Abstract This paper discusses the anti-discrimination legislation that was established in Australia on both federal and state levels since 1975. In particular, the paper critically reviews the effectiveness of anti-discrimination legislation and other relevant policies by discussing major disadvantaged groups and actions taken to comfort them in the workplace.
From the Paper "In Australia, 17% of the population was reported as having a disability in 2003(cited in Sappey et al., 2006: 59). As the skill shortage rises, it is essential that the workforce is used to its maximum potential. Almost every workplace has a disabled person employed. Disability Discrimination Act 1992 ensures that the disabled are provided equal rights and treatment at the workplace. But usually it is up to organisations to provide extra facilities to comfort people with disability and sometimes they choose not to due to different circumstances. There has not been much government initiative in this area. Also, the statistics prove this point showing unemployment rates among the disabled higher than people without a disability."
Tags: disabled, unemployment, equal, employment, rights
Abstract The paper explains that the federal and state systems of government may differ in their application of employment laws. The author points out examples of an employment protection that is provided by the state of California, but not by the federal system. The paper discusses anti-discrimination employment laws, in general.
From the Paper "Martin Jenkins in "Chain Store Age" explains that the Civil Rights Act of ... prohibits discrimination in a broad array of private conduct including public accommodations governmental services and education. Title VII of the Act prohibits employment discrimination based on race, sex, color, religion and national origin. The Act prohibits discrimination against the aforementioned protected classes in the areas of recruitment, hiring, wages, assignment, promotions, benefits, discipline, discharge, layoffs and almost every aspect of employment. In response to challenges in the Courts, ..."
Abstract This paper explains that companies fire their older workers in order to avoid having to pay retirement or medical benefits or to hire a younger and less expensive replacement. The paper examines the various federal anti-discrimination laws and looks at numerous lawsuits that have been brought over age discrimination. The paper discusses how age is the new battleground for many workers, a situation that is increasing in importance as the baby boom generation reaches retirement age.
From the Paper "Age discrimination is an issue today, perhaps more than ever in an era when companies seek to avoid having to pay retirement or medical benefits and do so by firing older employees who might be about to invest in their pension or who might need medical attention. Another reason is that older employees may be paid more than new hires, so companies replace older workers with new workers just for that reason. This type of change is in addition to those who are simply biased against older workers and who take any opportunity to remove older works and bring in new blood."
Abstract This paper examines how, despite laws in place against discrimination, inequality still exists in the workplace through race and gender. It begins by looking at the historical background of the laws which are in place to protect workers. It then looks at specific examples of race and gender discrimination and at the legal machinery available to fight such occurrences. It presents arguments for anti-discrimination laws and compares the differences between gender and racial discrimination.
From the Paper "In many states, racial discrimination was the law of the land, and it was accepted or endured as a fact of social life even in regions that rejected official segregation and other discriminatory laws. As for what is now called gender discrimination, it was so taken for granted that for most people the concept hardly existed. The very presence of a woman in the workplace was regarded as, in a way, temporary, "until she got married," or it was due to some special contingency. Most working women were found in occupations regarded as female, such as secretarial work. Sexual jokes, innuendoes, or pressures were limited only by the goodwill of male coworkers."
Abstract This paper looks at some of the effects of racism in the US, especially on health, education, and class. The paper looks at why and how people discriminate, especially in the context of institutionalized racism. Further, the writer discusses some of the Anti-Discrimination laws passed recently and looks at what should be done about racism in the US.
From the Paper "The effects of racism in the United States are felt at all levels of society in more ways than most people are aware of. Some of the effects are positive for those who are in power, but any racism in a society affects everyone negatively. This paper will briefly address a small number of the effects of racism on individuals and society, why people discriminate, under what circumstances and in what situations, and some of the legal steps that have been taken to reduce racism in the US. Unfortunately, racism is still alive and well in this country, if perhaps in more subtle ways, and it hurts people at every level of society as well as individuals."
Abstract This paper discusses the concept of anti-racist education that has been introduced in Ontario, Canada. It describes the historical context of the policy and discusses the possible positive and negative outcomes of adhering to it. The paper argues that school leaders need to do more than adhere to policy guidelines or the adages of public interest groups working to end racism's sway in society. Instead, the paper contends that school leaders must be able to approach anti-racist education creatively and in a manner that respects and encourages student and staff interest in difference while also stressing the reality of racism or discrimination.
Table of Contents:
Introduction
Understanding the Historical Context
Racial 'Identity'
Proactive and Constructive School Cultures
Canadian Variations
Who is Responsible for Racism?
Generating a School Culture
Anti-racism and Multiculturalism
Concluding Remarks
From the Paper "Anti-racism and anti-racist education should be operative ideals promoting a dynamic or spirit, within school settings, beyond a mere ideology of anti-racism. The term of 'inter-racism' mentioned earlier may be helpful towards a vision of desired diversity that is respectful and appreciative in its philosophy and idea of civil society. Educators, as ever, need to lead by example, and should engage in outreach to the surrounding community in ways providing information and activities to explain what a school promotes in its particular culture. Attention to specific histories is conducive to recognition, expanding anti-racism well beyond sloppy notions of 'white' or 'mainstream' versus the non-white or 'marginal', all the while cultivating a sensitivity to difference that may shape opportunity and life experience."
Abstract This report identifies ways in which discrimination - both direct and indirect - can present itself in organizations. The current state of a large city-based retail organization shows that currently only 10% of the employees are male, compared with an industry average of 35%. Not only is this not consistent with the industry, but it also falls back on poor HR practices within the organization which could be viewed as discriminatory. The paper shows that good HR and anti-discriminatory practices begin at recruitment, and by improving the advertising, application, and interview process of recruitment we can minimize the chances of possible discrimination against an individual. According to the author, improving the company's overall complaint and grievance handling procedures and ensuring employees are aware of anti-discrimination legislation and have sufficient supervision will ensure that there is no chance for legal action against the organization.
From the Paper "Indirect discrimination can only occur if a person is required to meet an unreasonable criterion or condition. An example where the condition which must be met is reasonable is in the case of airline pilots - it is not unreasonable to state that the applicant must not be visually impaired, however it is unreasonable where previously applicants for the police force were required to meet a height requirement."
Abstract The paper examines discrimination in the workplace as it relates to homosexuals. The research indicates that workplace discrimination against homosexuals does occur and that such discrimination can have lasting effects. The paper examines how there is no federal law that prohibits discrimination against homosexuals in the workplace, however many states have laws against such discrimination. The paper includes a survey of questions related to homosexual discrimination in the workplace. The survey indicates that human resource managers are concerned about discrimination based on sexual orientation and believe that companies should have anti-discrimination policies that are inclusive of sexual orientation.
Outline:
Introduction
Defining Discrimination Against Homosexuals In The Workplace
Discrimination Against Homosexuals In The Workplace
Survey
Findings of this Survey
Conclusion
References
From the Paper "Although the federal government has been slow to act regarding federal law that prohibits discrimination based on sexual orientation, there are several state and local governments that have legislation that prohibits discrimination based on sexual orientation. In fact, at least 12 states and Washington, D.C. have laws that ban discrimination based on sexual orientation (Horvath & Ryan 2003). In addition, there is a executive order that prohibits discrimination on the basis of sexual orientation within the federal government (Sexual Orientation Discrimination in the Workplace)."
Abstract The paper presents Diversified Enterprises, Incorporated's statement of discrimination policies. The company explains that they provide this handout as an outline of the requirements of Title VII, so that all employees are aware of their rights and responsibilities under Title VII. The company discusses their compliance with these requirements that outlaw any form of discrimination and sexual harassment. The company claims that they work aggressively to ensure that all anti-discrimination laws are fully carried out.
Outline:
Title VII Requirements
Good Faith Occupational Qualifications
The Law Forbids Retaliation
Ordinary Discipline Is Not Retaliation
Religious Discrimination Is Not Tolerated
The Company Will Try to Provide Reasonable Accommodations
Employee's Responsibilities
Sexual Harassment Is Not Legal
Policy Against Sexual Harassment
Prohibited Behavior
Monitoring
Discipline
Retaliation
Complaint Procedure
From the Paper "The key law which we must follow is Title VII. Title VII is the most important federal law protecting against discrimination in the workplace, but it is not the only law. Other laws prohibit discrimination based on age, pregnancy status, citizenship, disability, or union membership. Because of its preeminence in the field of employment discrimination, the Company has provided this handout as an outline of the requirements of Title VII, so that all employees are aware of their rights and responsibilities under Title VII, and are aware of the responsibilities of the employee under this law."
Abstract In this article, the writer explains that atypical gender identity is a bona fide sexual identity that is no different from traditional identification with one's biological gender. The writer discusses that in many respects, transgender individuals are subjected to intense social discrimination including discrimination in the workplace. THe writer maintains that federal law prohibits vocational discrimination based on gender, but transgender orientation is not specifically included in the definition of gender or sex in federal statutes or those of many states. The writer discusses that contemporary American business is now faced with a similar dilemma capable of being redressed by just policies established voluntarily by human resource managers and business administrators even before anti-discrimination by virtue of transgenderism is included within the protections recognized by formal laws and acts of Congress.
Ultimately, this is more a matter of human morality and ethical values than a matter of formal legislation and government policy.
From the Paper "A few states have amended their employment discrimination laws, but other only provide relief predicated on violations such as discrimination by virtue of characterizing transgenderism as political activism triggering statutes prohibiting discrimination against political activism. Other states have provided relief based on existing state statutes prohibiting discrimination by virtue of sexual preference, but that avenue is not available to transgender individuals who are not homosexual. Similarly, transgender individuals in certain jurisdictions must resort to laws prohibiting discrimination based on disabilities, by characterizing transgenderism as a psychological disability.
"Only very recently have courts begun to recognize that transgenderism is neither an illness nor a valid basis for discrimination, but merely a relatively rare manifestation of otherwise normal human sexual development with roots in the same biological mechanism that, much more often, result in the traditional gender orientation that
comports with social expectations of gender, gender identity, and human sexuality."
Abstract The writer of this article points out that the anti-Semitic Nazi party, attempted to limit apparent Jewish dominance in German society and the economy through the implementation of specific polices. In this essay the writer tries to explain these policies and the reasons for their implementation, as well as the extent to which these policies were motivated by economic considerations. To achieve this aim the writer looks at the role of Hermann Goering in influencing Nazi Semitic policies and his development of the German economy from 1938 including the removal of Jewish business in an effort to create a 'Nazified' economy. The writer concludes that it can be said that anti-Semitic policies in the period 1933-39 were motivated more by the individual ideologies and subsequent political policies imposed by the founders of the Nazi party such as Adolf Hitler and Hermann Goering and the high ranking political figures within the party establishment than economic influences. This paper uses MLA style footnotes but does not include a works cited page.
From the Paper "The removal of Jewish civil servants was personally ordered by Hitler in April 1933 and was accomplished relatively easily. Jewish persecution was increased in September 1933 with the passing of a Law banning Jews from Agriculture. However the impact of this law upon Jewish society within Germany was negligible because there were few Jews in the agricultural industry. Hitler's view was that Germany should be made by 'sweat and blood' pure and clean of Jewish influence. The events of 1933 and the increased anti-Semitic policies of the Nazi government were not motivated by economic issues despite some policies affecting economic areas. They were instead general policies with little impact, offered as token gestures by Hitler to satisfy not only his own beliefs, but also the demands of the right-wing fanatics within his own party who were calling for radical anti-Semitic action."
Abstract This paper examines how Shakespeare's "Merchant of Venice" contains elements of anti-Semitism when depicting Shylock as a stereotypical Jew. Because he is a Jewish usurer, Shylock appears tight-fisted and materialistic. It looks at how Antonio and other characters hold grudges against him because of his trade, leading the audience to shun him as well. Shylock is also degraded because of his faith, as characters consider him dog like and devilish. It also shows how casting an even darker shadow onto Shylock are the Christians, whom Shakespeare constructs as characters of righteousness and courage.
From the Paper "In Merchant of Venice, Christians are shown in a light of goodness as they defend Antonio's life, while Shylock is seen as a bloodthirsty murderer. In the midst of Shylock's excitement over Antonio's death sentence, the Christians beg for Shylock to spare Antonio's life. While Shylock is shown here as the murderous villain, the Christians are seen in more of a heroic light. Instinctively, the audience equates Shylock, the murderer, as the "bad guy" and the Christians, who act in a heroic manner, as the "good guys." Because he is a usurer, it is automatically assumed that Shylock intended to murder Antonio to rid himself of future money discrepancies. "
This in-depth paper analyzes the issue of discrimination in the workplace, while supplying a comprehensive evaluation to key issues relevant to this topic.
Abstract The writer of this well-researched paper contends and explains why discrimination in the workforce is a growing problem that has affected thousands of organizations, large and small operating in today's global marketplace. This paper defines discrimination in the workplace as any type of behavior, action, belief, value or attitude that impacts another individual in a negative manner, that is based on one's racial identity, gender, sex, disability status, age or some other personal factor. This paper cites the many laws and acts that have been enacted to protect individuals from various forms discrimination. The most basic law that protects employees from discrimination on the job is Title VII of the Civil Rights Act of 1964, which prohibits job discrimination on the basis of race, skin color, age, gender, religious belief or national origin. The paper also details the impact of affirmative action in the workplace. Depending on the organization, affirmative action is necessary in an environment where one population or subgroup of people has been continually underrepresented or disadvantaged. This paper analyzes the impact these laws have on human resource departments. Human resource departments have an obligation under the law to inform all employees of their legal rights relating to discrimination in the workplace.
Table of Contents:
Introduction
Discrimination Discrimination Laws
Affirmative Action in the Workplace
Human Resources and Discrimination Conclusions/Recommendations
References
From the Paper "Affirmative action may be necessary in an employment environment where one population or subgroup of people has been continually underrepresented or disadvantaged. It truly depends on the organization. It can be a means of protecting certain classes or groups of people and ensuring that everyone in the workplace is afforded the same access to employment and the same employment opportunities. It is not designed to be a form of reverse discrimination. There is adequate evidence suggesting that discrimination still exists in the workplace. Until discrimination is completely abolished and is no longer an issue, a need for affirmative action programs and other programs geared toward eliminating inequities continues."
Abstract This essay argues that Ernest Hemingway's "The Sun Also Rises" is anti-Semitic in terms of its treatment of the character Robert Cohn. Cohn is painted in a negative light and none of the characters like him. Cohn is the anti-hero, yet he has Jewishness intentionally imposed upon him. In this respect, "The Sun Also Rises" involves anti-Semitism.
Abstract In this article, the writer points out that women are discriminated against in the workplace with lower salaries and fewer promotions compared to men, regardless of the education or experience they have. The writer questions why people take employers to court for discrimination. The writer notes that before discussing how women are discriminated against it is important to understand why discrimination is wrong.
From the Paper "Four out of ten American women visit one of Wal-Mart's stores weekly ... Yet Wal-Mart is not only a horrifyingly stingy employer: Many workers say it is also a sexist one. Wal-Mart is not the only business discrimination against women. Five different areas of discrimination are race, sex, religion, age, and disability. Another large company that discriminates against women is Boeing."
