| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "RACIAL DISCRIMINATION EMPLOYMENT": |
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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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Age Discrimination in Employment Act of 1967, 2006.
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, $ 71.95
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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.
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Anti-Discrimination Employment Laws, 2004.
The paper describes the potential differences in the application of anti-discrimination employment laws.
1,356 words (approx. 5.4 pages), 2 sources, APA, $ 47.95
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Abstract
The paper explains that the federal and state systems of government may differ in their application of employment laws. The author points out examples of an employment protection that is provided by the state of California, but not by the federal system. The paper discusses anti-discrimination employment laws, in general.
From the Paper
"Martin Jenkins in "Chain Store Age" explains that the Civil Rights Act of ... prohibits discrimination in a broad array of private conduct including public accommodations governmental services and education. Title VII of the Act prohibits employment discrimination based on race, sex, color, religion and national origin. The Act prohibits discrimination against the aforementioned protected classes in the areas of recruitment, hiring, wages, assignment, promotions, benefits, discipline, discharge, layoffs and almost every aspect of employment. In response to challenges in the Courts, ..."
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Age Discrimination Employment Act, 2005.
This paper looks at age discrimination as it refers to employment.
1,045 words (approx. 4.2 pages), 5 sources, MLA, $ 36.95
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Abstract
The Age Discrimination Act is enforced by the Civil Rights Center. The combination tries to protect the rights of workers of all ages. This paper defines the Act and gives the criteria for a lawsuit. A case example of age discrimination is also given.
From the Paper
"To successful achieve an age-based termination claim, a plaintiff must show that his/her age was the reason and "had a determinative influence on" the employer's decision to fire him or her. Reeves v. Sanderson Plumbing Products, Inc., 530 U.S. 133, 141, 120 S.Ct. 2097, 2105, 147 L.Ed.2d 105 (2000). (McGovern 2005) To do this an employee will need to produce either direct or indirect evidence of discrimination that meets requirements Justice O'Connor's controlling opinion in Price Waterhouse v. Hopkins, 490 U.S. 228, 109 S.Ct. 1775, 104 L.Ed.2d 268 (1989), or indirect or circumstantial evidence of discrimination that satisfies the familiar three-step framework of McDonnell Douglas Corp. v. Green, 411 U.S. 792, 93 S.Ct. 1817, 36 L.Ed.2d 668 (1973). (Mc Govern 2005)"
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Understanding Corporate Racial Discrimination, 2002.
An insight into racial discrimination in the workplace and its consequences.
1,147 words (approx. 4.6 pages), 2 sources, MLA, $ 39.95
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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."
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Age Discrimination in Employment, 2004.
This paper discusses the challenge facing older workers and the actions they can take to prove age discrimination.
765 words (approx. 3.1 pages), 2 sources, APA, $ 27.95
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Abstract
This paper explains that older employees and job applicants, who are 40 years of age or older, are protected under the Age Discrimination in Employment Act (ADEA). The author states that claimants can use time-consuming and costly processes of litigation, mediation, or dispute resolution to reach a settlement or decision on their complaints. The paper states that age discrimination claims continue to be the fastest-rising claims with the EEOC because American workers are living and working longer, sometimes into their 70s.
From the Paper
"The EEOC recently settled a major age discrimination suit against Foot Locker. In any discrimination case, the following qualifications must be met: the claimant must be a member of a protected class, adverse employment action has occurred, legitimate reasons exist for the cause of action. When an employee feels that he has been discriminated against, he can file a claim with the EEOC who will investigate. In the case against Foot Locker (who owned Woolworth Inc.), employees 40 years old or over were laid off. But immediatley after these layoffs, younger workers were hired from the outside and filled the vacant positions that were left by the older workers (EEOC)."
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Discrimination And Employment Equity in Canada, 2002.
Presents an historical overview of employment and labor equity in Canada.
2,150 words (approx. 8.6 pages), 7 sources, $ 80.95
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Abstract
This paper examines the history of employment equity. It looks at the essence of employment equity as well as the arguments for or against employment equity. This paper also offers possible solutions to the present system.
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Discrimination in Employment and Business, 2002.
This paper looks at discriminatory practices including bias in hiring, promotion, job assignment, termination, compensation, and various types of harassment, focusing specifically on the United States.
1,415 words (approx. 5.7 pages), 2 sources, MLA, $ 47.95
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Abstract
The following paper is a discussion on the main body of employment discrimination laws, which are composed of federal and state statutes, with a look at some state constitutions which provide additional protection where the employer is a governmental body or the government has taken significant steps to foster the discriminatory practice of the employer. Hypothetical fact patterns are posed where several issues are raised, such as the pay differential between employees.
From the Paper
"The Fifth and Fourteenth Amendments of the United States Constitution limit the power of the federal and state governments to discriminate. The Fifth amendment has an explicit requirement that the federal government not deprive individuals of "life, liberty, or property," without due process of the law. See U.S. Const. amend V. It also contains an implicit guarantee that each person receive equal protection of the laws. The Fourteenth Amendment explicitly prohibits states from violating an individual's rights of due process and equal protection. See U.S. Const. amend XIV. In the employment context the right of equal protection limits the power of the state and federal governments to discriminate in their employment practices by treating employees, former employees, or job applicants unequally because of membership in a group (such as a race or sex)."
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Racial Discrimination, 2005.
This paper is a literature review of racial discrimination in the history of the U.S., mainly against blacks, and the laws introduced to eliminate such discrimination.
3,875 words (approx. 15.5 pages), 10 sources, MLA, $ 105.95
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Abstract
This paper commences the history of racial discrimination laws with the Civil Rights Act of 1866, which outlawed discriminatory practices against blacks; post Civil-War legislatures desired the unification of the country and attempted to reconcile the living conditions for Black Freedmen. The author pointed out that the New Deal was important because it created a social accountability system, which had not existed and eliminated some of the social, political and economic problems, although the exclusionary zoning of this period proliferated the idea of segregation. The paper relates that the Civil Rights Movement and the Brown decision were pivotal because they set a precedence for the equal treatment of blacks at public facilities.
Table of Contents
Literature Review
Civil Rights Act of 1866
Racial Zoning Laws
The New Deal and Federal Government Discriminatory Housing Polices
Federal Policy after WWII
Events Leading to the Passage of the Civil Rights Act of 1968
Review of Key Debates and Lessons Learned
From the Paper
"Paulson goes on to state that the presidential vetoes and the overall message sent by President Johnson persuaded republicans that a constitutional amendment would be the only way to ensure the civil rights of White Unionists and Black freedmen living in the South. Furthermore, they thought the amendment was necessary to avoid a future Democratic-controlled Congress from abolishing the Civil Rights Act or other important wartime legislation. The result of these efforts was the fourteenth amendment, which the author describes as complex, disingenuous and using ambiguous language."
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Racial Discrimination in Sentencing, 2004.
An analysis of "Judging Judicial Discretion: Legal Factors and Racial Discrimination in Sentencing" by S. Bushway and A. Piehl.
996 words (approx. 4.0 pages), 1 source, APA, $ 35.95
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Abstract
The paper examines the article "Judging Judicial Discretion: Legal Factors and Racial Discrimination in Sentencing" where the authors attempt to determine whether judges in Maryland are racially discriminatory in their sentencing decisions. The paper studies their hypothesis that even in a state with voluntary sentencing guidelines, African-American offenders are being sentenced more harshly than whites. The paper looks at the trend the authors discovered regarding judges hiding behind legal factors to issue disparate sentences and agrees with the authors' conclusion that discrimination is happening in sentencing.
From the Paper
"The authors first started by explaining previous research on racial discrimination in sentencing. The issue of warranted and unwarranted disparity was very important to understanding the different approaches to this topic. As discussed in our textbook, African Americans tend to have longer criminal histories and they are charged with more serious crimes. In the article it was explained that most researchers separate warranted disparity, such as a harsher sentence because of a long criminal history, and unwarranted disparity, which can only be explained by race or other extra-legal influences on the sentencing decision (Bushway & Piehl, 2001). The authors state, "there is little evidence of direct racial discrimination once these legal factors are included in the statistical models" (Bushway & Piehl, 2001, p. 734). However, the authors contend that by taking out the warranted cases the discrimination is actually masked because there is disparity in those cases. This is discussed further in their findings."
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Racial Discrimination in the Workplace, 2002.
An overview of some issues relating to racial discrimination in the workplace.
1,150 words (approx. 4.6 pages), 3 sources, $ 44.95
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Abstract
A five-page Employment Law paper dealing with racial discrimination in the workplace, some of the legal statutes currently in place to address the phenomenon, and various forms of discrimination in corporations.
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Racial Discrimination, 2004.
A look at the individual and societal costs of subtle sexual and racial discrimination.
820 words (approx. 3.3 pages), 5 sources, MLA, $ 29.95
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Abstract
This paper discusses how racial discrimination has been prevalent for decades and how discrimination and prejudice against others continues to be widespread throughout the United States. It attempts to show how, by recognizing the individual and societal costs, as well as subtle expressions of prejudice, there is an increased chance of ending these outdated injustices.
Outline
Introduction
Individual Costs
Hostile Workplaces
Residential Segregation
Continuing Dilemma
Diversity
Examples
Conclusion
From the Paper
"It has been noted that ?many, if not most, historically white workplaces have a hostile racial climate (grove.ufl.edu/~feagin/costs1.htm).? This is due to the fact that ?most whites still harbor racist images, stereotypes, and propensities to discriminate against African Americans. Under the right circumstances, such stereotypes and prejudices play themselves out in subtly racist actions by whites (grove.ufl.edu/~feagin/costs1.htm).? While discrimination by fellow employees is appalling, when it is ?colluded in or made light of by higher-level and more powerful authorities, including immediate supervisors, top corporate executives, political leaders, and judges, its impact can be even more lasting and painful."
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Racial Discrimination, 2002.
A look at some landmark cases awarded against Fourth and Fifth Amendments of the U.S. Constitution regarding racial discrimination.
827 words (approx. 3.3 pages), 4 sources, MLA, $ 29.95
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Abstract
This paper examines racial discrimination, as enforced through law enforcement personnel and in clear violation of the U.S Constitution. It discusses three landmark cases where the same racial justice in America was differently interpreted and the impact on the performance of the duty of the law enforcement officers. The cases are Mapp vs. Ohio, 1961; Terry vs. Ohio, 1968; and Miranda vs. Arizona, 1966.
From the Paper
"In the Miranda vs. Arizona case, petitioner Ernesto Miranda was taken into custody from his home and locked up in the Phoenix Police lock up facility. Upon identification by the complaining witness, Miranda was taken in to one of the interrogations rooms of the police station, and questioned by police officers. Miranda was not advised of his constitutional rights, nor his right to an attorney. Instead, Miranda was made to a sign a pre-typed statement, where-in it was categorically typed and mentioned that the confession by him was voluntarily made, was without any threats, or promises of immunity, and "with full knowledge of my legal rights, understanding any statement I make may be used against me". (Miranda v. Arizona, 1966)."
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Racial Discrimination and Jury Selection, 2004.
An examination of racial discrimination in the jury selection of current American trials.
3,624 words (approx. 14.5 pages), 17 sources, APA, $ 100.95
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Abstract
Although American jurisprudence has held that a juror cannot be included or excluded on a jury on the basis of race, beginning in the mid-20th century, many observers suggest that the entire process today is riddled with loopholes that allow attorneys to ?shop? for jurors who will support their position based solely on racial considerations. This paper provides a review and discussion of the relevant literature on racial discrimination in jury selection, followed by a summary of the research in the conclusion.
From the Paper
"What is known is that the composition of a jury can make the difference between a guilty verdict and a defendant going free, with distinct differences being found between black and white juries. For example, a study conducted by psychologist Dennis Ugwuegbu determined that white jurors were more likely to find a defendant culpable of rape when he was black and the victim was white than in other racial combinations; on the other hand, blacks were more likely to find that a white defendant was culpable when the victim was black (Hans, 1986)."
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Racial & Gender Discrimination in the Armed Forces, 2002.
A brief discussion of the issues of sexual, gender and racial discrimination in the military and its effects.
1,058 words (approx. 4.2 pages), 3 sources, MLA, $ 37.95
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Abstract
This paper states that the phenomenon of racial and sexual discrimination has recently been made more public after a greater awareness of their existence has been surfacing. It briefly looks at the effects of such actions within the military and questions whether anything can be done about it.
From the Paper
"Yet, unlike the movies or the press accounts the resolutions were not easy to come to and the responses did not elicit satisfactory results for the victims and the dramatic public accounts are just the tip of the iceberg, the very extreme cases. In real life, in the military the daily occurrence of such discrimination problems far outweigh any public awareness of them. Racial and especially gender discrimination are still problems needing address within the armed forces. As there has already been a marked success, resulting from the relatively high rate of racial minority enlistment in the military, it is suggested that the organizations use their own success as an example for how to deal with the newer transition of desegregation of women in the military."
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