1. Discrimination can be commonly defined as treating an individual or group less favorable in recruiting, hiring, or any other terms and conditions of employment due to the person or group’s race, color, sex, religion, national origin, age, disability, or veteran's status. Some of the statistics that signify discrimination within an organization includes Applicant Stock and Applicant Flow Statistics. Either of these statistics can show or not show discrimination within an organization, hence applicant stock statistics show a comparison between the percentage of women and minorities employed against the number of available applicants (Heneman & Kammeyer, 2012). The information in these statistics can be advantageous or disadvantageous to an…
Our company does not discriminate applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, and status. The company also accommodates employees with disabilities that follow the American with disabilities act with state and local law. Organization polices had five principal areas which included management leadership, education and training, performance and accountability, work life balance, and career development and planning. Through leadership they did research and tests before creating and the diversity program. For the education and training they did seminars and workshops to make employees aware of diversity in the workplace and have them understand the reason for having diversity in the workplace.…
This report is in response to the letter from a local legal firm. One of the applicants that was not offered the position is claiming discrimination. The local law firm requested to see the EEO-1 report data that shows the racial and ethnic designations of the 100 applicants. The EEO-1 report is usually submitted and certified by September 30th, 2016 (U.S. Equal Employment Opportunity Commission). We already submitted last year’s EEO-1 report.…
Disparate treatment are the allegations of discrimination by an employer or organization on the basis of an individual's race or sex (Heneman, Judge & Kammeyer-Mueller, 2012). In order to prove a disparate treatment, there must be evidence of the following four factors: The individual must belong to a protected class; the individual who applied for the position was qualified for the position to be filled; the individual was not hired even though they met the qualifications; the position for which the individual applied for remained open, as the employer continued to search for new applicants that were as qualified as the individual that was rejected (Heneman, Judge & Kammeyer-Mueller, 2012). Disparate treatment does not focus on the motive…
Capitalism is the aspect of political and economic trade, and their industries that are managed by individuals for profit rather than Canada's government. White patriarchy is a term easily used to describe the state of our current society. In the Canadian government, men tend to hold and maintain the power and women are typically deprived of these opportunities. Unfortunately, this style of society has been maintained throughout history. In our social system, both of these factors have combined creating a white supremacist capitalist patriarchy, also known as, Donald J Trump.…
In the Supreme Court case, Mach Mining v. EEOC, “A female employee at Mach Mining filed a charge with the EEOC claiming that Mach Mining had refused to hire her as a coal miner because of her sex.” (Stevens and Vladeck). Even though it was found that the company was discriminating, the fact that issues like this rise up to the Supreme Court illustrates that there will always be serious conflicts and disagreements of things being considered…
Also, employers are prohibited from advertising jobs that target certain genders, races, or socioeconomic statuses, among other demographical data. Despite these laws discrimination has been seen based on a number of these factors. Similar to the gender box the race box on job applications provides another opportunity for discrimination. Statistically significant data continues to accumulate with regard to discrimination against African American’s applying to jobs. Specifically, applications with stereotypically “black sounding” names are far less likely to be called back for interviews or hired then “nonblack sounding”…
This journal, titled “How Minorities Continue to Be Excluded from Equal Employment Opportunities: Research on Labor Market and Institutional Barriers” by Jomills Henry Braddock and James M. McPartland, focuses on the three stages of a job process while examining institutionalized racism. This is vital to my research because the process of getting a job and keeping it, plus promotion, has not yet been examined by any of the works I’ve picked so far in my research. It also looks at the barriers that control the decisions made by employers and institutionalized racism in each stage. The authors’ wanted to present statistical data on the processes in the labor market that can then be used to argue that there is still a strong need for equal employment…
The Equal Employment Opportunity Commission or (EEOC) is an Independent Federal agency originally created by Congress in 1964 to enforce Title VII of the Civil Rights Act of 1964. The (EEOC) enforces civil rights laws against workplace discrimination. It is a government policy that requires that employers do not discriminate against employees and job applicants based upon certain color, race, gender, sex, religion, and age. The (EEOC) is important since it enforces federal regulations regarding equality in the workplace. An equal employer is someone who agrees not to discriminate against any employee race,religion, sex, gender, or age.…
Congress established the U.S. Equal Employment opportunity commission on July 2, 1965. The EEOC investigates complaints based on an individuals race, color, national origin, religion, sex age, disability genetic information and/or opposing a discriminatory practice. President John F. Kennedy signed Executive order 10925, which forced government contractors to ensure that applicants are employed by experience not race, creed, color, or rational origin. The commission in 2011 included "sex-stereotyping" of lesbian, gay, and bisexual individuals as a form of sex discrimination illegal. The commission in 2012 expanded protection provided by Title VII of the civil rights act of 1964 to transgender status and gender identity.…
Table of Contents I. Executive Summary ............................................…………….… ……..................... 3 II. Theoretical Aspect (Literature Review) ..........…… …………................................. 6 3.1. Definition of Equal Employment Opportunities............................................... 6 3.2.…
Diversity, when talking about it from the human resource management (HRM) perspective, tends to focus more on a set of policies to meet compliance standards. The Equal Employment Opportunity Commission (EEOC) oversees complaints in this area. It is important for the management no to hurt any diverse group with its actions and decisions. Before making any decision every group…
The query of whether organizations should utilize affirmative action plans to hire individuals is critical, because equal hiring practices require affirmative action plans. In this paper, I argue that within the current public perceptions or misinterpretations of affirmative action, and the question of what should be considered equal hiring policies, there is no simple answer to this controversial issue. Due to weaknesses of the arguments against affirmative action plans, I will argue for the necessity of fixed, specific guidelines to execute the anti-discrimination policy, in order to avoid clashes on how the policy should be implemented. Before I begin, I need to define what I mean when I reference these terms.…
They should no longer be considered at an institutional level. The respondents define past and present as separate entities that are independent of each other. They do not clarify where the past ends and the present begins, but they emphasize that present conditions are entirely different than past conditions. The study also notes that the responses that discredit race as a deciding factor often marginalize all other subjective factors that prevail in the hiring process.…
In 2010, the study revealed some subtle but positive changes: in total, 14% of 3,347 leaders examined were members of visible minority groups. This year, an analysis of the same institutions revealed that 483 of a total of 3,330 leadership positions, or 14.5%, are held by members of visible minority groups. This represents a gradual, but significant, increase (8%) in the diversity of leaders in the Greater Toronto Area over the last three years. RESEARCH QUESTION 1. Is racially discrimination evident in Toronto’s workplaces?…