...Employee right against gender discrimination is traced back in the 1970s when the Women Rights movements demanded equality. These women, pressed for equal opportunity to the workplace, access to all occupations, to equal pay not just for similar work, but for comparable work. In 1979, the UN adopted the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW).” Despite the fact that the UN World Conference on Human Rights in Vienna confirmed that women’s rights were human rights.” Most people still think that there is gender discrimination in the workplace, and the employees have no right when it comes to these injustices such as gender-based discrimination on pay rise/payment, promotions, professionalism and assigned...
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...Case Study Analysis XXXXXXXXXXXXXXXX HRM/552 Organizational Training and Development MBAX1CGU82 Sherri Johnson Workshop 2 May 26, 2014 Case Study Analysis The purpose of this paper is to review and select the case studies in Ch. 2 of Human Resource Management. The author will explain and summarize University of California Regents vs. Bakke case summary, the court’s ruling, how the court’s ruling may possibly impact the organization and for businesses in general, legal precedence the ruling sets for most businesses, and the role the federal enforcement agency plays in ensuring the organization’s compliance to regulation standards. Case Summary The University of California at Davis developed and implemented a special admissions program to increase enrollment of “disadvantaged” applicants, which meant minority students. The number of minority students increased. The special admissions goal was to fill 16 of the 100 positions with “disadvantaged” applicants whom would be selected by a special admissions committee. Allan Bakke, a Caucasian male, was denied admission to the school twice. Bakke brought a suit against the university on the grounds of Civil Rights Act violation and reverse discrimination, alleging preferential treatment of one group (minority or female) over another group opposed to equal opportunity (Byars & Rue, 2008). Court’s ruling The Supreme Court ruled in a five-to-four decision in favor of Allan Bakke and deemed the schools admissions...
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...older workers, especially regarding promotions, really affect their retirement intentions, distinguishing between men and women. Design/methodology/approach – First, the author uses the 1992 wave of the Health and Retirement Study to estimate, through a Fields decomposition, the relative contribution of the feeling of an older worker to be discriminated against regarding promotions; and to explain the self-reported probability to work full time after 62, decomposing by gender. Second, using the two first waves of HRS, the author removes any bias due to time-constant unobserved heterogeneity, to test whether the individual feeling of being passed over for promotion may be misreported, owing to a strong preference for leisure. Finally, the author examines the effect of a change in this variable over time on the intentions to exit early. Findings – The Fields decomposition shows that feeling passed over for promotion plays a non-negligible role to predict retirement plans but only for women. In addition, using panel data allows a misreporting bias to be exhibited that may lead to underestimating of the negative effect of discriminatory practices towards older workers on their retirement plans. Lastly, an increase between 1992 and 1994 in the age-discrimination towards older workers encouraged women to leave their job early, while it had no effect on retirement plans of men. Practical implications – Empirical results put forward the idea that retirement intentions may differ across...
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...WILLIE PRINCES SITTI HAIDA DISCRIMINATION AT WORKPLACE IN MALAYSIA INTRODUCTION Discrimination against minorities at workplace in Malaysia Malaysia is a country with people raging from different racial and ethnic groups. That has what led Malaysia into one of a country that is unique compared to other countries around the world. However, the diversity of races in Malaysia can lead to discrimination. There are many issues about discrimination have been expressed, and most of these issues are very serious and should not be ignored. For our coursework, we select three news articles based on the issue of discrimination that occurred in Malaysia. The three selected articles were about the discrimination against gender, and race which is very common issues in Malaysia due to the multiracial community and the increasing population of women not just in Malaysia, but all over the world. Discrimination against race is a very significant issues occurred in Malaysia. Even more in the context of employment. Based on the Job seekers in Malaysia experience discrimination, by L.Suganya, The Jakarta Post, in the year 2013, there is an issue from a Facebook users claims that she could not get a temporary job as a sales person in a retail outlet because she wears a hijab (long headscarf) or tudung (short headscarf), created a debate with other users. This issue became viral in social media as it involving the racial issues. Based on this story, the study conducted by University Malaya...
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...it is still legal in 29 states to be fired for just being gay. In 33 of the 50 states of the United States of America, one can be fired for being transgendered. These states do not have legal protections for members of the Lesbian, Gay, Bisexual and Transgender (LGBT) Community (Solmonese, 2009). So does the “American Dream” only apply to “first class citizens”? This paper explores if the Employee Non Discrimination Act (ENDA) would protect employment decisions, which should be based upon a person's qualifications and job performance, not sexual orientation or gender identity (Solmonese, 2009). For over 50 years when there has been a case of an American being denied employment or promotions for reasons that were unrelated to their skills in the workplace, Congress responded by passing laws which were aimed at designing a system based solely on employee- merit and guaranteeing that subjective considerations do not govern access to employment (Herman, 2009). A specific act that has been brought to legislation, although has not passed, is the Employee Non Discrimination Act. ENDA is modeled after Title VII of the Civil Rights Act of 1964, which forbids employers from discriminating with regard to hiring, termination,...
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...Race/ Color Based Employment Discrimination Racially based discrimination carries a painful history in America and the aftermath is still very present even though government prohibits discrimination through constitutions, state statutes and acts, which are exemplified in cases largely through the Equal Employment Opportunity Commission. The EEOC is dedicated to enforcing federal laws that make it illegal to practice inequality against applicants or employees. Maslow’s hierarchy of needs outlines the basic needs of an employee and can show how someone could be affected by inequality. Such intolerance can be seen across the country with recently occurring events such as the EEOC v. Yellow Transportation case, the EEOC v. DHL Express case and the current top position hiring conflict in the NFL. To fully understand the issue of discrimination in the U.S. today, we must understand the long-standing history our nation has with intolerance. As unfortunate as it seems, our country was built with this notion of inequality. Slaves were brought over from Africa to work fields for wealthy or soon-to-be wealthy Americans. At the time it seemed like a way of life, though the reality is that it was extremely oppressive and today such an inferior take on differences in cultural background is considered unethical. In 1865 the 13th Amendment was passed abolishing slavery, although the Civil Rights Movement did not occur until the 1950’s lasting through the 1960’s. The Civil Rights Movement officially...
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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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...Employment Discrimination in the Ethnically Diverse Workplace Tanya Kateri Hernandez Fordham University School of Law, THERNANDEZ@law.fordham.edu Follow this and additional works at: http://ir.lawnet.fordham.edu/faculty_scholarship Part of the Civil Rights and Discrimination Commons, and the Labor and Employment Law Commons Recommended Citation Tanya Kateri Hernandez, Employment Discrimination in the Ethnically Diverse Workplace , 49 Judges' J. 33 (2010) Available at: http://ir.lawnet.fordham.edu/faculty_scholarship/14 This Article is brought to you for free and open access by FLASH: The Fordham Law Archive of Scholarship and History. It has been accepted for inclusion in Faculty Scholarship by an authorized administrator of FLASH: The Fordham Law Archive of Scholarship and History. For more information, please contact tmelnick@law.fordham.edu. .. . .......... By Tanya Kateri Hernandez a1cial integrto has long been the touchstone of racial progress in the 0 workplace. But integration is only the beginning of the struggle to end racial discrimination. As workplaces become more diverse, they do nor necessarily becomie less racially discriminatory. Diverse workplaces may be characterized by antagonism between people ofdifferent races. Interethnic discrimination may exist along side the discrimination that has traditionally occurred between blacks and whites, i.e., non-white racial and ethnic groups may engage in disparate-treatment employment discrimination actionable...
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...Free sample research paper on Discrimination: Discrimination – “a positive or negative attitude toward an individual based on his or her membership in a religious, racial, ethnic, political, or other groups”. (Webster’s New Word Dictionary). Discrimination is still among our nation and our world today. Many people would argue this accusation, but the fact is that if discrimination was not still present then why are there laws still banning it? Discrimination can be viewed as favorable or unfavorable, depending if a certain party receives favors or opportunities, or that party is denied these favors or opportunities. Discrimination is not just among races or ethnic groups, it is among different genders, religions, preferences in partners, and different economic qualities. The people of the world today argue about discrimination all the time. Why is it still among us? Why do people still rant and rave about it? What can be done? Why don’t we just let it be? These are the questions that people ask all the time. But, in fact, none of these questions are ever solved because of the beliefs of society. Society has put discrimination into stereotyping and many other different forms, but the point is that discrimination is here to stay and most likely will never leave. Affirmative Action is used for a diversity in the workplace or university so that discrimination can not be apart of the work environment. But, this is not the case. If discrimination was not among us than why is Affirmative...
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...know that discrimination is prevalent in our society even today and it continues with its detrimental effects on each one of us through our daily lives. We have witnessed discrimination in different aspects of life like inequality in income distribution, religion and race discrimination, discrimination in educational system, in sports, etc. But the most serious issue is the gender discrimination which has constantly degraded the values of society to which we belong. Among all the different kinds of discrimination, the most serious is the gender discrimination which we as a society have failed to deal with since ages. Discrimination refers to inequality. Gender discrimination therefore refers to inequality between people of opposite sex. Gender Discrimination at Workplace There is an alarming rise in the rates of increasing gender discrimination at workplaces nowadays. Every now and then we come across reports related to gender discrimination at workplace. Researchers have also ratified this. Gender discrimination can take place in various forms in respect to unusual or unequal and harsh treatment to a person of one sex as compared to the person of the other sex. * Often, there is discrimination in terms of wage pay to the women employees as compared to male employees as the women are often tagged as the ‘housewife material’ and hence is offered lower wages/salaries and men are considered hard working and dedicated comparatively. This is a common discrimination that women...
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...Discrimination – “a positive or negative attitude toward an individual based on his or her membership in a religious, racial, ethnic, political, or other groups”. (Webster’s New Word Dictionary). Discrimination is still among our nation and our world today. Many people would argue this accusation, but the fact is that if discrimination was not still present then why are there laws still banning it? Discrimination can be viewed as favorable or unfavorable, depending if a certain party receives favors or opportunities, or that party is denied these favors or opportunities. Discrimination is not just among races or ethnic groups, it is among different genders, religions, preferences in partners, and different economic qualities. The people of the world today argue about discrimination all the time. Why is it still among us? Why do people still rant and rave about it? What can be done? Why don’t we just let it be? These are the questions that people ask all the time. But, in fact, none of these questions are ever solved because of the beliefs of society. Society has put discrimination into stereotyping and many other different forms, but the point is that discrimination is here to stay and most likely will never leave. Affirmative Action is used for a diversity in the workplace or university so that discrimination can not be apart of the work environment. But, this is not the case. If discrimination was not among us than why is Affirmative Action still in play. Affirmative Action’s...
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...Gale Encyclopedia of Small Business: Racial Discrimination http://civilliberty.about.com/od/raceequalopportunity/tp/Racial-Discrimination.htm Racial discrimination is the practice of letting a person's race or skin color unfairly become a factor when deciding who receives a job, promotion, or other employment benefit. It most often affects minority individuals who feel they have been unfairly discriminated against in favor of a Caucasian (or white) individual, but there have been recent cases where whites have claimed that reverse discrimination has occurred—that is, the minority received unfairly favorable treatment at the expense of the white individual. Court rulings handed down through the years have determined that a company's responsibility not to discriminate based on race begins even before an individual is hired. Companies can be held liable if pre-employment screening or testing is determined to be discriminatory, if applications ask unacceptable questions designed to screen for race, or if the overall selection process is deemed to be unfair. One of the main indicators that racial discrimination has occurred in the hiring process involves the qualifications of the job applicants. While a slight difference in qualifications between a minority and nonminority candidate do not automatically indicate racial bias (if the lesser qualified nonminority candidate is hired over the minority candidate), a drastic difference in qualifications has almost always been upheld...
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...relates to discrimination and sexual harassment. Discrimination and sexual harassment are two very hot topics that are indicative of bias in the hiring process and an environment of hostility and offensiveness in the workplace. It is unlawful to discriminate against an applicant and with anti-discrimination legislation in place; the employment recruitment and selection can only be based on the potential candidate's ability to perform assigned tasks. Attributes such as the level of experience, degree of education, and the quality of skills should be the only factors of consideration with no regard to disability, age, ethnicity, gender, or other distinguishing characteristics of the applicant ("Discrimination in the Selection Process”). Sexual harassment in the workplace can come in form of sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. There are two types of sexual behaviors that are unlawful: quid pro quo sexual harassment and hostile-environment sexual harassment. Quid pro quo sexual harassment happens when an individual's submission or rejection of sexual advances is used as the basis for employment decisions or as a term or condition of employment (“Sexual Harassment”). Hostile environment sexual harassment occurs happens when there is unwelcome sexual conduct that interferes with an individual's job performance and creates a hostile, intimidating or offensive work environment. Discrimination Anti-discrimination legislation...
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...Discrimination in the Workplace Joshua Najar Alejandro Komiyama Liria Nilzandra *out of country* Texas Tech University Sociology 1301, Section 004 November 7, 2015 The United States likes to believe that everyone living in it is equal to one another. Unfortunately, even in today’s world discrimination is still prevalent in our society. James Henslin, author of the book “Essentials of Sociology” defines discrimination as “an act of unfair treatment directed against an individual or a group” (G-2). One specific place in our society that still has discrimination is the workplace. A workplace can be described as “a place where people work, such as an office or factory” (Dictionary.com 2015). A company’s workplace can discriminate against a person’s race, ethnicity, gender, age, and religion. These discriminations will affect the person’s salary, work conditions, and determine if they get hired or not. Throughout time the United States has made several laws to protect certain groups against discrimination in the workplace. These laws have tremendously helped those groups however, they are still illegally discriminated against. There are numerous ways to analyze why there is discrimination in the workplace but we will be using the three sociologic perspectives. The three sociologic perspectives that we will use to analyze this topic will be the Structural Functionalism, Conflict Theory, and Symbolic Interaction. The Structural Functionalist Analysis will focus on how discrimination...
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...Women vs. Wal Mart Ethical Case Analysis Key Ethical Issue The main ethical issue in the Women and Wal-Mart case is its discrimination of women in the workforce, and how they go hand in hand with the utility, rights, and justice arguments of discrimination. The Utilitarian arguments claim that discrimination leads to inefficient use of human resources. This applies to the Wal-Mart case because they were not getting full use out of their employees because they would often times promote a man instead of a woman, even if she had more experience and was better qualified. Studies conducted by a statistical expert that the six women hired, Richard Drogin, revealed that a much larger amount of men were receiving promotions at every level in the Wal-Mart workplace, even though women’s performance ratings were higher than men’s. Wal-Mart was clearly not promoting or giving benefits to these women because of their gender, and they were stuck underneath the “glass ceiling.” The Rights-based arguments claim that discrimination violates basic human rights. In this case, Wal-Mart didn’t view women to be equal to men because men were receiving the promotions when it should have been the women, as stated before. A Kantian argument also states that a person would not want to be discriminated on the basis of their characteristics that do not affect the person’s ability to perform a job, in this case, being a woman. Wal-Mart is not viewing their male and female employees as equals, as...
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