...Workplace Inequality: Female Discrimination Over the last 60 years, women have seen their rights evolve and improve; however, many believe the separation between man and woman is still too great especially when it comes to discrimination in the workplace. Today, in the workplace, women face inequality in pay, ability to receive promotions, and ability to obtain a leadership or executive position. Women on average earn .77 to every $1 a man earns and face discrimination and are often overlooked for promotions. In addition, even successful women tend to hit a “glass ceiling” when it comes to receiving leadership roles and executive positions. Women in executive positions also, on average, earn less than men in comparable executive positions. While legislation has been put in place to eliminate workplace discrimination, many believe that it has not done enough and the inequality that exists is still too prevalent. Women saw their rights increase in 1964 when Congress passed the Civil Rights Act of 1964. This Act is the most important piece of anti-discriminatory legislation in history, as it was a major starting point in ending discrimination. This Act ended discrimination on the basis of race, religion, color, national origin, and gender and required equal access to employment with the creation of the Equal Employment Opportunity Commission (EEOC). The EEOC regulates workplace discrimination and “Made it unlawful for an employer to fail or refuse to hire or to discharge any...
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...SEX DISCRIMINATION IN EMPLOYMENT Fifth Edition Maryland Commission for Women 311 W. Saratoga St. Ste 272 Baltimore, MD 21201 410-767-3049 The Women’s Law Center, Inc. Copyright: 1982, 1986, 1995, 2001, 2008 The Women’s Law Center, Inc. Sex Discrimination in Employment Fifth Edition Revisions Provided By: Jill Wrigley, Women’s Law Center of Maryland With Editorial Assistance From: L. Tracy Brown, Women’s Law Center of Maryland Laurence Ruth, Women’s Law Center of Maryland Jessica Morgan, Women’s Law Center of Maryland Funding for production and distribution of the fifth edition was provided by Open Society Institute, Baltimore Community Foundation, The Marjorie Cook Family Foundation and Brown, Goldstein & Levy, LLP. Fourth Edition Revisions Provided By: Kevin O’Connor of Ober, Kaler Grimes & Shriver Melvina C. Ford, Women’s Law Center of Maryland With Editorial Assistance From: Denise Davis, Women’s Law Center of Maryland Funding for production and distribution of the fourth edition was provided by the Maryland Legal Assistance Network and Maryland Legal Services Corporation. Third Edition Written By: Rieyn Delony Sally L. Swann Louise Dean Williams With Editorial Assistance From: Robyn Mazur Kathleen Fantom Shemer Funding for production and distribution of the third edition was provided by the Baltimore Bar Foundation and the Marjorie Cook Foundation. Second Edition Written By: Kathleen Fantom Shemer With Editorial Assistance From: Jane Murphy Carol Polowy Emily Rody...
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...Introduction Title VII of the Civil Rights Act of 1964 and various state anti-discrimination laws prohibit discrimination in employment based on sex, race, national origin, and religion. James and Minors (1996) conclude that although most organizations believe in equal opportunity policies, they do not practice inclusion. Most of these organizations struggle with issues of gender, race, sexual orientation, and disability of their employees. Many of these organizations develop institutional racism which closes the door for employment for many people of color. The United States Equal Employment Opportunity Commission (EEOC) in 2009 received 93,277 charges of discrimination. The workplace in the 21st century has transformed. The transformation is evident by the changing ethnic, racial, age, and gender of today’s workforce. With today’s diverse workforce there emerges three major forms of discrimination in the workplace: racial, gender, and age. The paper takes a closer look at discrimination in the workplace as it relates to race, gender, and age. The major premise of the paper is this: Does racial discrimination persists now more than ever? Has gender discrimination against working women declined? Has age discrimination in the workplace increased? I. Does racial discrimination persists now more than ever? According to Kasey Jones (2010), racial discrimination is the improper and unfair treatment of a worker due to his or her race, color or religion. Workplace decisions...
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...the ranks at a Vermont plastics company, sued the company for wage discrimination. The woman began her career as a secretary at the company and eventually made her way to high-level management. The company hired a male to replace her position when she retired, offering him a starting pay of $10,000 more a year to do the same job she had been doing. The male replacement ended up not working out, so the company asked the woman to return to her previous position. However, the company still didn’t offer her the same salary that they had offered her male replacement. (Lister, n.d.) Examples that are similar to, and far worse than the one mentioned, continue to persist in this country. Women continue to be blatantly discriminated against, and held back from deserved promotions while their male counterparts rise through the ranks in corporate America. Women have made great strides in the last few decades toward gaining workplace equality. However, in a continued effort toward moving forward, there needs to be a promotion of empowerment for women and giving them the autonomy needed to manage their own lives. The reality though, is that the phenomenon referred to as the glass ceiling does exist. “The ‘glass ceiling’ can be described as an ‘invisible, but impenetrable barrier which prevents women from reaching senior positions within organizations.” (Brewis & Linstead, as cited in McCarthy & Burn 2013, p. 2). Women face an unseen obstacle in the workplace, despite being well...
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...that I will outline for Mr. Stonefield to consider complying with in his new business venture. I will discuss in this memo the Civil Rights Act of 1964 regarding employment discrimination, The Americans with Disabilities Act of 1990 regarding people with disabilities, Equal Pay Act of 1963 regarding wage discrimination between men and women, and lastly the Texas Minimum Wage Act regarding the least amount of an hourly wage payable in the state of Texas. I will give a brief summary of each of the four Acts and consequences for noncompliance. Civil Rights Act of 1964 The Civil Rights Act of 1964 is regulated and enforced by the Equal Employment Opportunity Commission (EEOC). As a new business, if you receive any federally funded monies such as grants, assistance, or subsidies The Civil Rights Act of 1964 applies to you. The EEOC “enforces laws that prohibit discrimination based on race, color, religion, sex, national origin, disability, or age in hiring, promoting, firing, setting wages, testing, training, apprenticeship, and all other terms and conditions of employment” (The United States National Archives and Records Administration, n.d., para. 3). The Civil Rights Act of 1964 makes it unlawful for employers to “fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions or privileges or employment,...
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...Gender Discrimination Aura Lemus, Sophia Wells, Taneka Johnson RES/351 November 20,1994 Jean Wilson Gender Discrimination Recent research shows that workplace discrimination continues to be an impediment to gender equality (Gorman, 2005). This research project aims to identify the prevalence of discrimination in the food industry. This will be done using business research as well as, through researching any other reports of workplace discrimination. Throughout this project, the purpose as well as a hypothesis, and the methodology will be explained in detail. There are several factors that will need to be considered during this research project, such as biased information, or mathematical processes etc. However, at the end of this project, the following questions should be answered: how prevalent is workplace discrimination in the food industry? What are some reasons why discrimination is not reported? Discrimination is described as the “making or constituting of a difference between; the act of differentiating” (U.S Equal Employment Opportunity commission, 2013). Despite laws, such as the Equal Employment Opportunity laws, which prohibit discrimination based on religion, sex, color, etc., as well as protecting men and women that perform equal work from wage discrimination that have been passed, gender discrimination continues to be a major problem (U.S Equal Employment Opportunity commission, 2013). Gender discrimination in the fast-food industry is offensive and biased...
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...Sex discrimination act 1995/97 The Sex Discrimination Act was introduced in 1975 in order to stop discrimination due to a person’s gender. Sex discrimination has frequently occurred in the past, particularly in the workplace and specifically towards women. The Sex Discrimination Act 1975 allows for equality between men and women when it comes to equal pay for the same job. It also means that situations where ‘men only’ advertising appeared, such as job adverts, could count as sex discrimination. Sex discrimination can, and has occurred in a number of different areas. Sex discrimination can either be direct or indirect. Direct discrimination due to gender can be implied if any of the following were to occur, Sexual harassment which applies to both men and women. Adverting jobs as ‘men only’ or only hiring a certain person because of their gender. Unfair dismissal of an employee due to the gender, for example a women being fired for getting pregnant. Race relations act Under the Race Relations Act 1976 people are protected against discrimination on racial grounds. Racial grounds are defined as colour, race, nationality, or ethnic or national origins. It covers employment, education, housing, advertising, and the provision of goods and services. Since it was amended in 2001 it covers discrimination in all public bodies. The Act also confers rights to someone treated less favourably because of someone else's race. Equal pay act 1970 Equal Pay Act prohibits pay discrimination...
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...Daniel Harris 5/04/12 Community Report Theories on Wage Discrimination and Occupational Segregation Substantial research has been conducted proving that occupational segregation and wage discrimination still exist in today's society. Despite recent gains by women and minorities in the field of employment, other factors aside (such as skills, qualifications and education) women and minorities still fall behind men when considering pay and occupational choices. The consequences of such actions are that women are often concentrated in clerical and service jobs which overall result in less pay and opportunities for advancement. Blau, Ferber and Winkler (2001) point out that even though an almost equivalent number of men and women work in professional positions, men are still more likely to be concentrated in lucrative professions including law, medicine and engineering, whereas women are segregated into lower paying positions including teaching and nursing (p. 211). Several different theories lend credence and explanation to occupational segregation and wage discrimination forces. Some are more supply sided in nature while others depend more on institutionalized practices. Human and capital theory for example suggest that women generally anticipate "shorter and less continuous work lives than men" and are generally paid lower at the outset, thus have lower wage penalties for taking time off from work (Blau, Ferber and Winkler, 2001:213). The studies that...
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...Discrimination in the labor market University of Minho, Braga, Portugal June 2012 SUMMARY This paper analyzes three types of discrimination (age, sexual orientation, gender and race) in the labor market in the different countries all over the world. The results show that the skin color discrimination is the most widespread type of discrimination followed by the sexual orientation discrimination. Unexpected result was about gender discrimination which is the least likely in the EU but the evidence indicates that sex discrimination remains a possible explanation of the unexplained gender pay gap between men and women. Key words: labor market, discrimination, women, skin color, sexual orientation. JEL: J71 Introduction It’s all about the money, isn’t it nowadays? We need to buy our food, pay our bills and educate our children. Money is the “necessity bad” today. But even in our modern, global, without barriers world, world in which they teach us that everything is possible, there is still big inequity. The chance for some people to achieve job and to feed their families is much lower than to the others. Even nowadays not only dream and ambitions are enough. When it comes for having a job and building career there is also comes the problem with discrimination in the labor market. This topic is one of the most difficult for researches and usually is hard to be proved that this still exists nowadays. In the following paper we will discuss discrimination in the labor...
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...The United States Equal Employment Opportunity Commission is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of their race, religion, sex or if the female applicant is pregnant, national origin, age, disability or for genetic reasons. It is also illegal to discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. Most employers with more than fifteen employees are covered by these laws. Most labor unions and employment agencies are also covered. The laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits. The Equal Employment Opportunity Commission has the authority to investigate charges of discrimination against employers who are covered by the law. The investigation that is done by the Equal Employment Opportunity Commission is trusted to be fair to sides, the employer and the employee or applicant. They will assess the allegations made in the complaint and make a finding. If for some reason the organization has discriminated against an individual charges can be filed. The Equal Employment Opportunity laws were put in place to protect the employer and the employee. Most employers or their managers do not know how to handle everyday questions or situations that occur in the workplace very well...
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...Running Head: EEOC Sues Extended Stay Hotels for Pay Discrimination Based on Sex Equal Employment Opportunity Commission EEOC Sues Extended Stay Hotels for Pay Discrimination Based on Sex Blair Morse Sociology/315 July 15, 2013 Professor Ms. Anne Tindall EEOC Sues Extended Stay Hotels for Pay Discrimination Based on Sex Abstract In the paper it will discuss why EEOC Sues Extended Stay Hotels for Pay Discrimination Based on Sex. The paper will include the following: A description of the compliance issue that led to the lawsuit and its ramifications for the organization, a brief summary of the functions of the EEOC in one paragraph, the EEOC’s role in this lawsuit, whether or not this lawsuit promotes social change; justify your reasoning, a comparison of the EEOC press release to the news item. What accounts for the differences, and strategies you would implement, if you were a senior manager of this company, to ensure future compliance and inclusion in the multicultural workplace. The lawsuit that I have chosen is about a company paying lower wages because of their gender. According to the EEOC, female guest services representatives at Extended Stay Hotels received lower salaries than male guest services representatives, which, if true, is a violation of the Equal Pay Act of 1963 (EPA) and Title VII of the Civil Rights Act of 1964. The Equal Pay Act requires that men and women in the same workplace be given equal pay for equal work. The jobs...
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...Eloïse Stark Midterm Essay How to explain that women still get lower wages than men in the OECD countries? In western countries since the Second World War, women’s growing participation on the labor market has been one of the most profound transformations not only of the economy but also of society as a whole. Dual income families have become the norm and in a bid for sexual equality, most OECD countries have created laws to protect pay equality for men and women, such as the Equal Pay Act in 1963 in the US, or the article 119 of the EEC treaty. Nonetheless, women continue to earn less than men in all OECD countries. There are different ways of measuring this. Comparing annual or monthly earnings shows the difference between what both sexes “take home”, which is interesting from a sociological perspective. However we shall focus on the “gender pay gap”, defined as the “the relative difference in the average gross hourly earnings of women and men working full time”. This shows the difference between the actual “price” of women and men’s labor, taking into consideration the fact that men work more hours on average. How does the gender gap stand today? Despite differences between countries the gender pay gap remains a persistent characteristic of OECD labor markets. In 2006, women earned an average of 16% less than men, per hour worked. … Although we can see a slow but continuous drop over the past few decades in all countries In OECD countries, which are...
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...that might come about. In the state of Texas, many of the employment laws follow Federal Law. For instance, Federal minimum wage is $7.25/hour, which is the wage that Texas has chosen to adopt. Assuming the Stonefield will be paying his drivers an hourly wage, one law he must be aware of is the Texas Minimum Wage Act. This law states that all non-exempt employees are entitled to at least $7.25/hour and are not prohibited from bargaining for a higher wage. It is possible that was specified restrictions, an employer may be able to apply tips to the hourly minimum wage. However, written verification of any employees pay must be documented (likely in the form of a paystub) to provide proof of correct wages in accordance with the Texas Minimum Wage Act. In the event that Landslide Limousines is incompliant with this law, employees will have up to two years to file legal charges against the employer or report the employer to the Texas Workforce Commission which will lead to the employer paying liquidated damages and fees (Texas Minimum Wage Law, 2011). I also suggest that the owner of Landslide Limousines become familiar with the EEOC website (U.S. Equal Employment Opportunity Commission) as it is filled with a multitude of employment laws. Title VII of the Civil Rights Act of 1964 is an example of such. Title VII states that it is illegal to discriminate against any individual based on race, color,...
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...[Type the company name] | Gender discrimination in workplace in Pakistan | Research Methods | | HIRA ARSHAD | 3/30/2013 | [Type the abstract of the document here. The abstract is typically a short summary of the contents of the document. Type the abstract of the document here. The abstract is typically a short summary of the contents of the document.] | Introduction: Nature has always maintained a balance in the objects of this world in order garnish it with a beauty, and so it produced a balancing factor for each and every object. These balancing factors vary in the proportion of the support they provide to their counterpart. In the very same context, ALLAH created man and woman as the supporting counterparts for each other. When a baby boy is born in a family, everyone congratulates the parents but if it is found out that the baby is a girl, the reaction is opposite, there is no happiness, either the baby is killed or accepted with least happiness. Gender discrimination is something in which a woman is discriminated and given less rights and opportunities as compared to males. Importance of the study with respect to the world: Gender discrimination has been a problem not just in this era but since the beginning of humanity. It doesn’t matter that which part of the world we look at, we will always find that woman are at the disadvantage. The major drawback is that this problem has become so common that it is considered normal now and accepted as a part...
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...Equal Employment Opportunity and Discrimination By BUS335 Professor Richard Primo Have you ever been discriminated against on your job? Were you denied a right because of sex or race? Well today may your lucky day, in this paper I will be talking about an organization that helps people to fight against discrimination. This organization is abbreviated as EEO and it stands for Equal Employment Opportunity. Equal Employment Opportunity means that everyone will have a fair chance at obtaining jobs, benefits and services regardless if they are the employee or prospective employee of a company. Equal Employment Opportunity is set up to make sure that companies are fair in all areas of employment. Some of these areas include ensuring that there are fair practices in the workplace, that all management decisions are being made without bias, that the best people are being recruited and/or promoted on the job, the workplace is free of harassment and discrimination, and that employers are respecting cultural backgrounds of all staff and customers. People have a right to be judged on their performance or merit not based on discriminatory factors. Discrimination is any action that excludes a person or a group of people from an opportunity for personal reasons not relating to the job or position applying for. If a man and a woman have the same credentials for a position and management does not even consider the woman for the job...
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