Sex Discrimination and Employment Under Islamic law

Before hiring a woman as a part-time agent, SSC should have considered all cultural and social conditions. Specifically, the security agency failed to take into consideration that Saudi Arabian people found sex discrimination acceptable as far as employment procedures were concerned. With regard to the US constitutions, specifically to amendment 14, Norma Jean had sufficient grounds for suing SSC.

Norma Jean’s actions could also be ratified by the Equal Employment Opportunity Act of 1972, stipulating that employees cannot be discriminated against on the basis of religion, colour, national origin, and sex. Nevertheless, sexual identity, or preference, is excluded from the list. The woman had sufficient evidence and legal underpinnings to file the security organization. Concurrently, sexual preferences cannot be regarded as sex discrimination but as requirements of the clients. In this respect, Norma Jean will not be able to accuse the company. The Arabian clients, therefore, have sufficient reasons for withdrawing the candidate.

In general, the case reveals that international movement of services should be based on political, regulatory, and financial differences stemming from language, business customs, legal systems, social philosophies, and national goals. In this respect, particular reference should be made to the International Law rather than to that accepted within the US boundaries. Regarding the above, Norma Jean can also rely on international laws to resolve the conflict because this aspect provides her with reliable evidence. Hence, the security company failed to consider long-term approaches to cooperating with Asian, European, and Latin countries. Additionally, the consideration of ethical issues can serve as a reason for filing a claim because the security company did not manage to analyze this problem effectively.