Dear Editor,
I must clarify a misuse of terminology in Scott Mac Kay’s column [“Affirmative Action needs adjustment,” Oct. 11]. He repeatedly referred to the rights of Americans against gender discrimination, when in fact the rights he was referring to are rights against sexual discrimination. Sexual discrimination is discrimination based upon whether a person has an “M” or “F” on his/her driver’s license. There are laws to protect Americans from this sort of discrimination. Gender discrimination is based upon how a person presents his/herself. Gender discrimination is not protected in any laws, except in a few cities (Seattle, San Francisco, Santa Cruz) and the state of Minnesota. By these laws, or lack there of, an employer does have the right to discriminate if he/she doesn’t like the length of your hair, if you have visible tattoos or what he/she considers unusual body piercings (for Disneyland it’s limited to one earring in each ear for women), if you wear too “feminine” or too “masculine” attire, basically even if he/she doesn’t like the way you look. If you can find a way to turn it into sexual discrimination, you might have a case; if not, well you’re just out of luck. There are no laws to support you.
The mix-up in the usage of the terms “sex” and “gender” are common. Sex is a physical description of the body and reproductive capabilities. Gender is a description of the role a person plays or portrays in daily life.
Mark Pietrzak
Technical Director, Theater Department
