HR Soapbox - Boys Will Be Boys, Unless They're Guys...Then They Could Be Girls

March 19, 2007

Volume 6, Number 11

In This Issue...BOYS WILL BE BOYS, UNLESS THEY'RE GUYS...THEN THEY COULD BE GIRLS

Are All Of Your Managers And Supervisors Following The Same Rules
When It Comes To Disciplining Employees?

If not, you could be risking discrimination or retaliation lawsuits. If discipline is done for the wrong reasons, done poorly, or not done at all, it can also lead to a variety of performance and operational problems, such as decreased morale, lower productivity, and high turnover.

In order to avoid these problems — and protect yourself, your supervisors, and your organization from legal liability — you need to ensure that when your managers discipline employees, the process is consistent, motivational, effective, and legal. That's where we can help. AHI has teamed up with HR expert Rebecca Mazin to present:

Improving Workplace Discipline Practices
Live, Interactive Webinar

Tuesday, March 27, 2007
1:00-2:30 PM Eastern Time

REGISTER TODAY
(only $199 per connection)

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BOYS WILL BE BOYS, UNLESS THEY’RE GUYS...THEN THEY COULD BE GIRLS

I've never thought twice about being called a guy. Thankfully, it hasn't been used in the context of: "Oh, sorry, I thought you were a guy." Rather, it's often used as an inclusive term: "Are you guys ready to go?" In fact, I always use "guys" when referring to a group of people, regardless of the gender makeup. Well, lately I've been thinking about it, and the other gender-related terms we might use on one another.

It's come to my attention that someone might find it sexist to call a group of girls guys. Um, I mean, to call a group of gals guys. Er, group of women? Ladies?

Anyway...It's been interesting contemplating the potential offensiveness of "you guys" when it is used as the equivalent of "you all." I don't understand how anyone could be offended by the generic use of the term "guys." I guess some don't see it as being gender-neutral, and maintain that it's yet another example of our male-dominated society. Hmm, I wonder if men view "guys" as having been emasculated?

I'm only a little bit more understanding of a distaste for being over 18 and being called a girl (or boy). But just a little bit. I have a friend who sometimes greets me with, "Hey, girlie." Am I offended? No. Do I think he's a big goofball? Yes. I'm more offended when someone calls me a "lady" and one of my hilarious friends (including a former boss!) snorts and says: "Lady? There are no ladies here." Hardy har har!

The only time I would ever get up in arms about being called a "girl" is if it's meant in an offensive way. Luckily, I have yet to experience it. I'm not saying I particularly like being called a girl. I admit, if asked to choose, I'd rather be called a woman. But there are much worse things happening in the world than being called a girl.

The bottom line for me is, context and tone make a huge difference. Offensive is not: "Good morning, girls." Offensive is: "Hey, girl, get me a cup of coffee." The U.S. Supreme Court explored this point last year, when it ruled that the use of the term "boy" could be racially offensive — even without a racial modifier. But, the High Court added, one must consider context, inflection, tone of voice, local custom, and historical usage.

Girl, guy...doesn't matter to me. I'll answer to it as long as it's not said in a demeaning way. It's better than being called "ma'am"...that makes me think of my mother...I am not old enough to be a ma'am!

Good luck and stay legal, y'all.

Gloria Ju
Editor in Chief

TOP 5 RESOURCES FOR HUMAN RESOURCES PROFESSIONALS

1.
AHI's Complete Employee Termination Kit

Covers all the steps, tips, and tools you need to: audit the termination decision; break the news to employees; interview exiting employees; properly document your actions; and comply with federal and state employment laws (including payment of final wages). It also includes customizable versions of all of the termination forms, notices, and documents you’ll need.

2.
Complete Personnel
Documentation Library

Gives you a complete collection of Human Resources documents for every situation... customizable with the click of your mouse. We have designed all the forms based on legal specifications to protect you and your organization from costly fines and lawsuits.

3.
The Complete Policy Handbook

Shows you how to safeguard against the damage that loopholes in your employee handbook can cause. You'll get a CD-ROM containing a complete set of ready-to-print policies for a foolproof manual of your own...policies that have stood up to courtroom challenges...with language that has worked in defending other employers.

4.
Employer's Guide To Record- Keeping Requirements

Covers all the records, files, and documents demands made on employers by state and federal laws and agencies; as well as what you must post on company property to stay on the right side of employment laws.

5.
Employee Problem Solver

Gives you a solid mix of practical advice seasoned with legal experience for attacking the problem, not the personality, in difficult situations that you and your managers face every day. Each general problem area is designed to offer immediate practical steps for preventing, attacking, and solving tough personnel problems.