A discussion on discrimination in the workplace and affirmative action.
Written in 2009; 1,306 words; 10 sources; APA; $ 44.95
Paper Summary:
The paper looks at the different forms of job discrimination and the regulations of affirmative action that counteract the discrimination of minorities. The paper notes that by encouraging affirmative action, employers could also be practicing job discrimination by selecting employees who they feel will match affirmative action requirements and rejecting more qualified candidates. The paper concludes that job discrimination has a negative effect on employees and their motivation even if they are not the direct targets, and as such it make good sense for organizations to avoid it.
From the Paper:
"Job discrimination takes various forms. The US government has taken numerous steps to ensure that the employers to not discriminate when hiring, promoting or firing employees. According to Title VII of the Civil Rights Act of 1964 (Title VII) employers cannot discriminate based on race, color, religion, sex, or national origin. The equal Pay act of 1963 also focuses on sex-based wage discrimination, where men and women doing the same work are entitled to similar wages and benefits. The Age Discrimination in Employment Act of 1967 (ADEA), protects employees 40 years of age or older against job loss. The Americans with Disabilities Act of 1990 (ADA) prevents the discrimination against qualified individuals with disabilities. In addition to these provisions, many government and private agencies also work at preventing discriminations based on sexual orientation, marital status and political affiliation. (EEOC, 2008)"
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