Gender and Racial Discrimination: “Hidden Figures”
Name
Institution
Gender and Racial Discrimination: “Hidden Figures”
The film “Hidden Figures” gives an account of three colored women who worked at NASA. Katherine Goble, Dorothy Vaughan, and Mary Jackson to take part in the spaces program, which would allow the United States to launch a space ship carrying men to space. During their time of work, NASA hires fewer women. Katherine Goble works as the computer for the Space Task Group due to her exemplary skills in analytical geometry. Mary Jackson wants to work as an engineer but faces various forms of gender bias. Dorothy intends to work as a supervisor, but her boss Vivian denies the opportunity. The management at the Space Task Group engages in unethical practices by failing to give the women of color equal opportunities with the Whites or male workers. Although male chauvinism and racial prejudice dominate at NASA, as a white female manager, Vivian Mitchel, I would rely on ethical theory to ensure that women of color have equal employment and leadership opportunities in the Space Task Group.
NASA does not provide women of color with equal working opportunities, which would enable them to hold influential positions. A male manager asks Mary Jackson if she would wish to be an engineer if she was a male (Melfi, 2016). The case implies that the management at NASA assumed that only male workers would take engineering positions. The evidence reveals the presence of gender discrimination in the workplace. In another instance, a male colleague denies Katherine Goble and the chance to attend a meeting because NASA did not have protocols for women taking part in conferences (Melfi, 2016). The colleague disregarded the analytical work done by Katherine to ensure that the space ship follows the right orbital path. From an ethical point of view, NASA should give Katherine a chance to influence decisions based on her work at the facility. Dorothy feels that she has adequate experience to work as a supervisor (Melfi, 2016). However, she misses the opportunity to use her skills because her boss thinks that she is less competent. This case violates workplace ethics, where all workers should have equal working opportunities. The film “Hidden Figures” represents a case where NASA denies women of color equal opportunities regardless of their contributions towards the launching of a space ship.
As a white female manager, Vivian Mitchel, I would push the administration at NASA to increase the number of women in all positions. Gender stereotypes in workplaces influence people to attribute negative traits towards female employees (Cundiff & Vescio, 2016). Such problems exist at NASA, where there is a male overrepresentation in leadership positions. In this case, male workers disregard the role of women in influencing important decisions at NASA. A good example is where the head of the engineering department asks Mary Jackson if she would want to work as an engineer if she was a male (Melfi, 2016). The male manager does not judge Jackson based on her skills. Instead, he disrespects Jackson’s ability to work in the engineering department on a gender basis. Encouraging the management at NASA to adopt new hiring policies that allow employees to embrace fair social arrangements can establish a sustainable solution (Cundiff & Vescio, 2016). Such systems will enable people to take an active part in exercising their skills regardless of their gender. Besides, Jackson can make her contribution to the engineering department with fear of discrimination and harassment. Thus, I would use my managerial position to influence the management at NASA to allow more women to take part in all job positions to reduce the level of gender bias.
As a white female manager, I would influence the management at NASA to use competency-based models as the primary hiring tool that would promote workplace ethics. Women experience bias, both in learning institutions and workplaces (Smith & Gayles, 2018). Such types of b discriminations occur in instances where women take technical courses, traditional thought as male’s occupation. From an ethical point of view, females gain equal skills as men. For example, Katherine Goble has exemplary computational skills that enable her to work as a computer at NASA (Melfi, 2016). The management at NASA should consider her abilities and allow her an opportunity to influence decisions relating to the launch of the satellite. Competency-based hiring methods would reduce the unethical behavior where men attend high profile meetings and deny skilled women such opportunities. Therefore, I would push the administration at NASA to adopt competency-based hiring methods to reduce cases of gender and race discrimination.
On the other hand, the culture of male chauvinism at NASA will encourage the managers to oppose the ethical proposals of increasing the number of women in all positions through competence-based hiring methods. The head of the engineering department believes that the gender-based hiring method leads to better outcomes (Melfi, 2016). Such beliefs would discourage him from relying on competency-based approaches. From a practical point of view, the managers would focus on safeguarding the hiring culture at NASA. One’s instance, a senior manager informs Katherine Goble that NASA does not have protocols that allow women to attend high profile meetings (Melfi, 2016). The need to preserve such traditions may frustrate the intention to make the necessary changes in the human resource management process. Besides, NASA’s male-dominated leadership shows success in making effective decisions. Therefore, preserving a male-dominated leadership culture will frustrate the efforts to change the hiring process.
The advantages of adopting a new hiring process supersede those of retaining a male-dominated leadership at NASA. For instance, Katherine Goble works as the computer for the Space Task Group due to her exemplary skills in analytical geometry (Melfi, 2016). The statement shows that NASA lacks a male who can make accurate calculations for the orbit that the space ship must follow. From a practical point of view, NASA requires male managers who can answer questions regarding the complex calculations during the high profile meetings. A diversified workforce enhances the ability of an organization to make the right decisions regarding dynamic operations in an organization (Holman, 2018). This statement implies that a successful organization must look for ways to accommodate changes in the workforce. Such approaches allow the management to rely on an executive body that can adapt to changes. Providing the three skilled women of color remains the only solution that NASA will use to launch the spacecraft. Such benefits should motivate the current management to adopt the proposals of increasing the number of women in leadership and utilizing competency-based hiring methods. Thus, the benefits of taking the new recommendations offset the need to retain the culture of having a male-dominated culture at NASA.
In summary, the film “Hidden Figures” presents a case where three women of color lack an equal opportunity to participate in the development of a space ship. However, male chauvinism and racial prejudice dominate at NASA, which makes seniors managers disregard the role played by the skilled women of color. As a white female manager, Vivian Mitchel, I would rely on ethical theory to ensure that African American women receive equal opportunities in the Space Task Group. The management at NASA should allow the three women to attend high profile meetings and influence decisions because they have exemplary skills that will ensure a successful launch of the rocket. The process will include increasing the number of females in senior managerial positions. Besides, NASA should adopt a hiring strategy that will focus on the skills of an individual regardless of the gender or racial profile. Although the need to preserve the hiring culture will hinder the adoption of the proposal, the anticipated benefits should motivate the management at NASA to make the necessary changes in its hiring and promotion strategies.
References
Cundiff, J. L., & Vescio, T. K. (2016). Gender stereotypes influence how people explain gender disparities in the workplace. Sex Roles, 75(3–4), 126–138. https://doi.org/10.1007/s11199-016-0593-2
Holman, E. G. (2018). Theoretical extensions of minority stress theory for sexual minority individuals in the workplace: A cross-contextual understanding of minority stress processes. Journal of Family Theory & Review, 10(1), 165–180. https://doi.org/10.1111/jftr.12246
Melfi, T. (2016). Hidden figures. Retrieved from https://www.imdb.com/title/tt4846340/?ref_=vp_back
Smith, K. N., & Gayles, J. G. (2018). “Girl power”: Gendered academic and workplace experiences of college women in engineering. Social Sciences, 7(2), 11. https://doi.org/10.3390/socsci7010011
Name
Institution
Gender and Racial Discrimination: “Hidden Figures”
The film “Hidden Figures” gives an account of three colored women who worked at NASA. Katherine Goble, Dorothy Vaughan, and Mary Jackson to take part in the spaces program, which would allow the United States to launch a space ship carrying men to space. During their time of work, NASA hires fewer women. Katherine Goble works as the computer for the Space Task Group due to her exemplary skills in analytical geometry. Mary Jackson wants to work as an engineer but faces various forms of gender bias. Dorothy intends to work as a supervisor, but her boss Vivian denies the opportunity. The management at the Space Task Group engages in unethical practices by failing to give the women of color equal opportunities with the Whites or male workers. Although male chauvinism and racial prejudice dominate at NASA, as a white female manager, Vivian Mitchel, I would rely on ethical theory to ensure that women of color have equal employment and leadership opportunities in the Space Task Group.
NASA does not provide women of color with equal working opportunities, which would enable them to hold influential positions. A male manager asks Mary Jackson if she would wish to be an engineer if she was a male (Melfi, 2016). The case implies that the management at NASA assumed that only male workers would take engineering positions. The evidence reveals the presence of gender discrimination in the workplace. In another instance, a male colleague denies Katherine Goble and the chance to attend a meeting because NASA did not have protocols for women taking part in conferences (Melfi, 2016). The colleague disregarded the analytical work done by Katherine to ensure that the space ship follows the right orbital path. From an ethical point of view, NASA should give Katherine a chance to influence decisions based on her work at the facility. Dorothy feels that she has adequate experience to work as a supervisor (Melfi, 2016). However, she misses the opportunity to use her skills because her boss thinks that she is less competent. This case violates workplace ethics, where all workers should have equal working opportunities. The film “Hidden Figures” represents a case where NASA denies women of color equal opportunities regardless of their contributions towards the launching of a space ship.
As a white female manager, Vivian Mitchel, I would push the administration at NASA to increase the number of women in all positions. Gender stereotypes in workplaces influence people to attribute negative traits towards female employees (Cundiff & Vescio, 2016). Such problems exist at NASA, where there is a male overrepresentation in leadership positions. In this case, male workers disregard the role of women in influencing important decisions at NASA. A good example is where the head of the engineering department asks Mary Jackson if she would want to work as an engineer if she was a male (Melfi, 2016). The male manager does not judge Jackson based on her skills. Instead, he disrespects Jackson’s ability to work in the engineering department on a gender basis. Encouraging the management at NASA to adopt new hiring policies that allow employees to embrace fair social arrangements can establish a sustainable solution (Cundiff & Vescio, 2016). Such systems will enable people to take an active part in exercising their skills regardless of their gender. Besides, Jackson can make her contribution to the engineering department with fear of discrimination and harassment. Thus, I would use my managerial position to influence the management at NASA to allow more women to take part in all job positions to reduce the level of gender bias.
As a white female manager, I would influence the management at NASA to use competency-based models as the primary hiring tool that would promote workplace ethics. Women experience bias, both in learning institutions and workplaces (Smith & Gayles, 2018). Such types of b discriminations occur in instances where women take technical courses, traditional thought as male’s occupation. From an ethical point of view, females gain equal skills as men. For example, Katherine Goble has exemplary computational skills that enable her to work as a computer at NASA (Melfi, 2016). The management at NASA should consider her abilities and allow her an opportunity to influence decisions relating to the launch of the satellite. Competency-based hiring methods would reduce the unethical behavior where men attend high profile meetings and deny skilled women such opportunities. Therefore, I would push the administration at NASA to adopt competency-based hiring methods to reduce cases of gender and race discrimination.
On the other hand, the culture of male chauvinism at NASA will encourage the managers to oppose the ethical proposals of increasing the number of women in all positions through competence-based hiring methods. The head of the engineering department believes that the gender-based hiring method leads to better outcomes (Melfi, 2016). Such beliefs would discourage him from relying on competency-based approaches. From a practical point of view, the managers would focus on safeguarding the hiring culture at NASA. One’s instance, a senior manager informs Katherine Goble that NASA does not have protocols that allow women to attend high profile meetings (Melfi, 2016). The need to preserve such traditions may frustrate the intention to make the necessary changes in the human resource management process. Besides, NASA’s male-dominated leadership shows success in making effective decisions. Therefore, preserving a male-dominated leadership culture will frustrate the efforts to change the hiring process.
The advantages of adopting a new hiring process supersede those of retaining a male-dominated leadership at NASA. For instance, Katherine Goble works as the computer for the Space Task Group due to her exemplary skills in analytical geometry (Melfi, 2016). The statement shows that NASA lacks a male who can make accurate calculations for the orbit that the space ship must follow. From a practical point of view, NASA requires male managers who can answer questions regarding the complex calculations during the high profile meetings. A diversified workforce enhances the ability of an organization to make the right decisions regarding dynamic operations in an organization (Holman, 2018). This statement implies that a successful organization must look for ways to accommodate changes in the workforce. Such approaches allow the management to rely on an executive body that can adapt to changes. Providing the three skilled women of color remains the only solution that NASA will use to launch the spacecraft. Such benefits should motivate the current management to adopt the proposals of increasing the number of women in leadership and utilizing competency-based hiring methods. Thus, the benefits of taking the new recommendations offset the need to retain the culture of having a male-dominated culture at NASA.
In summary, the film “Hidden Figures” presents a case where three women of color lack an equal opportunity to participate in the development of a space ship. However, male chauvinism and racial prejudice dominate at NASA, which makes seniors managers disregard the role played by the skilled women of color. As a white female manager, Vivian Mitchel, I would rely on ethical theory to ensure that African American women receive equal opportunities in the Space Task Group. The management at NASA should allow the three women to attend high profile meetings and influence decisions because they have exemplary skills that will ensure a successful launch of the rocket. The process will include increasing the number of females in senior managerial positions. Besides, NASA should adopt a hiring strategy that will focus on the skills of an individual regardless of the gender or racial profile. Although the need to preserve the hiring culture will hinder the adoption of the proposal, the anticipated benefits should motivate the management at NASA to make the necessary changes in its hiring and promotion strategies.
References
Cundiff, J. L., & Vescio, T. K. (2016). Gender stereotypes influence how people explain gender disparities in the workplace. Sex Roles, 75(3–4), 126–138. https://doi.org/10.1007/s11199-016-0593-2
Holman, E. G. (2018). Theoretical extensions of minority stress theory for sexual minority individuals in the workplace: A cross-contextual understanding of minority stress processes. Journal of Family Theory & Review, 10(1), 165–180. https://doi.org/10.1111/jftr.12246
Melfi, T. (2016). Hidden figures. Retrieved from https://www.imdb.com/title/tt4846340/?ref_=vp_back
Smith, K. N., & Gayles, J. G. (2018). “Girl power”: Gendered academic and workplace experiences of college women in engineering. Social Sciences, 7(2), 11. https://doi.org/10.3390/socsci7010011
