Abstract In this article, the writer notes that people with disabilities face limited admission to health care, education, social activities and employment. Specifically, the writer points out that women with disabilities face the same criteria in higher regards and are disappointingly underrepresented in research, training and health policies. The writer maintains that although few advances have been made in terms of the Americans with Disabilities Act and medical/assistive technology, opportunities have opened doors for females with disabilities to participate in and gain access to services but there is still work to be done. This research paper examines women with disabilities facing challenges of finding employment specifically in Ontario, Canada.
From the Paper "Disabled women who could not take the struggle received social assistance or began some kind of training that would benefit their disability and work at the same time. In one situation, a woman who suffers from arthritis had to go to a chiropractor almost three times a week and was too tired to go to work, which became a barrier. Since employers expect their employees to work eight or more hours a day.
"In another situation, a woman with cerebral palsy became an occupational therapist. During a summer program as a ninth grader, she assisted students with severe disabilities along with a speech therapist and an occupational therapist. She was advised not to enter the field of occupational therapy because of lifting and feeding the disabled children. However due to this incredible challenge to fight and help children, she became a pediatric occupational therapist after finishing college."
Abstract The following issues along with the statistical facts and figures are discussed in this paper: Women Working In Law Enforcement, Women Working in the Courts, WomenEmployed in Adult Corrections, Women Working in Juvenile Corrections, Gender Bias: The Glass Ceiling and Organizational Culture, Organizational Culture Survey, Gender-Neutral Employment, Females as Correctional Officers, Proven affects of Female Employment in Criminal Justice.
From the Paper "For more than 80 years, in the United States, women have been engaged in police work, where their concerns of considering the participation in law enforcement and career advancement had remained stable for almost sixty years. However, it was not until the 1960s, when legislation and judicial participation started in backing women's demands for equality, perform their duties and the responsibilities then began to expand (exhibit 4-2). It was since then, that the opportunities for women in policing improved. However, female police officers still continue to make slow progress in regard to their ranks."
Abstract This paper discusses whether veterans returning from Iraq with disabilities, such as post-traumatic stress disorder, should receive preferential treatment in securing employment. This paper further provides a comparison of the affirmative action programs for veterans, minorities and women, followed by an analysis of the deontological and utilitarian aspects of these human resource initiatives. The author concludes that affirmative action for veterans is weak compared to other programs for women and minorities.
Outline:
Introduction
Review and Discussion
Utilitarian and Deontological Considerations
Conclusions
From the Paper "By sharp contrast, affirmative action programs for women and minorities are of fairly recent origin. According to Cohen and Sterba (2003), less than two months after assuming office, President John F. Kennedy issued Executive Order 10925 in March 1961 that established the President's Committee on Equal Employment Opportunity; the goal of this initiative was to end discrimination in employment by the federal government and its contractors. This presidential mandate, which is still in effect today, requires every federal contract from that time forward to include the following pledge: "The Contractor will not discriminate against any employee or applicant for employment because of race, creed, color, or national origin. The Contractor will take affirmative action, to ensure that applicants are employed, and that employees are treated during employment, without regard to their race, creed, color, or national origin" (Executive Order 10925, 1961, cited in Cohen & Sterba, 2003, p. 12). While these words had been used in federal legislation in the past such as the National Labor Relations Act of 1935, it was the mandate of President Kennedy that created the national commitment to "affirmative action" to take those steps necessary to eliminate all preference by race (Cohen & Sterba, 2003). Affirmative action programs for women and minorities assume a large variety of forms today, ranging from conducting more aggressive recruiting efforts in ethnic communities to mandating a specific number of positions be set aside specifically for female and minority candidates (Beckwith & Jones, 1997). Many states have established comparable affirmative action programs for women, minorities and disabled veterans that have recently been confirmed as constitutional as well (Muhl, 1999). "
Tags:disabled, veterans, PTSD, Iraq, war, Affirmative, Action
Abstract This paper presents a research proposal to study the subject of women, disability and sexuality and how society responds to women who are noticeably physically disabled and also those whose disabilities are not observable.The paper questions how women suffering noticeable and unobserved disabilities express themselves sexually and whether stereotypical images of "the ideal woman" impact a woman's disability beyond the physicality of that disability. In researching the topic and seeking answers to these questions the paper relies upon existing studies and research to reach conclusions and an understanding of the subject matter.
Outline:
Introduction
The Ideal Woman
Women and Reproductive Disabilities: The Inside Perspective
Physically Observable Disability and Women's Sexuality
Expressions of Women's Sexuality When Disabled Summary
From the Paper ""Tocqueville's observations of the typical American male's behavior in the face of the wilderness provide a suggestive frame for an account of his observations of the typical sexual relations between an American man and his wife. "Everywhere extreme civilization and nature abandoned to herself find themselves together, and as it were, face to face." Tocqueville was sensitive to his natural surroundings. In spite of his soul's penetration "by a sort of religious terror" he "couldn't keep from admiring the supreme horror of the place," the wilderness. On one occasion he and his companion were softened into a rare state of consciousness, beyond the will to express it. "
An examination of affirmative action in the US with regards to hiring and promoting, particularly the Disabled Veterans Affirmative Action Program (DVAAP).
Abstract This paper discusses affirmative action issues in the US, particularly as they pertain to the hiring and promoting decisions that come along with minorities, women and veterans. The paper focuses on the Disabled Veterans Affirmative Action Program (DVAAP) and looks at how affirmative action relates to discrimination in both hiring and promoting.
Table of Contents:
Introduction
Too Much Action - Reverse Discrimination
Getting Around The Guidelines
Changing The Status Quo
The Specifics Of Law
Conclusion
From the Paper "The main ethical principle here should not be a deontological argument, but rather should be utilitarianism. The greatest number of people will actually be helped by ensuring that discrimination of any type (including the issue of reverse discrimination) does not continue in the United States. It is therefore very important to use the arguments that one can make to show why reverse discrimination will harm a large number of people, including those who it is designed to protect and care for. This harm can come from aggravation that others feel when they notice the reverse discrimination, but it can also come from employers and institutions that are being forced to hire or admit people who are clearly not qualified on the basis of their race or gender or handicap, or what they have done for the country in the past. Only when those characteristics are completely irrelevant will everyone really be 'equal' in the quest for employment. While disabled veterans should certainly be given the same opportunities as everyone else and be free from discriminatory practices based on their disabilities, they should not receive preferential treatment to the point that they are hired over individuals who are clearly more qualified."
Abstract This paper studies the California Fair Employment and Housing Act. The paper examines the plight of individuals with certain physical and mental disabilities, who are likely to be deemed as ineligible in federal court to be protected against discriminatory actions on the part of their employers. The paper shows how the California act recognizes chronic and/or intermittent conditions as being disabling conditions. The paper concurs with the California legislation that individuals who suffer from these conditions deserve workplace protection.
From the Paper "In an ideal world, all workers who performed their job well would be compensated generously and never be the victims of unfair or discriminatory practices on the part of their employers. This not being an ideal world, such unfair or discriminatory actions can..."
Abstract This paper looks at the Americans with Disabilities Act of 1990 (ADA) that targets discrimination against mentally or physically impaired individuals. The paper discusses the benefits to the disabled worker but notes the disadvantages posed to employers. The paper discusses how affirmative action in the context of the ADA can possibly work if the present ambiguous boundaries are defined.
From the Paper "The Americans with Disabilities Act of 1990 (ADA) is a broad act passed by Congress on January 23, 1990 in response to the pervasiveness of outright discrimination against mentally or physically impaired individuals. Although discrimination with regard to age, sex, religion, ethnic origin, color or race has been observed among individuals and who have been wronged merely by being in one of these categories is prosecutable under current law, it was found that people with disabilities possessed no such legal protection."
Abstract In this paper, the writer points out that women and their status in society are issues more seriously discussed today then ever before, but disabledwomen still have a long struggle to find dominant and powerful positions in different fields, in general, and with respect to their sexuality, in particular. The writer further points out that there are many issues that disabledwomen face but the issue of their sexuality is generally brushed under the carpet as they are stereotyped as asexual. They also suffer abuses because of lack of education or lack of rules and regulation in the institutional facilities. The writer concludes that the role of parent and immediate family is crucial as they should help family members with disabilities develop as normal beings instead of suppressing their sexualities. Further, the writer notes that society should play its role and activists must highlight such issues.
Outline:
Introduction
Human Need
Stereotypes
Research
Women in Institutions
Lack of Sex Education
The Laws & Society
Concept of Self
Conclusions
From the Paper "Sexuality is not just about having or the ability to have physical intercourse but it also about being comfortable with one's own body and feminine side. It is about dressing up nicely, looking good, and admiring others and being admired. These are the basic human needs. Everyone wants to look good and feel god about oneself. Disabled women also have the right to develop a personal style without suppressing their desires and sexuality. They are also complete human beings. Their lives should not dependent on the wait for another meal in a day. We must recognize that just like eating, drinking and breathing, these women have their sexual needs as well which needs an outlet."
Abstract This paper examines key state and federal governmental employment regulations. The paper discusses federal law regarding the prohibition of discriminating against employees on the basis of race, gender, pregnancy, religion, national origin, disability (physical or mental), age or even for anticipated deployment with the reserves or National Guard. In addition, it discusses how some states and cities also forbid discrimination on the basis of sexual orientation, marital status and military discharge status.
Table of Contents:
Federal and State Employment Regulation Law and Employer Affects
Key Legislation Regarding Employment Regulations
Age Discrimination and Black Lung Acts
Equal Employment Opportunity Commission
State Law
Conclusion
From the Paper "In conclusion, these state and federal employment regulations not only govern and control employment regulations, but maintain and protect the rights of employees as well as employers. These laws lay the foundation for retaliation from employers for pursuing claims against honest workers. Therefore, these and many other employment laws are committed to the representation and protection of honest workers who are routinely victimized by their employers who violate wage and hour laws, which costs employees thousands of dollars every year. Why do they do this? Because, they have gotten away with it so far! However, by utilizing state and federal employment regulation laws, this country is on a positive path toward eliminating or significantly reducing employment abuse for both employees and employers through future awareness of knowing the law and fighting for our rights."
Abstract This paper explains that the most important legislation in connection with employment discrimination is Title VII of the Civil Rights Act of 1964, which clearly states that employers cannot discriminate of sex, color, or race. The author points out that, as long as a person is able and willing to work, he or she cannot be discriminated against, provided their skills match the job for which they have applied. The paper reviews six rules, which should be part of every employment evaluation process: consistency, bias suppression, accuracy, correctability, representativeness, and ethicality.
Table of Contents
Definition: Employment Discrimination
Discrimination on the Basis of Sex
Discrimination on the Basis of Race
Age Discrimination
Discrimination on the Basis of Disability Rules of Evaluation
From the Paper "Discrimination on the basis of race is a very old issue and concern. Organizations today try their best to minimize risks of discrimination, on the basis of racial background, but the problem still exists and it plagues our organizational culture in the United States. Racial discrimination is obvious and thus can be easily detected; almost 78 percent of working Americans believe that their employers discriminate on the basis of race. One of my very close friends became victim of reverse discrimination when she was denied a job she deserved on the basis of company's fixed quota for minorities. While Debra is extremely bright and quite a diligent worker, she was denied an entry level job at JC Penny and instead a black woman, slightly older than herself, got that job simply because the company had a policy of hiring as many black employees in a year as whites."
Abstract This paper discusses the Americans with Disabilities Act (ADA) which was passed in 1990 in an attempt to level the field for people with disabilities. It looks at how the Act is considered by many to be the most dramatic piece of legislation in the area of civil rights that has passed the United States Congress in the past 30 years. It analyzes the general provisions of the Act, Title I and its implications as it relates to employee/employer relations, Title II as it relates to government entities and Title III as it relates to businesses--corporate, nonprofits and others. Within the context of the Titles, it focuses on selected cases and instances where the ADA has proven to be vague or has not been successful.
From the Paper "Because the definition of "disabled" is rather unclear, there has been much confusion as to who, exactly, is disabled. In a recent Supreme Court case, Toyota v. Williams, the justices narrowed the definition--to the relief of some, while outraging disabled activists. The justices ruled that a person who had carpal tunnel syndrome (CTS) and wanted to be classified as disabled under the ADA had to prove that the CTS significantly affected "major life" activities, which include daily activities such as brushing teeth, in addition to work. "Sticking closely to the established precedent and the written law, the justices ruled that work itself does not constitute the sum of major life activities" (Sandlund)."
Tags: business, title, employee, employer, relations, civil, rights
Abstract This paper presents a literature review of five studies that reveal an alarming lack of healthcare access in the United States for women with disabilities. The paper explores demographics, financial barriers to access, physical barriers to access and special programs that accommodate these female patients. Limitations and policy recommendations are issued as well. The paper contends that the future for women with disabilities seems hopeful.
Outline
Abstract
Introduction
Methods for Each of the Studies
Source of Information
Main Findings
Demographics
Financial Barriers
Physical Barriers
Specialized Programs
Framework
Conclusion
From the Paper "As baby boomer women age, they find that they need access to the health care system more then ever. Health care practitioners and researchers are coming around to closing the disparity between services offered to men and to women. For example, the editor of the New England Journal of Medicine no longer accepts studies unless male and female populations were studied separately. Previously, women were offered treatment options derived from research done on male physiology. However, the health care system falls short in its distribution of health care to women with disabilities and chronic conditions."
Abstract This paper begins by listing the sections of the "Americans with Disabilities Act." The sections are: Employment, Public Services, Public Accommodations, Telecommunications and Miscellaneous. The paper explores each of these sections briefly and then discusses the history of the movement for equality for disabled Americans. The author discusses the disabilities of U.S. president Franklin D. Roosevelt. The paper also looks into Jerry Lewis's yearly telethons which benefited the Muscular Dystrophy Association, but were associated with a negative influence on the rights of disabled people.
From the Paper "Title I states that a business must provide reasonable accommodations to protect the rights of individuals with disabilities in all aspects of employment, and may include restructuring jobs, changing the layout of workstations, or modifying equipment (ADA). Other aspects may include the application process, hiring, wages, benefits, and all other aspects of employment, as well as highly regulated medical examinations (ADA). Employers cannot ask job applicants about the existence, nature or severity of a disability, however applicants may be asked about their ability to perform specific job functions (Facts). A job offer may be conditioned on the results of a medical examination, yet only if the examination is required for all entering employees in similar jobs (Facts). Medical examinations of employees must be related to the job and consistent with the employer's business needs (Facts). Under Title II, public services, including state and local government instrumentalities, the National Railroad Passenger Corporation, and other commuter authorities, cannot deny services to individuals with disabilities; participation in programs or activities that are available to those without disabilities, and public transportation systems, such as public transit buses, must by accessible to individuals with disabilities (ADA). Title III states that all new construction and modifications must be accessible to individuals with disabilities, and barriers to services must be removed if readily achievable for existing facilities (ADA). Public accommodations include facilities such as restaurants, hotels, grocery stores, retail stores, as well as privately owned transportation systems (ADA). Under Title IV, telecommunications companies offering telephone service to the general public must have telephone relay service to individuals use devices for the deaf, TTYs, or similar devices (ADA). Title V includes a provision that prohibits either coercing or threatening, or retaliating against the disabled or those attempting to aid a disabled person in asserting their rights under the ADA (ADA). "
Abstract The paper explains how important it is to understand the difference between the terms "disability" and "handicap" when assessing individuals with disabilities. The paper further emphasizes the importance of diagnosing disabilities accurately. The paper then goes on to look at how the assessor evaluates the individuals' unique psychological and vocational abilities and determines how their various disabilities impact their vocational capabilities. The paper also discusses how the quantity and quality of client input is important to the assessment process.
Outline:
Issues in Psychological and Vocational Assessment
Types of Disabilities that Impede
Modification to Address Issues
From the Paper "The person assessing the client must have a clear idea of the meaning of the term "disability." Although frequently used interchangeably, "disability," "impairment," and "handicap" all have different meanings. An assessor's perception of the client based on what some people might consider semantics can have a serious affect on that person's ability to accurately evaluate the individual being assessed. In strictest terms, a "disability" is a "physical or mental impairment that a) substantially limits one or more of the major life activities of an individual" (Power, 2000, p. 37)."
Abstract The following paper examines how people with disabilities in America are not being provided with enough special facilities to prevent any kind of discrimination as a result of their handicap. The writer makes reference to examples in education and employment, where discrimination for disabled people still exists.
From the Paper "It is important to mention here that discrimination exists in almost every field and while it is more prevalent in some areas than others, nonetheless the fact remains that most institutions and fields are plagued by cases of discrimination. The most disturbing thing about ADA is not the loophole that exists in its implementation but the public reaction to the cost of providing facilities to disabled people. It is quite unsettling to see that majority of Americans view ADA and such other legislation as a burden on the taxpayers" money. Honestly speaking, whether we admit it or not, the truth is that public's negative reaction to these laws is posing the greatest hurdle in its effective implementation.?
