Contrary to your claim (6) there is plenty of evidence for the likelihood of (5) being higher if the party is female e.g. see [1].
This is management 101 knowledge, so the "thin-skinned manager" (TSM) should've known it.
Which leaves two possibilities: incompetence or malice. However, the former option equates to a discriminatory position by default, so either way the TSM is guilty of sexual discrimination and is party to the constructive dismissal.
Interestingly that is independent of the gender of the TSM but the fact remains that women are more likely to be negatively treated with respect to emotional behaviour.
My disappointment is greatest to see the production of the old canard that "anyone can be treated like this", as though it is somehow acceptable to be an incompetent manager. It isn't.
Systemic and thoughtless sexism is alive and well and thriving in the IT industry. Stamp it out and reap the benefits of a huge and highly competent workforce segment. Ignore it and lose talent. Your call.
This is management 101 knowledge, so the "thin-skinned manager" (TSM) should've known it.
Which leaves two possibilities: incompetence or malice. However, the former option equates to a discriminatory position by default, so either way the TSM is guilty of sexual discrimination and is party to the constructive dismissal.
Interestingly that is independent of the gender of the TSM but the fact remains that women are more likely to be negatively treated with respect to emotional behaviour.
My disappointment is greatest to see the production of the old canard that "anyone can be treated like this", as though it is somehow acceptable to be an incompetent manager. It isn't.
Systemic and thoughtless sexism is alive and well and thriving in the IT industry. Stamp it out and reap the benefits of a huge and highly competent workforce segment. Ignore it and lose talent. Your call.
[1] Brescoll, V.L. and Uhlmann, E.L. (2008). Can an angry woman get ahead? : Status conferral, gender, and expression of emotion in the workplace. APS. http://socialjudgments.com/docs/Brescoll%20and%20Uhlmann%202...