Female Attorney Case

In this case study, it appeared that the female attorney decided to take things in her own hand instead of doing the right thing and filing a grievance in the employee relations department. As an attorney, she should have been more aware of her employee rights. The way that she was treated was very unfair and unprofessional and there could have been a different outcome if she had properly thought the situation through. When the attorney was hired, the fact that she was a parent should not have had a bad bearing on her qualifications for the position. When she proceeded to withhold information about her being a parent should not have been a deal breaker in her being selected for the position. The attorney should have been honest about being a parent. She should have reported the partner to the board at the first sign of any unfair treatment and other acts of discrimination (Walsh, 2013). Making statements such as “the commitment differential between men and women” should have been documented and also reported as soon as the words were said to the proper person. No matter how hard a person works, everyone has a personal life outside of their work. When a company or
Women with more masculine roles in the work place were rated lower to men that had the same role in the company. Although many people see that the gender gap has lessened, there still is bias against women who are in both upper management positions and in compensations. Both men and women can be looked at differently when it comes to evaluating depending on how their actions violate the expectations of how they should act as a leader. I do agree with the attorney speaking with other colleagues about her situations to grasp their perception on what they thought about the situation (Nodler & Stockdale,