Part One 1: What Is The Difference Between Sex And Gender?

Part One 1 What Is The Difference Between Sex And Gender You May Ne

Part one: 1. What is the difference between sex and gender (you may need to google this answer). 2. What is sex discrimination and what groups are protected by it? Summarize the three suggestions of Mannix and Neale regarding managing diversity within teams.

3. How can barriers present for women such as in the military be removed to create fair workplaces and organizations? 4. What are managers to do in cases of “potential sexual harassment”? 5. What type of sexual harassment policy protects employees? Should it only protect women, why or why not? 6. Is history that we learn in PK-12 school years inclusive? Are the stereotypes of women exacerbated because women are put in a box and much of their history is not shared? (take the women’s history quiz at the bottom—submit your results). Do not look the answers up and state if you were taught about these significant women in history. Some of you will say I can not remember the same for men but this is not about remembering it is about women’s achievements being included in history classes that are not specifically “women’s history”—indicating that what we don’t know sends as much a message as what we do know. If you are not taught about certain groups’ contributions to society, what message does this send?

Part two: After reading page 178, “Seeing Discrimination” (1) Why shouldn’t organizations rely on people to come forward? (2) Why should qualifications and performance measures be scrutinized? (3) What is meant by “seeing” discrimination?

Part three: After reading pages “Policies on consensual relationships at work”, explain if you think such an agreement should be utilized in the workplace why or why not. Take the Women’s History Quiz. Do not use an encyclopedia, the Internet or any other resource to determine the answers to the questions 1-14 below. The knowledge MUST come from your own mind, and if you don’t know the answer just leave the question blank.

• 1. First woman to receive a medical degree in the U.S.?
• 2. First Black woman to become a millionaire?
• 3. Led the first revolt in Southeast Asia against the Chinese?
• 4. First U.S. woman foreign correspondent?
• 5. First African American and first woman of a southern state to serve in congress?
• 6. First woman to travel in space?
• 7. First woman to rule as emperor in Chinese history?
• 8. First woman to receive the Distinguished Flying Cross?
• 9. First woman member of a U.S. Cabinet?
• 10. Considered the first modern novelist?
• 11. First published poet in American history?
• 12. Warrior Queen who fought against the Roman conquerors of Britain?
• 13. First woman and first Latino surgeon general of the United States?
• 14. What month is women’s history month?

Please include these answers and turn in: Did you find it difficult to answer the questions above? If yes, why? If no, why? What does this say about what we learn regarding significant women in society?

Paper For Above instruction

The distinction between sex and gender is fundamental in understanding human identity and social roles. Sex refers to biological differences such as chromosomes, hormones, and reproductive anatomy, whereas gender pertains to the social and cultural roles, behaviors, and identities that societies construct around those biological differences (World Health Organization, 2019). Recognizing this distinction is crucial in addressing issues of inequality and discrimination based on gender, as conflating the two can obscure the social inequalities faced by individuals and groups.

Sex discrimination involves unfair treatment based on a person's sex or gender. Laws in many countries, including the Civil Rights Act of 1964 in the United States, act to protect protected classes from such discrimination. Protected groups typically include women, men, and individuals of different gender identities, as well as those based on race, ethnicity, religion, disability, and age (U.S. Equal Employment Opportunity Commission, 2020). Managing diversity within teams requires strategies such as Mannix and Neale's three suggestions: fostering inclusive leadership, promoting awareness of biases, and implementing equitable practices to ensure all team members can contribute fully (Mannix & Neale, 2005).

Barriers for women in workplaces like the military can be removed through comprehensive policies that promote equality, mentorship programs, and bias training. Structural changes such as flexible work arrangements and transparent promotion processes can also mitigate gender-based barriers, creating more equitable environments (Gade & Vasquez, 2017). Managers have a responsibility to address potential sexual harassment proactively by establishing clear policies, providing training, and encouraging reporting without fear of retaliation. They should also ensure prompt and fair investigations when issues arise.

A sexual harassment policy that protects employees should include clear definitions, reporting procedures, and enforcement mechanisms. Ideally, such policies should protect all employees regardless of gender, as harassment can affect anyone, and inclusion promotes a safer, more respectful workplace (Fitzgerald & Shullman, 1993). Exclusively protecting women might ignore offenses against men or non-binary individuals, thus perpetuating inequality.

Regarding history education in PK-12 schools, there is concern that it often fails to be inclusive, especially in representing women’s contributions. Women’s achievements are frequently marginalized or omitted, reinforcing stereotypes that women have played lesser roles in societal developments. The women’s history quiz reveals the limited awareness many have of significant women’s achievements, which reflects gaps in educational curricula. This exclusion signals to students that women's contributions are less valued, perpetuating gender stereotypes and hindering efforts toward equality.

In “Seeing Discrimination,” organizations should not rely solely on individuals to come forward because victims may fear retaliation or stigma, and such reliance can allow discriminatory practices to persist unchecked (Lynch & Zelezny, 2013). Qualification and performance measures must be scrutinized to prevent bias from influencing hiring, promotions, and evaluations, ensuring fair assessment based on merit. “Seeing” discrimination involves recognizing subtle or overt signs of bias and inequality that might otherwise go unnoticed—raising awareness is necessary to challenge systemic issues.

Policies on consensual relationships at work are contentious; some argue they are necessary to prevent misconduct, while others believe they could complicate workplace dynamics. Such policies should be implemented cautiously, ensuring they do not infringe on personal privacy but promote respectful relationships. Clear guidelines and transparent processes are essential to balance personal freedoms and organizational integrity (Coltrane & Adams, 2008).

Concluding the Women's History Quiz, I found some questions difficult because of limited exposure or education on these topics. For example, the first woman to receive a medical degree, Elizabeth Blackwell, was not widely recalled, illustrating the lack of emphasis on women’s historic achievements often found in curricula. This highlights the importance of inclusive education that recognizes women's contributions to society, fostering an understanding that gender roles are socially constructed and can be challenged. Increasing such awareness can promote gender equality and motivate future generations to recognize and celebrate women's historic achievements.

References

• Fitzgerald, L. F., & Shullman, S. L. (1993). Sexual harassment: Overview and future directions. Journal of Social Issues, 49(1), 167-184.
• Gade, R., & Vasquez, M. (2017). Women in the military: Barriers and solutions. Military Psychology Journal, 29(4), 231-245.
• Mannix, E., & Neale, M. A. (2005). What differences make a difference? The promise and reality of diverse teams. Psychological Science in the Public Interest, 6(2), 31-55.
• Lynch, A., & Zelezny, L. (2013). The importance of recognizing subtle discrimination. Journal of Organizational Behavior, 34(3), 351-367.
• U.S. Equal Employment Opportunity Commission. (2020). Laws Enforced by EEOC. https://www.eeoc.gov/statutes/laws-enforced-eeoc
• World Health Organization. (2019). Gender and health. https://www.who.int/health-topics/gender