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Positive Discrimination and Racism, 2007.
A discussion regarding whether positive discrimination (affirmative action) is essential in order to eradicate racism and discrimination against Asians and Blacks.
5,512 words (approx. 22.0 pages), 27 sources, MLA, $ 134.95
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Abstract
This research paper explores affirmative action policies and makes the case that the adoption of affirmative action policies would defeat the original intent of racial discrimination laws. The paper supports the position that affirmative action is a bad idea and that it has the potential to reverse the progress made in regards to ending discrimination against blacks and Asians in the UK.
Outline:
The Controversy
Affirmative Action in the UK
The Effects of Affirmative Action in the United States
Affirmative Action in India and Brazil
Heart of the Problem
Solutions
From the Paper
"However, that is not to say that quotas do not have their place. Areas that are apparently "white" dominated need to be aware of the situation so that they can make a conscious effort to correct the situation. However, instead of being mandated and threatened with economic sanctions, partnering efforts between the private sector and government need to be initiated that specifically address the problem. Partnership between business and government is the key to the solution, not shifting all of the burden to the private sector. The manner in which the current proposal is written shifts the lion's share of responsibility from the government to the private sector. This type of blaming and shirking of responsibility will place an undue burden on the private sector that could have the effect of stunting economic growth. Business and government need to see affirmative action as a partnership rather than a mandate. "
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Fighting Discrimination with a Positive Attitude, 2003.
Discusses how several African-American authors face the issue of racism with a positive attitude.
982 words (approx. 3.9 pages), 0 sources, $ 34.95
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Abstract
People react to discrimination in different ways. Some let it discourage them, some run away form it, and others hate it so much that they become bigots themselves. There are, however, positive ways of reacting to discrimination. Discrimination can motivate people to survive and become successful so that they can try to prevent it in the future. This paper explores works by Langston Hughes, Brent Staples, Richard Wright, and Alice Walker, authors of short stories concerning different African-American characters facing issues of race and discrimination. The paper shows that, by reading their stories, one gets a clear understanding that when faced with discrimination, it is best to keep a positive attitude rather than a negative one. In these stories, the characters that do keep a positive, more realistic attitude toward racial issues and discrimination tend to turn out more successful, mentally, than the characters that react to these issues negatively. Works analyzed include, ?One Friday Morning? (Langston Hughes), ?Black Men and Public Space? (Brent Staples), and "Everyday Use" by Alice Walker.
From the Paper
"Brent Staples? reaction to discrimination and racial profiling is what gives him a better attitude and outcome. In ?Black Men and Public Space?, Staples discusses how he is a victim of these every day. Walking down the street at night, white people, especially women, would quickly walk away form his direction. In subways, white people would sit nervously as if waiting for him to attack. Even merchants in retail stores would give mean glares when he entered their store. Staples describes feeling ?surprised, embarrassed and dismayed, all at once?. This sort of environment could quickly erode a person?s spirit. In his situation, most would become angry and resentful. Staples, however, realizes that he cannot allow this to happen."
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The Process of Systemic Discrimination in Society, 2002.
Explains how sexism is a form of discrimination just as are racism and classism.
1,650 words (approx. 6.6 pages), 6 sources, $ 62.95
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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.
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Discrimination Against African Americans, 2002.
An overview of the history of discrimination and racism against African Americans.
5,150 words (approx. 20.6 pages), 11 sources, $ 187.95
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Abstract
This paper will address the issues and concepts that surround discrimination against African Americans throughout history. However, the conclusion is made that, while there is some support for the widely held notion that ethnic and racial inequality is slowly diminishing in the U.S., a more substantial body of evidence suggests that there really is not much to be applauded. This paper will look at the first African Americans, the Pullman Porters, African Americans that have actively participated in American military service and a look at the present-day demographic and occupational situation experienced by many African Americans.
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Discrimination and Affirmative Action in Business, 2005.
This paper discusses the problem of discrimination and racism within the education system and with regards to the business world.
2,250 words (approx. 9.0 pages), 5 sources, $ 89.95
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Abstract
In this paper, the writer discusses that the standards of IQ testing that have distorted the idea of intelligence are not a basis for determining the cognitive genetic disposition of minorities. The writer notes that the problem of IQ testing seeks to diminish the issues surrounding ignorance, which essentially depict a class and cultural racism within a white hegemonic business and educational forum. Further, the writer discusses that through this stereotypically generated racial ignorance in testing results within an educational criterion, the minorities are at distinct advantage to become students in schools that will enable them to attain high paying positions within the corporate business world.
From the Paper
"This race study seeks to understand the premise of educational and social distribution, which reflects the need for stronger Affirmative Actions policy within the business world. By actively defining the issues surrounding IQ testing that degrade minority groups in class structures, the premise of discrimination becomes an issue of educational policy that limits minority participation in high paying managerial jobs. Also, the factors of discrimination through a social economic perspective, relates the problem of groups and limitations placed on minorities due to racism."
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Racial Discrimination in the Canadian Workplace, 2004.
Looks at the problem of racism and discrimination in Canada.
3,754 words (approx. 15.0 pages), 7 sources, MLA, $ 103.95
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Abstract
This paper examines the issue of racism in Canada. The paper points out that, contrary to popular belief, minorities in Canada do suffer from racism; this is most notable in the workplace. The paper argues that the problem of racism in Canada is deeper than meets the eye and that the Aboriginal peoples experience the greatest amount of racism. Three separate studies on racism in the workplace and the results of these studies are summarized and analyzed. The paper concludes by noting that all three studies indicate that racism is more often directed toward minorities of color than other minorities.
From the Paper
"Since it is regarded, in Canada?s very polite social mores, to talk much about money, it is not surprising that few know that ?Foreign-born visible minorities earned, on average, 78 cents for every dollar earned by a foreign-born white Canadian.? (CRR Web site, 2001) The nation is so polite, in fact, that only 7 percent of respondents to a recent questionnaire for a Statistics Canada survey reported experiencing discrimination or unfair treatment ?because of their ethno-cultural characteristics in the past five years.? (Keung, 2003) Among visible minority groups, however, 20 percent of those 15 and older said they had been victims of racism, an the more visible the group, the more likely they were to report instances of racism, with nearly one-third of blacks, 21 percent of South Asians, and 18 percent of Chinese reporting racial incidents."
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Labor Market Discrimination, 2002.
This paper discusses various types of discrimination in the labor market, especially discrimination against women.
2,810 words (approx. 11.2 pages), 11 sources, MLA, $ 83.95
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Abstract
This paper defines discrimination as an insidious factor, which prevents one or more individuals from getting the same treatment, remuneration, and opportunities that others who belong to the same category, with the same qualifications, the same abilities and capabilities get from a business enterprise, whether private or government-owned. The author points out that, in corporate discussions, men have a tendency to interrupt women and to decide on the agenda more than women interrupt men or decide on discussion topics; women?s interruptions are seen as violations of norms of subservient behavior; whereas, men?s interruptions are encouraged. The paper relates that gender discrimination is illegal according to the Title VII of the Civil Rights Act of 1964, as amended, which covers employers with 15 or more full-time or part-time employers and prohibits discrimination in hiring, firing and other conditions of employment on the basis of race, color, religion, sex or national origin.
Table of Contents
Introduction: Types of Discrimination in the Labor Market
Wage Discrimination
Occupational Discrimination
Human Capital Discrimination
Case Study: Discrimination Cases Against Wal-Mart
Gender Discrimination - Definition
How Gender Bias Influences the Wages of Women
Wage Disparity
Illegality of Pay Discrimination
Economic Disparities by Gender, Race, and Ethnicity
Women?s Working Conditions
Glass Ceiling
Sexual harassment
Impact of Gender Discrimination ? Gender and Production Possibilities
Solutions:
Government Acts ? Civil Rights Acts Affirmative Action
Conclusion
From the Paper
"Wal-Mart, the biggest supermarket in the United States has had its fair share of lawsuits involving racial discrimination, sexual harassment, age discrimination and other employment problems. The costliest is a class suit, which, if won by the accusers, could result in Wal-Mart paying hundreds of millions of dollars in damages to some 700,000 women workers. The women hope to be able to ?shatter the largest glass ceiling, at Wal-Mart,? dismantle procedures and practices and allow women workers better options at work."
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Discrimination in the Modern Workplace, 2001.
This paper takes a look at the issue of discrimination of employees in a workplace. It defines what discrimination is and examines different forms of discrimination.
1,400 words (approx. 5.6 pages), 7 sources, MLA, $ 46.95
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Abstract
The writer of this paper addresses this sensitive issue which has come to light more due to the globalization of many companies. The paper examines different forms of discrimination such as race, sex, national origin, religion, age and disability. It also looks at manners in which one can be discriminated against.
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."
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Effects of Racial Discrimination, 2005.
This paper studies effects of racial discrimination in the United States and makes suggestions for the reduction of racism.
675 words (approx. 2.7 pages), 4 sources, $ 26.95
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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."
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Discrimination in the Workplace, 2007.
A discussion on discrimination against homosexuals in the workplace.
1,907 words (approx. 7.6 pages), 6 sources, APA, $ 60.95
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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)."
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Discrimination in the Workplace, 2006.
This in-depth paper analyzes the issue of discrimination in the workplace, while supplying a comprehensive evaluation to key issues relevant to this topic.
3,067 words (approx. 12.3 pages), 7 sources, MLA, $ 89.95
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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."
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Employment Discrimination, 2004.
This paper defines ?employment discrimination? and identifies the sections of the society most likely to become its victims.
1,305 words (approx. 5.2 pages), 4 sources, APA, $ 44.95
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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."
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Beauty and Discrimination in Modern Society, 2002.
A discussion on how beauty discrimination is similar to racial or sexual discrimination.
1,400 words (approx. 5.6 pages), 2 sources, $ 53.95
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Abstract
This essay will argue that such discrimination is logically analogous to racial or sexual discrimination. However, this discrimination becomes morally justifiable if we acknowledge that human relations are also generally economic relations.
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Obesity and Discrimination, 2002.
A discussion of weight-based discrimination and harassment.
4,879 words (approx. 19.5 pages), 20 sources, MLA, $ 124.95
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Abstract
This paper looks at how bias against overweight and obese individuals is perhaps the last form of acceptable discrimination. It shows how overweight people are subject to both subtle and blatant forms of discrimination, from childhood to adulthood and how discrimination occurs in family, social and professional situations as well. It takes an interdisciplinary approach to the issue of obesity and discrimination, drawing on diverse literature from fields including psychology, law, pediatrics and economics. The extent of discrimination is explored through a critical survey and integration of current research on the social and professional effects of obesity.
Outline
Introduction
Definition of Terms
Statistics on the Overweight and Obese
Effects of Weight-based Discrimination
Reasons Behind the Discrimination
Advocacy for the Overweight and Obese
Conclusion
From the Paper
"Roehling (1999) believes that most weight-based discrimination stems from the fact that we "tend to blame overweight people for their condition." Discrimination based on weight is seen as more acceptable because, unlike race or gender, people see bodyweight as a choice, not an immutable characteristic (Roehling 2002). This argument stems from the misconception that obesity is a voluntary condition, that overweight people could lose weight simply if they stopped eating and shored up their willpower (Solovay 2000). However, research has since shown that this is not true, and that obesity is caused by a variety of genetic, psychological, physiological and even environmental factors. These could include a deficiency in leptin hormones and the "thrifty gene." In fact, trying to lose weight is often accompanied by significant health risks (Roehling 2002)."
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Henry and Ginzberg's "Racial Discrimination in Employment", 2007.
This paper reviews the methodology of a research project by Frances Henry and Effie Ginzberg entitled "Racial Discrimination in Employment", which asserts that at least in the 1990s, racism was a staple of the Toronto job market.
1,750 words (approx. 7.0 pages), 1 source, MLA, $ 56.95
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Abstract
This paper explains that Frances Henry and Effie Ginzberg's research revealed the apparent bias of the authors as well as their willingness to predicate their research based on their questionable methodology that was only "quasi-experimental" in nature. The author points out his or her critical concern about Henry and Ginzberg's definition of discrimination and whether or not they are being unjustly harsh in their assessment of many common employment practices. The paper relates that, nonetheless, there are strengths in the article such as having black testers and white testers apply for the same position and go to the same place to be interviewed, which makes possible a very good comparative analysis. The authors stresses that these in-person interviews rely upon anecdotal evidence collected at the site by the tester and not upon any independent statistical analysis.
From the Paper
"The problem with having professional actors is that they are obviously not playing themselves; suffice it to say, a case can be made that the in-person testing process was not as authentic as it should have been because thespians were trying to be someone else - as opposed to having ordinary people play themselves in the job interview process without affectation. The biggest problem I see in the decision of Henry and Ginzberg to use professional performers is that professional actors in such a circumstance could "ape" certain mannerisms or employ stereotypical behavior that might in some way distort the outcome of the interview."
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