Discrim

In: Business and Management

Submitted By lancaster534
Words 1607
Pages 7
AMERICAN WORKFORCE DISCRIMINATION

1

Owen Green Jacksonville University April 11th , 2012

AMERICAN WORKFORCE DISCRIMINATION

2

Over the past couple years there has been an increasing concern that the efforts of minorities along with the federal government have not eliminated the threat of possible discrimination in the workforce of America. This essay reveals the difference in categories such as gender, age and race that are responsible for the stereotypes and various work envorinments. These actions that continue today in modern America need to be taken care of and even further action needs to take place in order to eliminate any relevance of such differences.

AMERICAN WORKFORCE DISCRIMINATION

3

Table of Contents Introduction………………………………………………………………………………………4 Racial Discrimination……………………………………………………………………………4 Sex Discrimination……………………………………………………………………………….5 Age Discrimination………………………………………………………………………………6 Conclusion………………………………………………………………………………………. 7 Bibliography……………………………………………………………………………………. 8

AMERICAN WORKFORCE DISCRIMINATION

4

Minority groups and women, in particular, in the United States have gone through drastic changes in regarding employment over the past five decades. Mainly due to the Civil Rights Movement and its results difference in others skin color, family background and other stereotypes have become less relevant and more important in the American workforce today. Also, Constitutional ratifications have actually been put into place so that discrimination does not occur in an occupational setting. Despite all of these changes, employers on the hunt continue, intentionally or not, to discriminate in some way, shape or form. In order to protect these various classes, Civil Rights Act included the Equal Employment Opportunity Commission. The EEOC is a commission that investigates discrimination in places such as…...

Similar Documents

Multivariate Analysis

...significance of the maximum possible number of discriminant functions supports the interpretation of a solution using 2 discriminant functions. Independent variables and group membership: relationship of functions to groups In order to specify the role that each independent variable plays in predicting group membership on the dependent variable, we must link together the relationship between the discriminant functions and the groups defined by the dependent variable, the role of the significant independent variables in the discriminant functions, and the differences in group means for each of the variables. F unctio ns at Group Cen tro id s F unct ion WELF ARE 1 2 3 1 -. 220 .446 -. 311 2 .235 -. 031 -. 362 Uns tandardized canonical discrim inant f unct ions ev aluated at group means Function 1 separates survey respondents who thought we spend about the right amount of money on welfare (the positive value of 0.446) from survey respondents who thought we spend too much (negative value of -0.311) or little money (negative value of -0.220) on welfare. Function 2 separates survey respondents who thought we spend too little money on welfare (positive value of 0.235) from survey respondents who thought we spend too much money (negative value of -0.362) on welfare. We ignore the second group (-0.031) in this comparison because it was distinguished from the other two groups by function 1. Independent variables and group membership: which predictors to......

Words: 6778 - Pages: 28

Discrimination

...understanding scientifically relevant, separate races do not exist as such. The concept of “race” is primarily a social construct, a concept that is used in every-day language to denote visible differences between people, these differences being as such rather unimportant from the point of view of e.g biology. 3The increasing globalization has led to developments also in other areas of law besides non-discrimination law strictu sensu, namely the rights of migrants and the rights of minorities. These will not be discussed in this context, in addition to which one has to notice that not all states are parties to the pertinent international documents providing for these rights. 2 combat. In the sphere of e thnic, religious an d linguistic discrim ination, the increasing significance of the fight against discrimination is to a marked extent a result of globalization, which increas ingly brin gs people with different cultural, religious and “racial”2 origins together.3 Law is one of the most, if not the most important tool in the fight against discrimination. Hence it is e ssential that ther e exists laws against discrimin ation and th at those law s are duly implemented. The judicial system has a fundamental role to play, as it represents authority and public o rder, an d has been entrusted w ith the task of provid ing legal safeguards to the victims of discrimination. With a view on this, lawyers working with discrimination cases have a special duty to make sure......

Words: 3912 - Pages: 16

Ariline

... The main objective is to assure flight assistance and security, the external security is assured by the Military Defence system that take care of the National Space Area. RADAR controlling system has the main purpose of assuring free routes to the aircraft. Here under we reported the main international organizations and their purposes. 2 I.C C.A.O. Was W founded in 1947 with the ta of mai d ask intaining an develop nd ping the pr rinciples of the Chica f ago Co onvention fo the safe a orderly development of international civil aviation. O or and Other purpo oses: o o o o En ncourage the techniques of constru e uction and use of aircra u aft En ncourage the developm of route airports and navigat e ment es, a tional aids Av void discrim mination Im mprove the s safety of flig ght It is based in Montreal a despite having goo relations with the U is not a party, is co and od UN omposed of an f ass sembly com mposed of representati ives of 190 countries and consti 0 ituents by a board con nsisting of 33 ele ements elected by the s shareholders every thre years. s ee echnical bo odies of the I. C.A.O. Te Ai Navigatio Commiss ir on sion, 15 mem mbers have the duty to examine an recommend adoptio and e o nd on am mendment of Annexes T Technicians there are t division s, the ns: o o o o o o o o AG Aerona GA, autical Grou Aids und AI Aircraft Accident Inquiry IG, t AI Airworthiness IR, AI Aeronaut IS tical Inform mation Servi ices CO commu OM, unications MA Aerona AP,......

Words: 6000 - Pages: 24

Whwifhwie

...wildly so). Better estimates of misclassification rates in discriminant analysis can be defined in a variety of ways (see Hand [1997]). One method that is commonly used is the so-called leaving one out method, in which the discriminant function is first derived from only n–1 sample members, and then used to classify the observation not included. The procedure is repeated n times, each time omitting a different observation. 15.3 Analysis Using SAS The data from Display 15.1 can be read in as follows: data skulls; infile 'n:\handbook2\datasets\tibetan.dat' expandtabs; input length width height faceheight facewidth; if _n_ < 18 then type='A'; else type='B'; run; A parametric discriminant analysis can be specified as follows: proc discrim data=skulls pool=test simple manova wcov cross validate; class type; var length--facewidth; run; The option pool=test provides a test of the equality of the within-group covariance matrices. If the test is significant beyond a level specified by slpool, then a quadratic rather than a linear discriminant function is derived. The default value of slpool is 0.1, The manova option provides a test of the equality of the mean vectors of the two groups. Clearly, if there is no difference, a discriminant analysis is mostly a waste of time. The simple option provides useful summary statistics, both overall and within groups; wcov gives the within-group covariance matrices, the crossvalidate option is discussed later in the chapter; the class......

Words: 38316 - Pages: 154

Rmg in Combodia

...used “One  Chang ge”  campaign (http:/ //betterfactories.org/?p=385).    8  Discrimination typically involve es unfair treatmen nt of pregnant w workers (for example, dismissal or  non‐renewal of c contracts when t they become visib bly  pregnant), or un nfair treatment of f men (for examp ple, failure to hire men because the ey are perceived a as more likely to lead workers to s strike).    9  The number of f unions reflects o only unions that a are active and reg gistered at the tim me of the monitor ring visit.    10  The unionization rate is drawn n from a 2009‐201 10 survey of 2000 0 garment workers commissioned d by BFC and perf formed by the Cambodia Institute  of  tudy.  Development St   11  These figures represent interfe erence and discrim mination occurrin ng only in factorie es assessed by BFC during the repo orting period.  Oft ten factories whe ere  interference or  discrimination oc ccurs have multip ple cases of such h action during th he reporting perio od.  For purpose es of this report,  BFC reports on the  ories with this find ding, not the num mber of incidents.  number of facto   12  The legal requ uirements for com mmencing a strik ke include striking g for reasons per rmitted by law; attempting to sett tle the dispute us sing other peacef ful  methods first; union members’ a approving the strike by secret ballo ot; and providing 7 working days p prior notice to the e employer and th he Labour Ministry.  If workers failed d to comply with ......

Words: 6412 - Pages: 26

Discrimination

...compared to pay given to others for similar work. Not giving fair opportunities for learning and job opportunity advancement are also part of workplace age discrimination. Similarly, speaking about the race or religion of an employee is a clearly visible act of workplace discrimination. The laws all over the world work together to provide substantial protection for employees from workplace misconduct by their employers or coworkers. REFERENCES American Association of Retired Persons. (n.d.). The Policy Book: AARP Public Policies. Retrieved January 18, 2003 from http://www.aarp.org/ppa/ch4.pdf Arshad, A. (2011). GENDER DISCRIMINATION. Retrieved from http://www.lni.wa.gov/WorkplaceRights/ComplainDiscrim/Discrim/default.asp Baldwin, R. (2009). Lifestyle Discrimination in the Workplace .Your Right to Privacy Under Attack. Retrieved from http://www.aclu.org/racial-justice_womens-rights/lifestyle-discrimination-workplace-your-right-privacy-under-attack Dipboye, R., & Collela, A. (2005). Discrimination at Work: The Psychological and Organizational Bases. Sex Discrimination in the Workplace. Retrieved from http://www.questia.com/library/104606632/discrimination-at-work-the-psychological-and-organizational Easton, S. (2013). Discrimination and Law. Reasonable accommodation of religious, 13 (2-3), 63-73....

Words: 1074 - Pages: 5

Annotated Bibliography on Gender

... ii. BOP: on state to show act is exceedingly persuasive > here not persuasive because nursing is predominantly female field c. HELD: Rule violates EPC. Need exceedingly persuasive justification for action, there is not one here. Also, no substantial relation even if justification. i. OC: women discriminated against in past but not in nursing > therefore grant Hogan admission d. DISSENT: Hogan’s issue is travel not access & there is a strong history that single sex education benefits women e. Compensatory purpose doctrine, Elements: i. grp benefitted from classification must have suffered a disdadvanatage based on discrim ii. single sex policy must be adopted with a compensatory objective iii. single sex programs cannot perpetuate stereotypes about the disadvantaged grp iv. classification must be substantially and directly related to proposed compensatory objective 2) US v. Va. (VMI) 71 a. Facts: women sought admission to VMI > denied because only admit men. TC: held for school > 4th Cir reversed (gave 3 options) > VMI chose to establish a parallel female institution: VWIL (without barracks, alum, faculty, endowment, aversive method, instead had cooperative method) & 4th Circuit accepted this remedy b. State 2......

Words: 8179 - Pages: 33

Introduction to Information Technology

... ii. BOP: on state to show act is exceedingly persuasive > here not persuasive because nursing is predominantly female field c. HELD: Rule violates EPC. Need exceedingly persuasive justification for action, there is not one here. Also, no substantial relation even if justification. i. OC: women discriminated against in past but not in nursing > therefore grant Hogan admission d. DISSENT: Hogan’s issue is travel not access & there is a strong history that single sex education benefits women e. Compensatory purpose doctrine, Elements: i. grp benefitted from classification must have suffered a disdadvanatage based on discrim ii. single sex policy must be adopted with a compensatory objective iii. single sex programs cannot perpetuate stereotypes about the disadvantaged grp iv. classification must be substantially and directly related to proposed compensatory objective 2) US v. Va. (VMI) 71 a. Facts: women sought admission to VMI > denied because only admit men. TC: held for school > 4th Cir reversed (gave 3 options) > VMI chose to establish a parallel female institution: VWIL (without barracks, alum, faculty, endowment, aversive method, instead had cooperative method) & 4th Circuit accepted this remedy b. State 2......

Words: 8179 - Pages: 33

Nmmhg

...profiles. Check out references from Chapter VI. MEDIUM/LOW Start working to improve on AMCAT modules required for the profile. Re-take AMCAT after three months to improve your chances of interview opportunity. Low priority at this point. We hope you will immediately start working on this action plan to succeed in interviews and position yourself to get interview calls for your profiles of interest. Best of luck! Chapter II. Vidya Zangam Your AMCAT Score YOUR AMCAT SCORES AMCAT ID : 30011762858789 AMC AT an intelligent adaptive test. Your AMC AT score is not equal to the num ber of questions answered correctly. The score is calculated by an advanced statistical engine, which takes into consideration questions difficulty, discrim ination, guess probability and several other factors. The bar is a representation of your perform ance in the m odule. The tick in each bar represents the 50 percentile score of all candidates of your category. Score of one m odule should not be com pared with the score of another, but should be com pared against the 50 percentile point of that m odule. Your score is on a scale of 100 to 900 with 100 being the m inim um and 900 m axim um Your Personality Scores Extraversion (E) An extroverted, talkative, socially confident person Conscientiousness (C) An organized, responsible, hardworking & achievem ent oriented person Emotional Stability (ES) A calm , happy, undisturbed & confident person Openness To experience (O) A......

Words: 4442 - Pages: 18

Con Law

... 5. Arlington Heights-“A Motivating Factor” 24 6. Arlington Heights-Footnote 21 24 7. Discriminatory Purpose Without Discriminatory Effect 24 Class 7: Affirmative Action I: Adarand, Grutter, etc. 25 8. Introduction 25 9. Review: Strict Scrutiny of Racial Discrim. 25 2. Affirmative Action: Early Cases 25 3. Affirmative Action: Current Law 29 Class 8: Affirmative Action II: Gratz, Johnson, etc. 32 4. Affirmative Action Summary 32 5. Majority-Minority Districting Summary 33 6. Affirmative Action in Universities, Cont. 33 2. Voting Districts 34 3. Majority-Minority Districts 35 Class 9: Gender I: Craig v. Boren, etc. 35 4. Affirmative Action Summary 35 5. Equal Protection and Gender 36 6. Constitution of the Republic of South Africa (1996) 40 Class 10: Gender II: VMI, etc. 40 1. Intermediate Scrutiny for Gender Discrimination 40 2. Tiers of Scrutiny 40 3. Takeaway from Gender Cases 40 4. Myths and Truths About VMI (vmi.edu) 40 5. Sex Segregation 40 2. “Real” Differences 43 Class 11: Equality and Sexual Orientation: Romer v. Evans 44 3. Intermediate Scrutiny for Gender Discrim. 44 4. Rational Basis Review 44 5. Equality and Sexual Orientation 44 6. Same-Sex Marriage 48 Class 12: Other Candidates for Heightened Scrutiny: Alienage, Wealth, Mental Disability 49 7. Other Candidates for Heightened Scrutiny 49 (2) Wealth 50 ...

Words: 52904 - Pages: 212

Affirmative Action

...High Scoring White Firefighters! (Dec. 2006) Austin, TX white police officer filed a reverse discrimination lawsuit (June 2007) Flint Michigan Fire Dept. -- Reverse Discrimination Case WINS! (Nov. 2003) Shreveport, Louisiana Fire Dept. CANNOT use racial quotas! (Jan. 2006) Los Angeles, CA White Firefighter Frank Lima WINS $3.75 Million for Reverse Discrimination (June 2007) Dayton, OH Police Forced to Abandon Racial Quotas (Sept. 2006) Camden, NJ Police Dept. Hiring TOO MANY Whites? (June 2006) DOJ Forces Montgomery County, MD Police to Racially Profile Motorists (06/24/00) DC Police "Guilty" of Racist Emails?! (04/01/01) Chicago - Wentworth Reverse Discrimination Lawsuit (04/13/01) The Hartford 9: Firefighters WIN Reverse Discrim. Lawsuit! (04/12/01) Reverse discrimination in New Black Panther case (2008) Figure 2 Figure 2 number of reverse policies such as quotas and preferential treatment from 2001 through 2008. The most recent reverse discrimination case is the voter intimidation by the New Black Panther party in 2008 where the Justice Department dropped charges against Black Panther Party member accused of brandishing a nightstick in front of a Philadelphia polling place (FoxNews.com, 2010). The affirmative action policies have created a climate of dependence. What this means is that opportunity once based on individual merit has given way to group entitlement based on gender or skin color. Unfortunately, this causes an undervalue of the......

Words: 2411 - Pages: 10

Disability and Social Stigma

...impression that comes through the mind should not be negative, as is the case in today’s society. This production helps to advocate against prejudging disabled people and instead see them as a part of the society, just as everyone is unique. Adopting this production, in my opinion, is the best way to address the issue of disability since as said earlier, it can be used in most media types effectively. References Barnes, C. (1991). Disabled People in Britain and Discrimination: A Case for Anti-discrimination Legislation. C. Hurst & Co. Publishers. Rerieved from http://www.google.com/url?sa=t&rct=j&q=&esrc=s&frm=1&source=web&cd=2&ved=0CEMQFjAB&url=http%3A%2F%2Fdisability-studies.leeds.ac.uk%2Ffiles%2Flibrary%2FBarnes-disabled-people-and-discrim-ch2.pdf&ei=1H05UqafBuOw0AWg3ID4Dw&usg=AFQjCNGj95tAG6OmairDtde-sg5xQ9SoGg&sig2=e8YKk_J1EySxIJHvSURmbg&bvm=bv.52288139,d.d2k Eagly, A. H., & Mladinic, A. (1989). Gender Stereotypes and Attitudes Toward Women and Men. Personality and Social Psychology Bulletin, 543-558. Retrieved from http://www.google.com/url?sa=t&rct=j&q=&esrc=s&frm=1&source=web&cd=4&ved=0CEcQFjAD&url=http%3A%2F%2Fwww.uv.es%2Fgarzon%2Fpsicologia%2520politica%2FN44-4.pdf&ei=eYA5UtrZLeXI0AWO8oHwDg&usg=AFQjCNF8bJac4r7mkfs0KLvb4TqcCD-mKw&sig2=ZoXtXi4TDZGyPFpc4Omh_w&bvm=bv.52288139,d.d2k MS Society. (2012). Fighting Back: Ordinary People Batting The Everyday Effects of MS. London: MS Society. Oxford University Press. (2013, September 14). "disability". Retrieved......

Words: 1058 - Pages: 5

Exchange Risk

...situation. OPERATING OR ECONOMIC EXPOSURE Scenario 5: International price-takership, sticky CAD prices Assume: • P* = CAD 4, P = DKK 26.67 (+33%) • Low demand elasticity Dansks’s Cash Flow Forecast at Current FE Rate Total Sales Direct Costs Overhead Expense Depreciation Profit before Taxes Taxes Addback Depreciation (CAD/DKK)*0.2 Old F.E. Rate New F.E.Rate 2* DKK 20 2m * DKK 12 Gross Profit DKK 40 m 24 m 16 m 5.1 m 0.9 m 10 m 5m 0.9 m 5.9 m 1.18 m CAD C$ / DKK 0.20 C$ / DKK 0.15 Devaluation of DKK = 25% 1. Perfectly Closed Economy - 25% Decrease 2. Perfectly Open Economy - CAD prices remains same ; DKK prices increases OPERATING OR ECONOMIC EXPOSURE Scenario 3 Sticky prices and price discrim. (in 000's) SALES Denmark Exports Total Sales COSTS Direct Overhead Depreciation Total Cost Scenario 4 Pass-through pricing Scenario 5 International price-takership 1m x 20 = 20,000 1m x 26.67 = 26,667 46,667 1.5m x 20 = 1.5m x 20 = 30,000 30,000 60,000 1m x 26.67 = 1m x 26.67 = 26,667 26,667 53,334 2m x 12 = 3m x 13 = 39,000 5,100 900 45,000 2m x 12 = 24,000 5,100 900 30,000 INCOME before tax after tax CASH FLOW add back depreciation change in Work. Cap.(*) change (in DKK) change (in......

Words: 3214 - Pages: 13

Israel and Palestine

...o f flexibility and denounces violence. In the Q u r’an, Surat A l-’A n 'am (The Cattle), verse 108 states: In the name o f God, the Gracious, the M erciful O m ankind, “And do not insult those they invoke other than Allah, lest they insult Allah in enm ity without know ledge.” In the name o f God, the Gracious, the M erciful O mankind, “ So by m ercy from Allah, [O M uham m ad], you were lenient with them. And if you had been rude [in speech] and harsh in heart, they would have disbanded from about you. So pardon them and ask forgiveness for them and consult them in the m atter,” Surat ‘Ali 'Im ran (Fam ily o f Imran), verse 159. The Importance of Good Deeds and Tolerance Islam evaluates people by their good deeds without discrim ination: In the nam e o f God, the Gracious, the M erciful O mankind, “Indeed, those who believed and those who were Jews or Christians or Sabeans [before Prophet M uhammad] — those [among them] who believed in Allah and the Last Day and did righteousness — will have their rew ard with their Lord, and no fear will there be concerning them, nor will they grieve,” Surat Al- 20.4 & 21.1 33 Baqarah (The Cow), verse 62. In addition, the Prophet Mohammad says: “the most generous is the most fearful of wrong deeds.” The complete Dawa in Islam is to call for tolerance and not to accept calls for murder: In the name of God, the Gracious, the Merciful, “O mankind if you should raise your hand against me to kill me — I shall not......

Words: 3173 - Pages: 13

The Cold War

...industries changed * Roosevelt issued exec order- FEPC- industries not discrim when hiring * N industry boomed- migration- changes allowed BA play role in war effort * End of war- 48% of B pop urban and better paid * Randolph put pressure on gov- polis act in favour of racial equality Diff following WW2: N V S Politics: S: * Pre war- 2%B vote- 1945- 15% * Efforts of B campaigners and ex soldiers greeted with hostility by W racists- inc in lynching’s * Will Dawson + Adam Clayton Powel- elected to congress- began app more * William Haist- fed judge 1949 Eco: * War boom- unemp fell 937,000 to 151,000 * N- B indust worker unequal pay W +W objected when AA promoted (Detroit riots) Social conditions: seg remained in S states * Wash- AA barred from restaurants, cinemas, hotels * 40% housing available to B substandard- 12% W * N- eating, transport, ed no seg- racial etiquette not at rigid- racial mix * AA poorer than W- live in worse accom in undesirable parts Secure these rights: Truman- unexpected reformer * Aware of imp B vote to demo party- committed to challenge racism * Report of exp. Of racial minorities in US- highlight prob and prop changes * Lynching- 1882 and 1945- 300 in 5 s states * Police brutality- racist violence- forced admit to crimes didn’t do * Voting rights: 44 elect- 18% of b able to vote – obstacles * Discrim in armed forces: 1/70 b promoted to officer 1/7 w * Emp and ed: few......

Words: 694 - Pages: 3

Toon List | Watch movie | VSCO Cam download full