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, ..."

Tags:State law, federal law, employment law

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."

Tags:firing, retirement, benefits, anti-discrimination, laws, baby, boomers

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."

Tags:law, sexual, legal, anti, labor, union

Abstract
This questions the stereotyping and hate crimes which are still prevalent amongst U.S. officials and citizens almost ten years after the World Trade Center attacks. The author argues that a major problem that existed and still exists regarding the Muslim Americans is America's lack of education and knowledge and high degree of misunderstanding regarding Arabs, Muslims and the distinction between the two. The paper also discusses several organizations aimed at countering these discriminatory sentiments (e.g. the American-Arab Anti-Discrimination Committee (ADC), and the Arab Community Center for Economic and Social Services (ACCESS)).

From the Paper
"Immediately after the September 11, 2001 attacks, the Arab-Americans and immigrants from the Arab or Muslim countries experienced an unprecedented backlash from stereotyping to actual hate crimes and a variety of civil liberties violations. The American-Arab Anti-Discrimination Committee (ADC) received a tremendous increase of discrimination complaints in the workplace, public accommodations, and at airports. In addition, the U.S. government instituted a number of their own discriminatory policies and administrative measures targeting Arab-American and South Asian communities. These policies included massive secret detentions, selective law enforcement through so-called "voluntary" interviews and deportation of Middle Eastern men, a proposal to fingerprint immigrants and visitors from certain Arab or Muslim countries, and singling out Middle Eastern men for heightened enforcement of minor immigration law violations.
"In addition, the government detained scores of immigrants of Arab or South Asian descent merely on the basis of their ethnicity. According to a report by the American Civil Liberties Union (ACLU), around 75 men, largely of Arab and South Asian origin were rounded up immediately after the attacks and held in secret federal custody. The number of detainees continued to grow as the government continued to selectively target Middle Eastern men for questioning."

Tags:anti-muslim, anti-arab, arab-american, muslim discriminate stereotyping

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."

Tags:effects, racism, discrimination

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."

Tags:human, resources, management

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)."

Tags:The, Pride, Foundation, gay, sexism, alternative, lifestyle, racism

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."

Tags:sexual, preference, manifestation, sexuality, 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."

Tags:employer, employee, harassment, suspension, termination, rights, responsibilities