This is a complete case of bad business sense on Price Waterhouse’s behalf. Firstly, if there were issues with her “interpersonal skills”, Hopkins should have been informed well way before candidacy for partner. Perhaps, during her Performance Evaluation or even a one-on-one, this issue could have been addressed. Secondly, the dress code request needs to be “reasonable and not stereotypical…based on gender” and should have been addressed upon hiring not during the time of consideration for partner (Bennett-Alexander & Hartman, 2015, p. 383). Lastly, and most importantly any and all gender related comments should have been left out – these comments are irrelevant and illegal.

Personally, I would have removed any and all personal feelings from my decisions and thoughts and only mentioned the facts. If there were evidence to show Hopkins did indeed have issues with her interpersonal skills they would have been documented and discussed with her immediately. No matter the gender, I would ask myself does she meet all of the criteria to perform the job as a partner based on qualifications, skills, and education.
As we have learned, Title VII of the Civil Rights Act of 1964 employers are not allowed to discriminate against an employee based on color, religion, sex, race, or national origin. Additionally, it is “illegal for employers of 15 or more people to use any of the above categories as a basis for paying you less, firing, not hiring, or discriminating against you in terms of working conditions or privileges of employment”(Gender, n.d.).

Genesis 1:26-27 reads, “And God said, Let us make man in our image, after our likeness: and let them have dominion …over all the earth…So God created man in his own image, in the image of God created he him; male and female created he them”