Reply to each post using relevant sources.

Reply to each post using relevant sources.
Post 1
There are numerous types of stereotypes that are based on sex, gender, race, age, ethnicity, and more. Stereotypes are assumptions that a group of people tends to believe, similar to the idea that software developers are bad at socialization. An example of human resources stereotypes is that human resources are the undercover police for the organization; they only care about policies and procedures; their main job is to discipline and fire employees. Some stereotypes place the human resource as a simple administrative job that processes the new hire paperwork.
The adverse impact is often used conversely with “disparate impact” such as female employee was evaluated according to different criteria than the male employee. This stereotype is based on sex. (Bennett-Alexander & Laura Pincus Hartman, 2019, p. 194-195). It’s a result of “systemic discrimination” which has received great attention from the Equal Employment Opportunity Commission (EEOC). As Laura Pincus Said: “Affirmative action was created to address this systemic discrimination the country had engaged for centuries”. Managers must recognize that what appears to be an EEO-neutral employment criterion might have a disparate impact on applicants or employees.
Human Resources must ensure that the hiring process, including computer tests, education requirements, and physical ability tests, avoids intentional discrimination (disparate treatment) and unintentional discrimination (disparate impact). Human Resources must avoid disparate treatment and its impact on the entire employment. Adverse impact occurs when a decision or policy has a negative effect on a protected group even unintentionally. It can lead to a lawsuit and a high cost for remedy.
Bennett-Alexander, D., & Laura Pincus Hartman. (2019). Employment law for business (9th ed., p. 194). Mcgraw-Hill Education.
Post 2
Stereotypes in the workplace can lead to unfair expectations or beliefs on certain workers or groups of workers in the workplace and can also bring legal action against an employer if not avoided and/or handled appropriately. Stereotypes can come in the form of age, race, color, religon, sexual orientation, sex, etc. One example of stereotyping in the workplace can happen against females when they are told that they should act or dress a certain way in order to bring in more business or to benefit the orginazation in one way or another. According to Malos (2016), “In addition to unequal burdens, another double standard for workplace appearance involves stereotyping based on attributes or characteristics historically associated with one gender or the other.” This is not fair to the employee to be held to certain standards that other co-workers may not be in order for an organizational gain. Not only is this not fair, but it can also bring legal action against the employer. According to Justia (2021), “Title VII of the Civil Rights Act of 1964 and other federal and state statutes prohibit sex discrimination in the workplace.”
Justia. (2021). Employment Law. Sex Stereotyping Discrimination in Employment. Retrieved from:
Malos, S. (2016). Appearance-Based Sex Discrimination and Stereotyping in the Workplace: Whose Conduct Should We Regulate. Employee Responsibilities and Rights Journal, Vol.19 (2), p.95-111

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