Brenda Lewis had been employed for two years at Heartland Inns of America, LLC, and gradually worked her way up the management ladder. Lewis, who described herself as a tomboy, was commended for her good work. When she moved to a different Heartland hotel, the director of operations, Barbara Cullinan, told one of the owners that Lewis was not a “good fit” for the front desk because she was not feminine enough. Cullinan told various people that the hotel wanted “pretty” girls at the front desk. Cullinan then informed Lewis that her hiring had not been done properly and that she would need to undergo another interview. Soon after the interview, Cullinan fired Lewis. The reason given in a letter was that Lewis was hostile during the interview. Lewis sued Heartland for gender discrimination based on unlawful gender stereotyping. The district court dismissed the suit. Lewis appealed. Does her claim fall under Title VII’s prohibition against discrimination based on gender? Why or why not? [Lewis v. Heartland Inns of America, LLC, 591 F.3d 1033 (8th Cir. 2010)]