment-opportunity-commission-for-transgenders/.


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IvyPanda. "Equal Employment Opportunity Commission for Transgenders." June 6, 2021. https://ivypanda.com/essays/equal-employment-opportunity-commission-for-transgenders/.

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IvyPanda. 2021. "Equal Employment Opportunity Commission for Transgenders." June 6, 2021. https://ivypanda.com/essays/equal-employment-opportunity-commission-for-transgenders/.

References

IvyPanda. (2021) 'Equal Employment Opportunity Commission for Transgenders'. 6 June.

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