This paper defines institutional discrimination and explains how it applies to homosexuals in Canada by denying them access to some governmental institutions.
900 words (approx. 3.6 pages), 0 sources, 2006, $ 35.95
Abstract This paper argues that Canadian homosexuals face institutional discrimination. This prejudice upholds stereotypes of gays as well as impacts their ability to have equal rights in a free society. Institutional discrimination as a term is defined and applied to the current situation faced by homosexuals in Canada. The author contends that although overt discrimination against homosexuals is disappearing, institutional discrimination maintains the status quo.
From the Paper "Overt discrimination against homosexuals seems to be disappearing. However, homosexual people in Canada still don't have the same access to institutions that other Canadians do. This would seem to indicate that homosexual Canadians are facing a high degree of institutional discrimination. Institutional discrimination is defined as the policies and or behaviours of an institution that negatively impact subordinate and or minority groups in a society (Pincus 1996: 186). Institutional discrimination of homosexuals is basically used to maintain the dominant status of heterosexuals in Canadian society by excluding homosexuals from these institutions. In order to become full and equal members of Canadian society homosexuals need to be able to be a part of any institution they wish."
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 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."
Abstract The paper discusses the philosophical arguments about 'free will' and 'human agency,' which both focus on the capacity of human beings to act on their own. The paper looks at Marxism with regards to free will and human agency and describes the concept of alienation. The paper discusses the main classes in capitalism; the bourgeoisie and the proletariat. The paper also compares free market capitalism to Marxism and contrasts their approaches to free will and human agency.
Outline:
Marxism and Free Will/ Human Agency
The Alienated Individual
The Individual and His/Her Social Class
Free Market Capitalism and Free Will/ Human Agency
Comparison of Marxism and Free Market Capitalism and Their Views on Free Will or Human Agency
From the Paper "A similar concept is 'human agency'. Human agency states that human beings do in fact make decisions on their own and apply them accordingly to their own situations. Whether by free will or due to some other consequences that drive human beings to act is not the question. What is important is the claim that human beings can be agents of change. They are capable of altering their own conditions. Because people are seen as decision-makers, they are now regarded as under the obligation to think and apply value judgments to the consequences of their actions. Human beings are now to be held responsible for whatever decisions they make. It must be noted that 'human agency' does not merely imply the ability of the individual, rather the capacity of a group of individuals or a collective unity (http://en.wikipedia.org/wiki/Human_agency)."
Abstract This essay discusses how one of the categories of "identity" through which people are discriminated against in society is sexism. This form of discrimination involves judging people according to their gender. This is similar to racism and classism since it is a form of discrimination.
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."
Abstract This essay looks at the discrimination of women in the workplace. It discusses the ways in which gender discrimination is manifested and the reasons why it is still persistent in our society today. Although the status of women in the labor force as well as in society in general has considerably improved in the last hundred years there is still a bias present. The paper presents articles that argue that women are still fighting for equity in pay and are more likely to suffer poverty due to discrimination in the workplace.
A discussion and analysis of the Age Discrimination in Employment Act (ADEA) that was signed by Congress in 1967 as a method of addressing the arbitrary policies that many industries had in the country relating to older workers.
1,800 words (approx. 7.2 pages), 9 sources, 2006, $ 71.95
Abstract This paper presents an overview of the Age Discrimination in Employment Act (ADEA), explaining that it specifically relates to workers of age 40 and older, as Congress believed that this was the age when there was the most evidence of age discrimination. The paper explains that the ADEA directly focuses on a number of issues that affect concerns of age discrimination. These issues include the hiring of employees, the promotion of employees, the salaries of employees and the ability of the company to discharge workers. The paper further explains that the Act discusses the publication of materials for workers that relates to their employment and how these publications may have a direct impact on the interpretation of the ADEA in courts.
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."
Abstract This paper views modern America's social diversity as an asset to business. It also describes the discrimination minority members of this workplace experience. The paper outlines the types of discrimination and the laws protecting the citizens of this society.
From the Paper "With the 21st century workplace ahead of us and a country full of diversity surrounding us, the changing ethnic, racial, age, and gender composition of the workforce will become more evident in the years to come. This modern workplace will bring in a group of diverse employees to accompany tighter labor markets and changing worker demographics. These changes in the modern workplace will have important implications for employers across the country. ?High skills and knowledge are important to American firms competing in a global economy.? (Dresser, 1996) As always, the best measure of a employee or potential employee is skills and knowledge. But we all know that it doesn?t always work that way. And, while the U.S. workforce as a whole has a higher educational level than ever, some problems evolving in the modern workplace are clear; discrimination is part of the problem. All the greater knowledge and skills level the United States is welcoming is coming to employers in all new packages."
This paper examines the topic of situational discrimination, which has come to the forefront post September 11, as well as a case study on this particular subject.
Abstract This paper presents the case study of Nadia Bara, a Middle Eastern Muslim high school student residing in the U.S. This case study was conducted during the post-9/11 period, at a time when America was at war against a particular religious faction - Middle Eastern Muslims. This paper discusses the situational discrimination faced by Bara in school and in her community after September 11, when most Americans viewed Muslims as the enemy. The writer contends that the results of this case study proved that individuals like Nadia and other Muslims have been the victims of a cultural racism and subversive bigotry that can be directly linked to several factors including the media and the film industry. The writer also details why situational discrimination continues to be so commonplace in America.
Table of Contents
Introduction
Overview
Analysis
A Discussion of Any Questions That From This Case Study
Scholarly Work to Substantiate Your Analysis
Conclusion
My Understanding of the Case Study
References
From the Paper "America has long practiced situational discrimination. "The Gulf War intensified anti-Arab hostility in the United States. Before the invasion of Kuwait in 1990, ADC had recorded five anti-Arab hate crimes for the year. Immediately after the invasion, from August 2 1990 until February 2, 1991, ADC recorded 86 incidents." When Americans come under fire, they often turn to racial profiling, discrimination and isolationism as solutions for security and to resolve inherent fears. Ironically, as the case shows, Nadia never really felt different as much as she did after the terrorist attacks. But others have gone through this before. Consider the Japanese Americans, German and Italian American during WWII. Each of these groups or cultures was ostracized by former friends and neighbors. "After a few days, Sugo Ikeda saw clear similarities between Tuesday's terrorist attacks and the aftermath of Pearl Harbor nearly 60 years ago."
Tags: muslim, islam, discrimination, september, 11, terrorism, case, study
Abstract This report discusses age discrimination and its application to faculty. The paper describes the issue, discusses opinions related to the issue, analyzes relevant case law, discusses the implications of age discrimination for leaders in higher education and draws a conclusion.
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 examines several kinds of employment discrimination in the United States. The paper discusses the laws with regards to protecting the rights of workers and providing equal opportunities to all employees. It then goes on to discuss the prevalence of discrimination, particularly against the African-American population and it then offers suggestions for solutions to the problem.
From the Paper "Looking at the state of employment today, it is hard to deny that a problem exists in hiring practices. Go anywhere in the northern United States and you will be sure to find a preponderance of African American faces on construction and clean up crews. In the southern states, African Americans appear to make up the bulk of food service and other "hospitality" industry workers. In almost any state in the Union, African Americans appear to be under-represented in "white collar" professions: doctors, lawyers, and corporate executives. Even on television, African American characters are not as prominent--especially during prime time--except for on the WB network. This is the United States that is supposed to protect its workers. This country has laws intended to provide equal opportunity to all workers, regardless of race, creed, gender, or color."
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."
