In October 2006, Rebecca Thomas was hired as a personnel assistant by Cooper Industries, a plant that manufactures hammers and axes and other hand tools. In February 2007, Thomas was promoted to personnel supervisor. Her boss, the plant’s employee relations manager, was fired in March 2007, whereupon she filled his job in an acting capacity.

The plant manager gave her the highest possible rating on her performance evaluation, but corporate officials repeatedly refused to interview her for permanent award of the position. According to testimony, the plant manager was told by the company vice president that there was “no way” a female employee relations manager could stand up to the union. A male was ultimately hired to fill the job on a permanent basis.
Is this an example of gender discrimination?
Explain your answer. See Thomas v. Cooper Industries, Inc. [627 F. Supp. 655 (W.D. N.C. 1986)].