Workplace Discrimination

Racism is defined as prejudice, discrimination, or antagonism directed against someone of a different race based on the belief that one's own race is superior. In the workforce, the issue of racism and discrimination has been brought to the center of conversations around the world. Companies claim to be “colorblind” and not hire somebody based on their race or gender, but the employment rates among minorities and women around the world is significantly lower than the majority in the given country. There is also the growing issue of minorities, such as blacks in america, making significantly less money than whites. This issue affects people all around the world who happen

Despite Title VII of the Civil Rights Act of 1964, the federal law which bans gender and race discrimination in employment, advancement, and termination, ethnic discrimination and prejudice in the workplace is still a very pertinent issue. In fact, racial discrimination is the most common kind of discrimination workers report to the Equal Employment Opportunity Commission (EEOC), the federal agency in charge of enforcing Title VII. Prejudice in the workplace is shown in a variety of forms, is either obvious or subtle, and at times may occur without employers even realizing it. As the General Manager of a popular restaurant in Texas, I witnessed such racial discrimination and prejudice firsthand and saw how detrimental it is to the success of

When returning back to Wanzek’s after layoff I had noticed in my paycheck I had lost $2 an hour in pay when I had received a $2 raise and a gift certificate before layoff. I did report the loss of wage to Tina Harrison in Human Resources and she would e-mail Phyllis at Headquarters. Anthony Butler has

In a perfect world, people would be equal in rights, opportunities, and responsibilities, despite their race or gender. In the world we live in, however, we always face all kinds of neglect based on different attributes. All over the United States, certain people treat others with prejudice because of particular features they possess. Unfortunately, prejudice and discrimination occur even in places which, by definition, should be free of all personal prejudices – specifically, in offices and other business surroundings. This tragedy is called workplace discrimination; not every unfair behavior at work, however, can be assessed as discrimination. Discrimination in the workplace happens when an employee experiences unfair treatment due to their race, gender, age, religion, marital status, national origin, disability or veteran status, or other characteristics. Discrimination is one of the largest issues people face in the workplace and it must be dealt with. The U.S. have laws and regulations on discrimination but it still often occurs. Workplace discrimination appears in hiring, training, promotion, firing, and other institutional or interpersonal treatment. Discrimination sometimes causes an employee to leave or quit the workplace, resign from a position, or in more severe cases, to commit suicide or act violently against the discriminators. Discrimination is one of the largest issues many people face in the workplace.

Title VII of the Civil Rights Act of 1964 is a federal law that prohibits employers from discriminating against employees on the basis of sex, race, color, national origin, and religion. However, until the Pregnancy Discrimination Act of 1978, women could be fired from their place of work for being pregnant. (Civil Rights, 1). In the essay “The War Against Boys”, Christina Hoff Sommers writes “the idea that schools and society grind girls down has given

1- Chalabi, M. (2014, March 28). Three leagues, 92 teams and one Black Principal Owner. Retrieved August 27, 2015 from

Within the Civil Right act was a section entitled Title VII which was created specifically to deal with matters of employment. Title VII’s objective is to prevent discrimination based upon a person’s color, national origin, gender, and religion in regards to all aspects of employment. This protection begins with the initial stages of hiring and training employees and extends up to promotions and dismissals of an employees. If a person belonged to one of the groups outlined by Title VII they became classified as a member of a protected class. (Bohlander and Snell, 101) With the establishment of sex as a protected class the foundation of the Pregnancy Discrimination Act had been laid but it would take fourteen years before pregnancy itself would become protected.

This written source is a leaflet produced by the ‘Equal Wages for Aborigines committee’ about wage discrimination against Aboriginal Australians. This source mainly points out how much Aborigines earn in comparison to white Australians, from this we can tell that this is not enough money to live, therefor the Aborigines were not able to live like white Australians. In this source, the author uses the word “Appallingly, for white Australians to be able to notice that Aborigines were being treated poorly during that time meant that they were really being discriminated against and it would have required a lot of courage for the whites to write about the Aborigines being treated appallingly, because the whites were then disagreeing with the majority.

Your research on the Young v. United Parcel Services Inc. case revealed the importance of employers to comply with Title VII. Indeed, pregnancy is a condition that a company cannot simply choose to ignore in the company’s policy. In addition, Hébert’s (2016) research reveals that the case also reveals critical details about the theory of law behind cases involving pregnancy. For example, the court actually disagreed with Young about the grounds of disparate treatment theory because the theory requires proof of discriminatory intent. While the court ruled in favor of Young due to the stringent test the situation created for UPS, Hébert’s (2016) claims the disparate impact theory provides better protection for pregnancy discrimination because

The Civil Rights Act of 1964- Title VII is an anti discrimination law that does not allow people to be discriminated at work because of their race, color, religion, sex, or national origin. This does not mean that women should not be discriminated at work, but men can, or African Americans should not be discriminated against at work, but it’s okay for Asians. This title is to protect all people. Legislation that requires equal pay and prohibits workplace discrimination has failed to bring about equality for women in the workforce of our country because there have been time limits placed on discrimination claims. If an employee feels like they have been discriminated in any way, they have up to 180 days to file a complaint with the Equal Employment Opportunity Commission. This is extremely unfair because a person may not know if they are being discriminated until they actually receive a

The woman in Pennsylvania is just one example of discrimination that is happening currently nation wide. My argument is that women should not be put into the situation to choose between advancements in their careers’ or children. Women constitute natural personal choices, which causes them to earn less in comparison to men with the same skill and experience. This lower salary wage is not only affecting this now, but it is also affecting their future finances.

When a person is discriminated against their race, gender, and age. This is some of the most evident forms of discrimination. I believe the most qualified person should receive the job, regardless of race or ethnicity. When employers disrupt workplace discrimination, legally they can be sued by the person or persons and receive bad publicity. When a employee hurts from unfair treatment due to their race and religion. Proving discrimination is difficult as is can occur in a number of work-related areas, during your initial hiring phase, during training or even after you get the job and have to participate in job evaluations. As far as ethnicity goes, Americans come in every color, shape, and size and a successful business is one that understands

While the world has unanimously advanced and is more accepting of change, the workplace continues to be a place of discrimination, prejudice and inequality. Discrimination is broadly defined to ‘distinguish unfavourably’, isolate; and is context based (Pagura, 2012). Abrahams (1991) described the workplace as an ‘inhospitable place’ where gender disparity and wage gaps persist (Stamarski & Son Hing, 2015). Among other states and countries, the Australian government actively implements and passes laws to protect and maintain equal employment rights. While the objective of these laws is ‘to eliminate discrimination,’ the regulatory mechanisms in the legislation are largely ineffective at achieving this ultimate goal (Smith, 2008). However,

Title VII of the Civil Rights Act of 1964 prohibits discrimination in many more aspects of the employment relationship. It applies to most employers engaged in interstate commerce with more than 15 employees, labor organizations, and employment agencies. The Act prohibits discrimination based on race, color, religion, sex or national origin. Sex includes pregnancy, childbirth or related medical conditions. It makes it illegal for employers to discriminate in hiring, discharging, compensation, or terms, conditions, and privileges of employment. Employment agencies may not discriminate when hiring or referring applicants. Labor Organizations are also prohibited from basing membership or union classifications on race, color, religion, sex, or national origin. (law.cornell.edu, 2006)

Nowadays, with increasing variety in organizations, several inequalities in the workplace have happened. In spite of the regulation policies which have limited inequalities on the workplace, it still exists, because of personal characteristics, such as gender, age and different race (Allan, C & Mcphail, R & Wilkinson, A 2008, p. 225). Inequality in the workplaces can be defined as the unfair discrimination relating to things, such as wage differentials between men and women, unfair practices and unfairness opportunities, particularly with regard to employment of people of different ethnic origins (Grainge, 2007, online). C2E TODAY (Committed 2 Equality) shows that in spite of large UK companies declaring that they have eliminated inequalities in the workplace around 77 per cent of them have little or no equality practices. Even though small companies’ situation is more serious, 97.5 per cent of them have no equality practices in place (Committed 2 Equality, 2008, online). This paper will analyze several inequalities exist on the workplace with the use of real facts for concentrating on gender, age and race, and demonstrate the role of the participants within employments relations by discussing the responses from the state, employers and unions.