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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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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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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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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, 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 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 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 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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Equal Employment Opportunity & Affirmative Action Programs, 1989.
Discusses federal acts; development; functions, enforcement; goals & quotas; hiring & promotions and failures & successes.
2,250 words (approx. 9.0 pages), 12 sources, $ 79.95
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From the Paper
"The purpose of this research is to examine the Equal Employment Opportunity (EEO) and Affirmative Action (AA) programs. A review of the current literature indicates shifts in thinking regarding these federal programs. The areas addressed include legislation (development and functions), enforcement (agencies and procedures), as well as failures and successes through goals, quotas, hiring, and promotion practices.
Legislation. This analysis focuses on Title VII of the Civil Rights Act of 1964 as amended by the Equal Employment Act of 1972 and the Equal Protection Clause of the 14th Amendment to the United States Constitution. Title VII, as amended by the 1972 Act, prohibits discrimination in employment based on race, color, religion, gender, or national origin. Title VII covers employers (a) engaged in an "industry affecting commerce" and (b)(...)"
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Australian Women and Equality, 2005.
Examines women's struggle for equality in Australia from the 19th century until the present day.
2,083 words (approx. 8.3 pages), 6 sources, MLA, $ 65.95
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Abstract
In order to understand the issues of equality among Australian women, this paper first defines equality issues in general and then equality issues specific to women. The paper then examines how Australian women have struggled with issues of equality from the 19th century until today in all spheres of culture, including politics and literature.
From the Paper
"Australia presently ranks 29th in the world in terms of female political representation, according to the Geneva based Inter-Parliamentary Union. Feminist critics have taken aim at both parties, saying that Labor is not on track in filling "appeasement" quotas, and that women in Mr. Howard's office were elected on a tide of anti-Labor sentiment. Women in Australian politics are fighting the 19th century stereotype of being "the fragile little thing...the drover's wife." Women politicians feel that what is written in literature reinforces the "fragile" stereotype. In some cases the inequality has an odd result: women politicians are placed on pedestals by their male colleagues."
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Women, Sports and Equality, 2006.
This paper examines the lack of equality between the sexes that exists not only in the workforce, but in various areas of sports and athletics as well.
1,706 words (approx. 6.8 pages), 7 sources, MLA, $ 55.95
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Abstract
This paper explores the normally male dominated field of sports and athletics and the lack of equality between the sexes in this area. The writer of this paper contends that in most instances, equality of opportunity between the genders is mandated by U.S. law. This paper examines the Equal Employment Opportunity Act which is the major legislation mandating equality in employment as well as Title IX of the 1972 Education Amendments that mandates a move toward equality in college sports. This paper focuses on the career of jockey Julie Krone who was inducted into the Thoroughbred Racing Hall of Fame in 2000. The writer discusses Krone's battle with prejudice in a male-dominated field, that had at one time gotten her so depressed she had contemplated suicide. This paper details the various laws and achievements of exceptional women have struggled to bring about true equality in the field of sports. This paper also contains the text of two published articles regarding women and sports, that were used in researching this paper.
Outline:
Sports Equality at the College Level
Equality in Sports Professions
Conclusion
Works Cited
From the Paper
"Krone made it in a man's sport and profession; it would be logical that other women would have followed in her footsteps. If one were to gauge the possibilities on the basis of a 1985 National Geographic production, The Ballad of the Irish Horse, one might think of equine sports and professions as the perfect place for women to break into a man's world. The father of a junior rider who competes in pony races, with betting and purses and all, said he didn't particularly like his teenaged daughter exposed to the dangers, but she loved it so much and was so good at it, he didn't have the heart to stop her. In the same production, there is also a women veterinarian at the Irish National Stud, breeder of many of the world's great race horses, and a segment on Lady Anne Hemphill, founder of Pony Club in Ireland, an organization to which many equine professionals once belonged."
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Women and Equality, 2008.
An outline of a proposed paper to explore whether men and women are equal in contemporary Canadian society.
946 words (approx. 3.8 pages), 4 sources, MLA, $ 33.95
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Abstract
The paper presents an outline for a paper that will look at the recent history of the feminist movement and explore legislation on affirmative action, domestic violence issues, issues pertaining to workplace harassment and sexual assault and on matters relating to equal pay for equal work. The paper explains that the research will look at the legal and institutional apparatuses which have sprung up in recent decades to protect women and whether those apparatuses are actually working. The paper further explains that the proposed research will conclude by arguing that the quality of citizenship and democracy in Canada is profoundly compromised if half of the population is being treated unequally.
From the Paper
"The structure of my argument will proceed from broad to narrow - or at least it will do so as much as possible. Depending upon the sources available to me, I would like to start out by looking at the history of the women's movement in Canada from around 1970 onward, paying special attention to any benchmark achievements or successes that have taken place since that time. Of course, before going into this matter in great depth, I will most likely contextualize the issue by looking at the status of women before that date (although I really do not want to spend a great deal of time upon it). With the historical background out of the way, I will examine the situation as it presently stands. In particular, I will try to use scholarly databases which provide up-to-date information on rape statistics and the number of women to be found in non-traditional occupations or positions (such as senior management). Ultimately, I hope to use specific examples of where women are in ascendance or where they are still lagging behind; I may also discover that the concerns many women have about various issues are unfounded."
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