| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "SEX DISCRIMINATION WORKPLACE": |
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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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Sex Discrimination at Work, 2007.
This paper discusses the issue of sex discrimination in the workplace.
2,288 words (approx. 9.2 pages), 8 sources, MLA, $ 70.95
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Abstract
In this essay, the writer examines the subject of sex discrimination at work and the writer argues that gender discrimination stems from the patriarchal system. The writer looks at socialization and claims that discrimination in the workplace is just a continuation of the children's social upbringing. The writer claims that the problem of favoring man over woman is deeply-rooted in our society. Further, the writer maintains that patriarchal socialization is so great and so complete, that gender discrimination is frequently unconscious. The writer concludes that discrimination will probably continue for some time into the future, but if women make as much progress in the next 40 years as they made since the 1960s, conditions in the workplace will be much better for them.
Outline:
How Did It Start?
Breaking Through the Glass Ceiling: What's Stopping Women?
What is the Problem?
What is the Glass Ceiling?
Conclusion
From the Paper
"Patriarchal societies are always male-centered. In literature, for example, including movies and TV, the male experience is considered the human experience. Until only about 20 years ago, schools taught that male pronouns were always to be used when referring to people in mixed groups. If there were 39 girls and only one boy, for example, the male pronoun was "proper" English (as in "The student will put his pencils and his books in his desk at 3:15 and get ready to go home"). This kind of male-centered message says that females are unimportant and negligible. It implies that men are human beings and women are something other. Women's work and contributions, as a result, are devalued, belittled, and often invisible. The domestic work that women do, usually unpaid, is not even defined as work. For years, schoolteachers, almost always women, were hopeful that more men would enter the field of teaching because it would help them (the female teachers) to gain respect and better pay."
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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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Gender Discrimination in the Workplace, 2005.
An analysis of gender discrimination against women in the workplace.
900 words (approx. 3.6 pages), 9 sources, $ 35.95
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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.
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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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Gender Discrimination in the Canadian Workplace, 2005.
An examination of gender discrimination in the Canadian workplace and a person's right to chooses their gender.
900 words (approx. 3.6 pages), 4 sources, $ 35.95
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Abstract
The paper examines how, when people discuss gender relations, specifically gender discrimination in the Canadian workplace, they usually conduct their discussion on the presumption that there are only two genders - male and female. The writer proposes that gender relations have become much more complex than this, and the paradigm of just two, opposite genders is increasingly being challenged. The paper analyses some of the repercussions of this aspect of gender relations in the Canadian workplace. There is a rising tide of gender activists who are questioning the binary paradigms that pervade our thinking about gender relations, e.g. man OR woman, gay OR straight, etc.
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Discrimination in the Workplace, 2002.
A creative solution to discrimination in the workplace, using critical thinking.
650 words (approx. 2.6 pages), 3 sources, $ 26.95
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Abstract
This paper examines and analyzes discrimination in the workplace and shows how applying critical thinking to the problem can help people who are discriminated against protect their rights.
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Discrimination in the Workplace, 2004.
An analysis of discrimination in the workplace environment.
1,349 words (approx. 5.4 pages), 2 sources, MLA, $ 45.95
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Abstract
This paper examines the problems of sexism and racism in the workplace. The paper explores methods how to deal with these issues when they occur. The paper contends that, in order to know how to deal with these problems, one needs to understand the mechanisms at work in society as a whole and in the workplace, in particular, that often allow discrimination to exist.
From the Paper
"It is obvious that in today?s world, discrimination of many kinds exists and the word itself carries negative connotations. But it wasn?t long ago that ?discrimination? had a positive meaning, such as defining an individual as having discriminating taste. Discrimination is an unfair practice, whether it is against an individual, a group, a religion, a sex, a race or ethnicity. Today, many people contend with unfair practices in the workplace, particularly when it comes to gender or race. Racism and sexism are two of the major forms of discrimination that are evident in the work place. And at no time, or in any place, is discrimination an acceptable practice."
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Discrimination in the Modern Workplace, 2001.
This paper examines discrimination in the workplace in today's multi-cultural society.
1,390 words (approx. 5.6 pages), 7 sources, APA, $ 46.95
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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."
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Discrimination in the Workplace, 2002.
The following essay discusses the development, problems and politics of workplace discrimination by race and gender.
2,145 words (approx. 8.6 pages), 8 sources, MLA, $ 67.95
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Abstract
This paper examines how, despite laws in place against discrimination, inequality still exists in the workplace through race and gender. It begins by looking at the historical background of the laws which are in place to protect workers. It then looks at specific examples of race and gender discrimination and at the legal machinery available to fight such occurrences. It presents arguments for anti-discrimination laws and compares the differences between gender and racial discrimination.
From the Paper
"In many states, racial discrimination was the law of the land, and it was accepted or endured as a fact of social life even in regions that rejected official segregation and other discriminatory laws. As for what is now called gender discrimination, it was so taken for granted that for most people the concept hardly existed. The very presence of a woman in the workplace was regarded as, in a way, temporary, "until she got married," or it was due to some special contingency. Most working women were found in occupations regarded as female, such as secretarial work. Sexual jokes, innuendoes, or pressures were limited only by the goodwill of male coworkers."
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Weight Discrimination in the Workplace, 2007.
An examination of 'fattism' - being discriminated against because of one's weight.
3,204 words (approx. 12.8 pages), 10 sources, MLA, $ 92.95
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Abstract
This paper examines how weight discrimination in the workplace is a significant issue in the business world. The paper explains that under the Equal Employment Opportunity Commission, weight discrimination is not a covered category, like gender and ethnicity. The paper looks at how there are people who believe fat people indeed deserve this kind of discrimination and feel this way because they believe these people are just lazy and unmotivated. The paper also points out that discrimination against overweight and obese people happens in many aspects of their workplace, such as the interviewing process. The paper then tries to answer the following question :"If race and gender are two protected categories in workplace discrimination, then why isn't weight?" In conclusion the paper shows that including weight discrimination under the protection of the law would be protecting the human and civil rights of Americans across the nation, in all walks of life.
From the Paper
"There are people who believe fat people indeed deserve this kind of discrimination. They feel this way because they believe these people are just lazy and unmotivated, and that they can lose the weight if they tried to eat healthier and exercise a lot more. This may be true of a small percentage of fat people, but research and evidence can counter this "excuse." Sometimes, a person's weight is not in their control. A disease may cause you to gain a large amount of weight; it may be in your family and in your genes from generations and generations of overweight people in your biological family. How can an overweight person be to blame for that? They should not be put to blame because of the family they were born into, because not one person in the world has control over that. Although everyone tries, there are just some things humans cannot control."
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Discrimination in the Workplace, 2005.
Examines how to create a non-discriminatory workplace environment.
1,007 words (approx. 4.0 pages), 2 sources, APA, $ 35.95
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Abstract
To effectively deal with the problems of discrimination in the workforce, a workplace environment must strive to prevent discriminatory behavior from occurring between employees It must also ensure that when discriminatory behavior does occur the participants involved in the conflict have a venue in which to express their differences and grievances. Finally, leaders in the workplace must make an effort to ensure that it doesn't occur in the future. This paper explains how preventing discrimination, therefore, requires an efficacious three-pronged attack for both public and private enterprises.
From the Paper
"When individuals work in a diverse workforce, and see others who are different than they are, excel, they are more apt to become tolerant of clients and customers as well as fellow employees on a subordinate and superior level whom are of diverse backgrounds. But even in the best workplace environments, conflicts will occur. Thus, it is important for employees to know they have someone to talk to, and somewhere to go, to address their grievances in a timely manner, before the conflict becomes dangerous to productivity. Trained, in-house counselors versed in discriminatory laws are necessary on the part of the firm, for issues of legal liability, to keep company staff abreast of potential illegalities. Trained HR staff must be aware of the firm's internal policies regarding non-discrimination."
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Religious Discrimination in the Workplace, 2004.
Looks at several cases of discrimination based on a worker's religious beliefs.
1,563 words (approx. 6.3 pages), 5 sources, APA, $ 51.95
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Abstract
This paper touches on several simple examples of workplace discrimination based on religion. It shows that with the continued expansion of the global market, situations of discrimination will continue to grow in difficulty. Employers must ensure they remain informed about changes in laws and create policies to comply with these laws. The paper suggests that training should be conducted on a continual basis to make managers, supervisors, and employees aware of discriminatory practices.
Paper Outline
Harassment
Undue Hardship
Workplace Rights: Muslims, Arabs, South Asians and Sikhs
Employer Responsibilities
Help from the EEOC
Conclusion
From the Paper
"The EEOC is available to provide information and answer questions on how to best deal with workplace discrimination. Their website has a wealth of information translated into a simpler language than provided by laws and court examples. The EEOC also conducts training and can provide a format that is appropriate for all businesses. Small businesses face unique challenges that have warranted establishing Small Business Liaisons available to assist with compliance of laws."
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Discrimination Against Women in the Workplace, 2000.
An examination of the causes, types and effects on women and& men. In cludes research, management, examples, theories, responsibilities, child and family issues, sexual harassment and more.
3,825 words (approx. 15.3 pages), 17 sources, $ 135.95
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Abstract
Discrimination against women in the workplace is exhibited in a variety of ways, ranging from the sexual harassment to the exclusion of women from "the old boys' club" where major decisions are made. Thus, in spite of the massive entry of women in the workplace and the increasing numbers of women in mid-level managerial positions, top-level positions remain as elusive to women today as they were more than a decade ago. Working in a world dominated by male decision-makers and their established practices, women encounter a variety of barriers impeding their surge to the top of their careers
From the Paper
" Discrimination against women in the workplace is exhibited in a variety of ways, ranging from the sexual harassment to the exclusion of women from "the old boys' club" where major decisions are made. Thus, in spite of the massive entry of women in the workplace and the increasing numbers of women in mid-level managerial positions, top-level positions remain as elusive to women today as they were more than a decade ago. Working in a world dominated by male decision-makers and their established practices, women encounter a variety of barriers impeding their surge to the top of their careers. Few women have managed to shatter the "glass ceiling"-the concept used to describe the barriers blocking women from top-level positions. The effects of the discrimination on women are manifested in the erosion of their identity and the desexualization of successful..."
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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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