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The Equal Employment Opportunity Commission, 2002.
Assesses the pros and cons of the Equal Employment Opportunity Commission with regard to minority employees.
2,900 words (approx. 11.6 pages), 12 sources, $ 106.95
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Abstract
There is little doubt in the minds of impartial historians and social critics as to the successes of the Equal Employment Opportunity Commission (EEOC), However, the EEOC has arguably outlived its usefulness in its current incarnation and needs to be restructured to better fit the changing times. This paper briefly examines some of the benefits of the EEOC and some of its problems to provide the reader with a better understanding of the current form of the EEOC.
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Equal Employment Opportunity in the United States, 2002.
Discusses affirmative action (AA), equal employment opportunity (EEO)and the hiring process in America.
1,755 words (approx. 7.0 pages), 10 sources, MLA, $ 56.95
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Abstract
Affirmative action (AA) refers to the social practice in which members of historically disadvantaged groups are given preferential treatment in an attempt by the United States to compensate for any harm that was caused to their ancestors in the past. The paper shows that equal employment opportunity strictly prohibits employment discrimination and its main purpose is to eliminate any form of bias in the hiring process or the workplace. The paper examines the requirements for AA/EEO and shows arguments for and against these policies. It also examines the effectiveness of AA/EEO requirements and ultimately argues that these requirements have ensured that the majority of businesses do not practice unfair employment practices in the United States.
From the Paper
"Opponents of affirmative action believe that it is actually reversed discrimination in the workplace. However, a recent study by Rutgers University law school revealed that only a few dozen cases of reverse discrimination were reported in federal courts over a four-year period (Wilson, 1995) and the courts rejected most. Opponents also say that affirmative action policies also lead to lower hiring standards.
Affirmative action does not require quotas. In areas where minorities or women are underutilized, hiring or promotional goals are established, but quotas do not result in reverse discrimination."
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Equal Employment Opportunity, 2005.
Examines age discrimination as a form of unfair treatment in the American workforce.
1,590 words (approx. 6.4 pages), 5 sources, APA, $ 52.95
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Abstract
When most Americans think of the term Equal Employment Opportunity, they think about racial discrimination. However, as the Baby Boom generation, the largest generation in American history, gets older, age discrimination is likely to become a larger and larger factor in the discrimination lexicon. This paper shows that more and more equal employment opportunity lawsuits are likely to be initiated because older workers think they have not gotten fair treatment by their employers. In order to assess the current status of both public and legal thinking regarding age discrimination as an equal employment opportunity issue at present, a number of these publications are researched in this paper for recent events and cases regarding age discrimination.
From the Paper
"In denying the charges, Belk claimed that the changes were meant to consolidate operations from five division offices in the Southeast to the Charlotte headquarters (Dyer 2003). While that may make good business sense, it might also raise a red flag with observers, as most of the jobs in question where high-level jobs in the divisions which might be assumed to carry not only sizeable salaries, but would also be performed, in many cases, by older workers who were approaching retirement and would therefore be eligible for pensions. The attorney representing the employees noted "Many times in these kind of cases, the older employees who were making more money and bigger pensions are the first ones to go...You can't just decide to get rid of all of these old people just because they're making a lot of money." (Quoted by Dyer 2003)"
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Equal Employment Opportunity, 2005.
Examines the EEO within the context of major laws and human resources management.
2,065 words (approx. 8.3 pages), 7 sources, MLA, $ 65.95
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Abstract
This paper examines the history of equal employment opportunity and how it impacts human resource management today. Human resources managers must be aware of the how the EEO laws affect employees, potential employees, and retiring employees. This is because these eight Equal Employment Opportunity laws impact several areas of human resources management, including compensation, employee selection, opportunities for training and promotion, performance appraisal, and retirement.
From the Paper
"Another area of human resource management concerned with EEO laws is the area of promotion and job training opportunities. The Age Discrimination Act of 1967 is one law that targets 20% of all discrimination charges, which happen to fall into the category of age related discrimination. Age related discrimination tends to occur often when decisions are being made about additional job training, funding for continuing education, and downsizing through "early retirement" programs (Bohlander, 56). Other elderly people are looked over for hire or promotion because they are considered too old and un-hip to promote. Casual remarks that express ageist attitudes can easily be used to build cases of discrimination based on age (Bohlander, 56)."
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Equal Employment Opportunity Commission, 2003.
A review of the history and scope of the EEOC.
1,150 words (approx. 4.6 pages), 5 sources, APA, $ 39.95
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Abstract
This paper presents a review of the history and scope of the EEOC (Equal Employment Opportunity Commission). It describes the founding and particular functions of this federal agency to ensure that all Americans have equal opportunity in the American workplace. It looks at how the EEOC operates to try to prevent workplace discrimination.
From the Paper
"The Equal Employment Opportunity Commission Discrimination in and of itself is not a harmful action. For example people discriminate all the time when they choose one particular restaurant over another or one movie over another. Such discrimination is based on.."
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Equal Employment Opportunity Act, 2002.
A discussion of inequalities in the work place and discrimination against women and the over fifties.
2,126 words (approx. 8.5 pages), 6 sources, MLA, $ 66.95
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Abstract
This paper examines how America, one of the wealthiest and most powerful countries in the world, has not achieved equal opportunities for certain groups of people and how discrimination still exists at all levels. It focuses on the Equal Opportunity Employment Act (EEO) as it relates to women and people over the age of fifty. It discusses how the EEO act should be applied and enforced by employers and looks at methods in which human resources professionals should structure their EEO Policy in accordance with the law. Proper implementation of EEO regulations will help to ensure a diverse work force, which can lead to increased competitiveness, innovation and a spark in thought leadership which is unarguably a necessity in today?s global marketplace.
From the Paper
"Women make roughly seventy-six cents for every dollar a man earns. Relatevely women are worse off than men in terms of unemployment, education and occupational distribution despite laws such as the EEO that seek to eradicate such disparities. Research reveals that men represent ninety-five percent of senior level executiives among the top one thousand publicly held firms. Yet, women comprise of half the population and more women than men are recievng collegiate degrees. Why are women still unable to break through the glass ceiling? Gender discrimination in the workplace has been attributed to gender-role socialization, personal values and prejudices and differential education and training."
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Equal Employment Opportunities, 2004.
An analysis of affirmative action efforts in the military and civilian workforce in the United States.
1,212 words (approx. 4.8 pages), 3 sources, MLA, $ 41.95
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Abstract
This paper discusses the many inequalities that have been rampant among the Department of Defense (DOD) and other associated military agencies regarding employment opportunities. The paper contends that the DOD is currently working together with multiple agencies in order to establish affirmative action oriented recruitment, retaining and promotions programs that will specifically attract minority and disabled candidates, in an attempt to eliminate the discrepancies that currently exist with regard to representation.
Outline
Introduction
Analysis of DOD and Civilian Workforce Initiatives
Changes in Recruitment and Retention Strategies
Conclusions
From the Paper
"The Department of Defense issued a directive in 1987 with the intent of establishing a Civilian Equal Employment Opportunity Program, whose initiatives included affirmative action that was consistent with guidelines set forth by the EEOC and Office of Personnel Management (DOD, 2003). The directive also established special emphasis employment programs for the following groups: women, Hispanics, people with disabilities, people of Asian/Pacific Island descent, Indian/Alaskan Natives and an African American employment program. The directive was instituted in part to help recognize a need for equal opportunity programs and affirmative action programs as "essential elements of readiness that are vital to the accomplishment of the DOD national security mission" (DOD, 2003). "
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How Equal is Equal Employment Opportunity?, 2002.
A paper which looks at women over the age of 50 in the workforce.
1,505 words (approx. 6.0 pages), 6 sources, MLA, $ 49.95
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Abstract
This paper addresses inequalities in the workplace, specifically as they affect women and persons over age fifty. The paper discusses how the Equal Opportunity Employment Act should be applied and enforced by employers, as well as methods in which human resources professionals should structure their EEO Policy in accordance with the law.
From the Paper
"America, one of the wealthiest and most powerful countries in the world, foremost in the fight for freedom, justice and equal rights of all people, still has not achieved equal opportunities for certain groups of people on our own home land. Workplace discrimination has prevented certain groups of people from attaining jobs, which they were otherwise qualified for, but were denied on the basis of race, gender, age, ethnicity, religion or disability. Age discrimination is one of the least discussed topics of discrimination; however, it still remains a widely practiced phenomenon."
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The Laws of Equal Employment, 2004.
An overview of equal employment opportunities and the anti-discrimination laws.
6,338 words (approx. 25.4 pages), 12 sources, MLA, $ 147.95
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Abstract
This paper studies the rules and regulations presented to the people by the area of law that provides anti-discriminatory laws, thereby offering equal employment opportunities to all the people entering and wanting to be the part of the corporate world. The second part of the paper applies this knowledge and the information given in the first part of the paper to a problem or an issue faced in an organizational setting.
Outline
Part One: Equal Employment Opportunity and Anti-Discriminatory Laws
Title VII of the Civil Rights Act of 1964
All About Religious Discrimination
All About Race-Color Discrimination
All About Pregnancy Discrimination
All About National Origin Discrimination
The Age Discrimination in Employment Act of 1967
The Equal Pay Act of 1963 (EPA)
Employment Non-Discrimination Act (ENDA)
Employment Discrimination Against Gays and Lesbians
The Civil Rights Act of 1991
The American With Disabilities Act
Part Two: Review of An Organizational Problem Based on Race/Color Employment Discrimination
From the Paper
"Law offers equal opportunity in employment to all the citizens worldwide with the aid of Equal Employment Opportunity Commission. This is done because the people of the world particularly those that constituted the under privileged lot felt a strong need to speak up their minds and raise their opinions against the discrimination that is prevalent in varied forms at different levels of the society. Thus in order to curb the problem of discrimination in the employment sector, the Equal Employment Opportunity Commission abbreviated as EEOC came into existence under Title VII of the Civil Rights Act of 1964 and started functioning on July 2, 1965 (U.S. EEOC: An Overview, Office of Communications and Legislative Affairs, 1998). Thus, with the aid of the drafting and implementation of several anti-discriminatory laws, the Equal Employment Opportunity Commission provides its citizens with the employment opportunity that strictly forbids discrimination at all grounds and on all basis and in any form."
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Employment Equality, 2005.
A debate over affirmative action programs versus equal employment opportunity programs to promote employment equality.
2,250 words (approx. 9.0 pages), 10 sources, $ 89.95
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Abstract
This paper discusses employment equality, which has a topic of debate for generations. Over the course of the last four decades, the civil rights movement, in America, has brought two types of programs into place to help bring about this equality. Affirmative action and equal employment opportunity programs have the same end goal, employment equality, yet use very different means to get there. Following is a discussion regarding both types of programs, their advantages and disadvantages, and their effectiveness and usage.
From the Paper
"Affirmative Action Programs Versus Equal Employment Opportunity Programs Introduction: Origins, General Description, Theories, Concepts, and Practices of Affirmative Action Programs: Affirmative action programs were established to provide positive employment opportunities for people of a minority group, who are traditionally thought of as being discriminated against. In fact, in Great Britain, these types of programs are known as 'positive discrimination' noting the favoritism of certain groups who have, in the past, been discriminated against."
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Equal Rights, Equal Obligations, Equal Opportunities, 2000.
This essay discusses women in the military and the law.
1,425 words (approx. 5.7 pages), 1 source, $ 47.95
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Abstract
This paper discusses the legal basis of the situation of women in the military, and relevant court cases such as Hoyt v. Florida, Taylor v. Louisiana, US vs. St. Clair, Rostker v. Goldberg, Craig v. Boren, and Schlesinger vs. Ballard. Discusses myths and truths regarding women and military service. Argues for equal rights, equal obligations, and equal opportunities within military and civilian spheres.
From the paper:
"Men and women are treated unequally in regards to military service. Men are required to register for the Selective Service when they turn 18, while women are exempt. While women are allowed to perform most jobs in the military, they are still restricted from some combat roles. This gender inequality stems from antiquated notions of female weakness and domesticity, which have no legal validity in our society today. Furthermore, limiting women?s roles in the military violates women?s rights to be full and equal citizens of the United States, with all the privileges, obligations, and duties that carries with it."
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Women's Employment Equality, 2007.
A review of Annis May Timpson's "Driven Apart: Women's Employment Equality and Child Care in Canadian Public Policy".
1,434 words (approx. 5.7 pages), 1 source, MLA, $ 47.95
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Abstract
This paper examines Annis May Timpson's "Driven Apart: Women's Employment Equality and Child Care in Canadian Public Policy". The paper discusses how Timpson explores how the demands of the Canadian women's movement for greater employment equality in the last decades of the 20th century manifested themselves in public policy initiatives. The paper provides a review of Timpson's work from the point of view of the writer.
From the Paper
"This passage is important as it reveals how the development and implementation of public policy is shaped by political realities more so than ideological ones in the Canadian context. It is also interesting to note how MacDonald cites the need to gain the support of "women's groups" and not "women" in general in her observation. Clearly, she - and presumably her government - recognized the role of social organizations such as women's groups (what would today be termed "civil society" organizations) as participants in the shaping of public policy and, in a purely political way, in the aggregation of political support for a particular government."
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Affirmative Action/Equal Opportunity, 2005.
Study of the evolution of the Affirmative Action and Equal Opportunity Acts.
5,956 words (approx. 23.8 pages), 18 sources, APA, $ 141.95
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Abstract
This paper traces the history, origins and evolution of the Affirmative Action and Equal Opportunity Acts as well as the opposition to such laws. The paper also looks at which agencies enforce and control the Affirmative Action and Equal Opportunity Acts and how they are enforced. Furthermore, the paper examines both affirmative action and equal opportunity litigation, the outcomes of the litigation and the repercussions of those outcomes. Finally, the paper discusses the effects of the Affirmative Action and Equal Opportunity Acts on America and how minorities feel when they receive unequal treatment.
From the Paper
"The policies of affirmative action aiming at assisting the black Americans are of recent origin. The policies have sought its origin to varied sources like legal structure, executive instructions, and court rulings. It was during the last three decades that these policies were being developed and they have become debatable as well. (Legal History) During the last three decades of the nineteenth century, a large number of African-Americans officiated in important public posts inclusive of two senators and 20 members in the House. However withdrawal of sustenance for reconstruction by the federal government in the late nineteenth century, the benefits extended to African Americans were wiped out and substituted by a system of legal segregation such as that of Latinos, Asians, and Native Americans. (Affirmative Action: Background)"
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Equal Opportunity in the Workplace, 2008.
Looks at equal labor opportunities as part of the Civil Rights Movement.
970 words (approx. 3.9 pages), 6 sources, APA, $ 34.95
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Abstract
This paper explains that the Civil Rights Movements of the 1960s aimed for the realization of constitutional provisions for equality, especially the establishment of equal labor opportunities, which allow minorities to become economically and socially mobile. The paper discusses strategies used to promote awareness of the issue of labor equality and how it developed with the Civil Rights Movements of the 1960s. The paper also identifies issues that remain a concern and how they can be addressed. In addition, the paper includes a prospectus to determine the developing issues for the 21st century. An annotated bibliography is included with the paper.
Table of Contents:
Introduction
Awareness of the Issue
From the 1960s to 2006
Unresolved Issues
Changes in Approach
Conclusion
From the Paper
"By the 1990s, advocates, such as Redwood (1996), point out that though there has been progress in promoting equal work opportunity, much of it has been reserved for men. She even argues that women from minority or cultural groups are doubly disadvantaged, with gender being the more major concern. Morella (2007) points out that even within these discriminated groups, there is even further discrimination because of gender, race of national origin. Because of the lack of opportunities given to minority groups, whatever opportunities are afforded them is severely competed for."
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The "Equal Opportunity" Classroom, 2002.
A look at the theory that children can benefit from learning in a multiculutal environment.
2,400 words (approx. 9.6 pages), 3 sources, $ 89.95
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Abstract
This paper applies Montessori's theories of child education to the concept of equal opportunities for all children, and why children would likely benefit from being exposed to inescapable differences among their peers. These theories are supported through investigating the introduction of children with differences into the classroom via two- way bilingual education training and why this type of educational method has benefits for all students within a given classroom environment.
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