Employment Diversity and Discrimination Assignment

Assignment Task

Employment Diversity and Discrimination

Federal Protection

• People are protected from discrimination based on race, color, religion, national origin, sex, age, or disability.

Several States & the District of Columbia

• People are protected from discrimination based on sexual orientation and gender identity.

These “Protected” groups 

• Are protected by law, though it is often not enough. Discrimination is difficult to identify and prove.

Diversity in the Workforce

Workplace diversity - the variety of difference between people in an organization.

Diversity management - assembling and then retaining workers from different backgrounds and experiences that together create a more innovative and productive workforce. Paradigm shifts

1. Discrimination-and-fairness

2. Access-and-legitimacy

3. integration-and-learning

Diversity fatigue – compan ies fail to rethink management style and are simply “box-ticking”

The Civil Rights Movement

• 1955 - Rosa Parks, a black woman, refused to give up her bus seat to a white man, and was arrested.
• Protests and boycotts over unequal treatment grew and continued, and were met with violence against the protestors.
• 1964 - The Civil Rights Act became law.
• The 1970s - The Women’s Movement
• The 1980s - Gains for women and blacks
• The 1990s - Some progress, but problems remained
• The 21st century - New challenges and old problems

Federal Laws Prohibiting Discrimination

Title VII of the Civil Rights Act of 1964: Prohibits discrimination in hiring and other aspects of employment on the basis of race, color, religion, sex, or national origin.

Age Discrimination in Employment Act of 1967: Protects workers 40 years old and older from arbitrary age discrimination.

Equal Pay Act of 1963: Prohibits sex discrimination in payment of wages to women and men who perform substantially equal work.

Rehabilitation Act of 1973, Section 503: Prohibits job discrimination on the basis of disability.

Americans with Disabilities Act of 1990: Amended in 2008, prohibits discrimination based on physical or mental disabilities in private places of employment and public accommodation. Transportation and communication systems required to facilitate access to the disabled.

Civil Rights Act of 1991: Provided increased financial damages and jury trials in cases of intentional discrimination.

The Equal Employment Opportunity Commission 

• Is the major federal body created to administer and enforce U.S. job bias laws.
• Investigates employment discrimination complaints. 
• Makes equal employment opportunity policy
• Enforces anti-discrimination laws through conciliation or federal lawsuits against employers.

Expanded Meanings of Employment Discrimination

Disparate (unequal) treatment 

• Intentionally using race, color, religion, sex, or national origin as a basis for treating people differently.

Disparate (adverse) impact

• An employer’s practice results in fewer minorities being included in the outcome of testing, hiring, or promotion practices than would be expected by numerical proportion.

Four-fifths rule 

• If a member of a minority group does not have a success rate at least 80 percent that of the majority group, the practice may be considered to have an adverse impact.

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