One of the significant aspects that the assistant chief needs to examine is equality. This means that the assistant chief needs to ensure that all the applicants, whether female or male, are being valued equally and fairly. Fairness is considered as handling everyone fairly irrespective of their variances in age, sex, sexual orientation, religion, race, physical disability, or national origin (Sharma & Sharma, 2012). The assistant chief should determine the number of people that applied for the promotion as well as evaluate the ration of men to women and the total of every single gender that has been endorsed out of the candidates. Therefore, the assistant chief can determine if males are being recommended more as compared to females or females are being approved more than males.
Gender and promotion are independent of the other concerning the p-value. The chi-square statistics show a p-value of 0.0549, which is slightly more than the standard p-value of 0.05. Considerably, if the p-value is more than 0.05, then the null hypothesis is rejected, and the findings are statistically non-significant. The results show that the null hypothesis should be dismissed since the p-value is more than 0.05. This means that there is no clear evidence suggesting that there is gender bias within the course of the promotion.
The assistance chief ought to explain the findings of the test and restate to the independence of the chi-squared analysis. This is essential since the chief finds that the fraction of promoted men to the sum of applicants in gender class seems to be lesser as compared to the number of approved women. Regarding the other data and tests, 56.5 percent of males that requested positions were promoted as compared to 81.5 percent of women applicants for the promotions. Considerably, the study indicates the absence of gender biases in the latest firefighter class promoted. Additionally, the strength of men as paralleled to their counterparts is another reason. Physically, men are considered to the robust than females (Burton, 2012). Males are deemed muscular than females since they have a larger over-all muscle mass mutually relative and absolute to the overall body mass. Men have greater muscle mass than women due to the testosterone-induced muscular hypertrophy (Burton, 2012). Men have denser and stronger bones, which is the main reason why the firefighter’s test has to lean more to men since the tasks are considered rigorous for women.
The existence of gender bias in the fire department promotion may influence the department negatively. The department might probably have a negative standing due to the problem of gender bias. Ideally, the concern could result in discrimination that may result in several legal concerns. Women and other minorities are protected by federal law from discrimination and biases in the workplace (Heilman, 2012). Therefore, violating the law can damage the reputation of the organization. Relatively, increased gender biases may result in reduced morale and motivation, which leads to low productivity. Gender bias can generate an uncomfortable and unfriendly working atmosphere resulting in an increased turnover rate among the workers.
Burton, N. (2012). The Battle of the Sexes. Retrieved May 27, 2017, from https://www.psychologytoday.com/blog/hide-and-seek/201207/the-battle-the-sexes
Heilman, M. E. (2012). Gender stereotypes and workplace bias. Research in Organizational Behavior, 32, 113-135.
Sharma, S., & Sharma, M. (2012). Gender equality in the workplace: the perceptive reality. Social Sciences Directory, 1(1).