Abstract
In this article, the writer discusses that approximately 30,000 women are forced from their jobs due to pregnancy discrimination in the workplace. The writer points out that employers often discriminate because they fear that the woman may not return after medical leave. Further, the writer discusses that the scale of women pregnant in the workplace seems to be small compared to the spatial scale of American workers, yet more and more cases of discrimination is being brought against companies in the United States.

From the Paper
"Approximately 30,000 women are forced from their jobs due to pregnancy discrimination in the workplace. Often managers and others believe that "pregnant women" are potential problems because they will miss work due to absenteeism or they may decide to stay at home with their infants after receiving benefits of paid medical leave. The scale of women pregnant in the workplace seems to be small compared to the spatial scale of American workers, yet more and more cases of discrimination is being brought against companies in the United States."

Tags:pregnancy, discrimination, law

Abstract
The paper states that, under Title VII laws in the US, it is illegal to discriminate against individuals based on color or race. The paper then explains that discrimination often falls under two categories, including disparate treatment or "disparate acts" and then goes on to discuss the difference between these two categories. Next, the paper discusses a case involving disparate treatment and explains why the employer in the case should be held liable for discrimination. The paper cites several case studies supporting this conclusion.

From the Paper
"The more easily defined of the two is "disparate treatment" (Greenberg, 2002) because it involves outright discrimination against the employee, such as not hiring someone because they are of a particular race. "Disparate impact" is less easily distinguished, but typically involves a policy whether written or unwritten in a company whereby someone may be excluded from certain positions or availabilities, even though the policy may not have been intentionally designed to accomplish this (Greenberg, 2002; Harris, Henderson & William, 2005). The case described for this paper involves the question of "disparate treatment", with Doe arguing the company manager Bigot treated him harshly and in a discriminatory manner. When he reported his discomfort to the appropriate entities within the corporation, they did not respond to his complaints, but rather suggested it was just "the way" Bigot acted with new employees. Even if this were true, it is likely a court would rule in favor of Doe, the employee, because the statements made by his manager were related to his race or orientation, and because they affected Doe in a negative manner. The company should be held liable because no one took action to correct or investigation the employee's complaint."

Tags:racial, discrimination, racial, harassment

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 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."

Tags:title, gender, race, age, disability

Abstract
This paper analyzes age discrimination, keeping in view employment laws. It discusses the reasons behind age discrimination and what has been done to curtail it. The paper explains how age discrimination lawsuits are particularly damaging to employers. It shows how discrimination may cost an employer a lot of money to discriminate on the basis of age. The Age Discrimination in Employment Act of 1967 protects older workers or job applicants against ageism. The paper concludes that since there is value in older workers, there is no need to hurt them by excluding them from the workforce.

Abstract
This paper discusses the meaning of corporate racial discrimination, its consequences, the response of the firms that are allegedly practicing it and the methods of fostering corporate diversity. Racial discrimination is referred to any set of actions that discriminate on the basis of race, color, cast or creed. It shows how in the corporate world, racial discrimination can take the form of categorizing employees, customers and suppliers on the basis of their race, cast, color, or creed by treating them in a relatively negative way as compared to other races. It explains racial discrimination through the example of two different companies, Denny's, a food service chain in the United States ,and Texaco Inc. regarding their treatment of minority workers and the consequences of the allegations of their action.

From the Paper
"In 1993, six US Secret Service agents who happened to be African-Americans went to Denny's for breakfast. After waiting for a considerable period of time and complaining to the manager, when they still did not get served, they filed a class-action race-discrimination lawsuit against Denny's. Not only did the management at Denny's had to respond to this lawsuit but they were further forced to deal with the myriad complaints and lawsuits that followed this event. As a consequence of racial discrimination that was being practiced at Denny's, the firm had to pay $54 million to 294,000 discriminated customers and their lawyers (Abes et.al, 2000). Furthermore, Denny's was obliged into signing a decree with the US Justice Department where the firm agreed to publicize non-discriminatory policies and retrain existing employees about the same. Moreover the firm's outlets came under the constant supervision of the Justice Department, for the following seven years, where they would be judged continually for any evidence of racial discrimination."

Tags:race, creed, color, dennys, texaco, african, americans

Abstract
The paper reveals that Wall Street companies are infamous for their differentiated treatment of women, an example being the Morgan Stanley employee who was fired after 25 years of hard work. The paper discusses how employers may discriminate in the interests of cost efficiency but they may end up absorbing more losses from settling lawsuits and repairing a damaged reputation. The paper therefore shows how discrimination has negative implications for both employee and employer and highlights the importance of diversity in an organization's success.

Outline:
Abstract
Sex Discrimination and Cost Efficiency
The Non-Inclusive Organization
Diversity as a Force of Change
Conclusions

From the Paper
"As society continues to grow and evolve, so do the negative aspects of every day life. The business community is becoming a more and more common target of various lawsuits due to the improper treatment of their staff. Such situations mostly occur based on the unequal treatment of genders, basically the unfair treatment applied to women, situations with often materialize in sexual discrimination lawsuits. "Under the 1975 Sex Discrimination Act it's unlawful for an employer to discriminate against you because of your sex or because you are married. It's also unlawful to discriminate against you because you've had, are having or intend to have, gender reassignment. This means someone, supervised by a doctor, who changes their gender." Lawsuits based on sex discrimination are becoming increasingly common within the entire business community, but the Wall Street companies are extremely infamous for their differentiated treatment of women."

Tags:gender, lawsuits, reputation, diversity

Abstract
The paper discusses the argument that Title IX, the law about gender equality, has caused reverse discrimination for males in sports. The paper looks at the argument that Title IX has helped bring more funding to women, but has hurt men immensely and has failed to generate any substantial amount of interest in women's sports. The paper explores the research and concludes that Title IX has not led to reverse discrimination. The paper shows how Title IX was not created and enforced to discriminate against men, but rather to provide opportunities for women.

Outline:
Introduction
Progress
Effects
Blame game
The Numbers
Cases
Conclusion

From the Paper
"The term Title IX has been thrown around a lot these past few years, however a new question has arisen: Has Title IX led to reverse discrimination in American universities? Title IX is known as a living, breathing law as it has faced over 20 proposed changes. Considering the numerous times the law has been challenged and subjected to reviews, it is hard to understand why anyone would want to change the nation's definition of equality. Since Title IX of the Education Amendments of 1972 was passed, the United States has gone through serious changes in the classroom and on the playing field. According to Merriam-Webster Dictionary, reverse discrimination is stated as, "discrimination against males (as in employment or education)". Title IX was undoubtedly the savior of women's rights. However, in recent years, Title IX has become the subject of reverse discrimination and has even led national associations to file lawsuits based on the losses of male athletes."

Tags:scholarships, funding, teams, sports, athletics, rights, equality

Abstract
The paper discusses how the nation's legislatures have made it illegal to intentionally discriminate against anyone based on his or her age. The paper examines the case of Gerald Woythal who filed a suit alleging age discrimination. The paper explains that while Woythal failed to prove his case, this lawsuit highlights several things his company should have done to prevent liability. The paper discusses the importance of documenting conversations, not making statements that can be construed as discriminatory and seeking legal counsel any time there are doubts about an upcoming action or decision to be made.

Outline:
Introduction
The Case
The Issues
Analysis
Decision
Conclusion

From the Paper
"Advances in medical science have made it possible to live longer than ever before. This increase in life span has also increased the number of years that many people choose to work. There are many benefits to working including personal fulfillment, additional income and social opportunities that would otherwise be missed. But what happens when a company decides an employee is to old to be productive? What happens when the company realizes that it can lay off an older worker and bring in two younger workers for the same price? These are issues being faced across the nation on a frequent basis by an aging workforce."

Tags:Gerald, Woythal, documentation, legal, counsel

Abstract
This thesis examines the reasons why blacks live in housing inferior to their white counterparts in the state of Maryland. The paper starts by giving a historical legal analysis, covering discrimination in housing from the late 1800s to today. The paper then discusses the numerous methods used to discriminate against African-Americans. The author looks at issues such as restrictive covenants, residential segregation ordinances, red lining and other real estate practices and the various forms of intimidation. The author looks at the impact of federal laws, and discusses the fact that the laws enacted by the U.S. government are not enough to rectify the housing situation of African-Americans living in Maryland.

From the Paper
"Corresponding to whites, blacks are more prone to have a lesser rate of home possession and to reside overfull, older, segregated, meager quality housing in essential cities of Maryland. So as to locate homes comparable to those of whites, blacks have got to recompense more and need to prevail over obstacles of either restrained or direct forms of racial prejudice. Statistics show that even today, in the State of Maryland, access to passable housing takes place along a color scale. Asians, for instance, have enhanced access to passable housing than other racial minorities, after that Hispanics and thereafter, American Indians. Blacks, generally, have not as much access to passable housing than other racial minorities in America, and black female-headed households have the least amount of access amongst all the minority groups."

Tags:segregation, racial, housing, maryland