Can someone help me with this case study by helping me answer the questions to follow?

Bad Driving Stereotypes Hurt Women and Employers

Performance Food Group (PFG), a food service distributor in the BaltimoreWashington area, refused to hire women as delivery drivers. One year, PFG hired forty-four men and one woman as drivers. The companys transportation manager told the lone woman driver that her performance would determine whether any other women would be hired as drivers. Unfortunately for all future women who hoped to be drivers at PFG, the woman had difficulties and quit. Later that same month, another woman (who would ultimately become the charging party) saw PFGs advertised vacancy seeking delivery drivers and applied for the position. Although she had a commercial drivers license, prior delivery experience, and met all posted criteria for the job, the charging party (CP) was told that PFG would not be hiring any women because of a past bad experience with a female driver. The manager instead offered CP a lower-paying warehouse position, which she declined and instead took her case to the EEOC.

During the investigation of the case, an e-mail corroborating the companys position about not hiring women drivers surfaced. The e-mail, from the companys president and addressed to the transportation manager and HR manager, stated that I think we have experience that tells us female drivers will not work out. The president concluded that making offers to women as drivers was inappropriate.

During the course of the lawsuit, PFG extended unconditional job offers to the CP and six other women applicants. PFG also agreed to develop defined, uniform, and objective job-related qualifications for the driver and helper positions and to implement consistent job application, recordkeeping, and record retention procedures. The company agreed to affirmatively recruit qualified females for driver and helper positions and paid $350,000 in damages to seven class members.

In a very similar case, Ameripride Services, a linen supply company with nearly 200 facilities in the United States and Canada, discriminated against women applicants for customer service representative/route sales driver positions in Idaho. Ameriprides advertisements stated that a Class B commercial license was required. The charging party in the case had a Class B license and six years of commercial driving experience and was selected for a second interview. During that interview, however, the area manager discouraged her from pursuing the position, telling her that all the drivers were men and that they had a tendency to use foul language. The area manager also told the CP that she looked more like a secretary and encouraged her to consider applying for a secretarial position that would open soon. Although the CP and two other women applicants had superior qualifications, the area manager hired a man who did not have a Class B license or commercial driving experience. Under the settlement, Ameripride agreed to pay $110,000 to the CP and another woman who had been rejected.

1. The CEO of PFG used one bad experience with a woman driver as a rationale to avoid hiring any other women drivers.
   1. How large a psychological burden might this have placed on the lone woman driver
   2. b. Of the forty-four men hired, is it likely that some of them were unsuccessful? If so, why were different standards applied to male and female failures?
2. PFG had a formal job description and the complaining party had met all job requirements as listed in the job description, yet she was not hired.
   1. Speculate on why male was not used as a job requirement, since the hiring managers and PFG believed women were incapable of performing the job.
3. 2. What might be the effects on employers recruitment and selection costs be of
      1. having and
4. 1. 2. using a legitimate job description and structured interviews as human resources tools?
   2. Use salary-estimating Web sites or Bureau of Labor Statistics actual salaries to determine wage differences between a licensed truck driver and a warehouse worker. What is the difference in annual earnings and in percentages between these two positions? Estimate the differences in lifetime earnings at an annual salary increase rate of 3%. Estimate differences in Social Security and 401(k) payments to be matched by PFG between the two positions over a thirty-year career.