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Effects of racism in society
Policies and procedures for promoting anti-discriminatory practice
Multi-faceted nature of oppression
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An employee has the right to work in a safe environment, one that is free from hazards that could lead to serious harm. Causing dissention and the hostile work environment for employees created the potential for a violent incident to occur. At the very least, the potential for a costly mistake due to duress they were under, which could have caused physical harm. The defendants’ faced discrimination and retaliation based on their race. This appalling treatment violated Title VII of the Civil Rights Act of 1964 and by doing so, invoked the Civil Rights Act of 1991 allowing the monetary damages
The NAACP Legal Defense and Educational Fund wrote in 1971, the Supreme Court delivered a common ruling in The Griggs v. Duke power Co, which will have transformed the nation’s work place. The Supreme Court embraced a powerful legal tool known as The “disparate impact” outline. In Griggs, LDF represented a group of thirteen African-American employees employed by the Duke Power Company’s Dan River Steam Station. It is a power-generating facility which was in Draper, North Carolina. This company had an extensive history of segregating people by race.
This sociological analysis paper will analyze the case of Monica Harwell, who is a female of African-American origin working at the Con Edison electrical utility company. She faced discrimination from her colleagues because of the color of her skin and the fact that she was a woman. Nevertheless, despite her qualifications and her hard work to the extent of even going back to school to better her career, which made her more qualified than most of her colleagues, Monica Harwell faced a lot of discrimination amongst her work mates, her case was so severe that she would even go urinating in the woods while at work, other colleagues would speak behind her back just to make sure that she does not progress in her career, she is even reported saying
The Supreme Court case, Griggs v. Duke Power Co., 401 U.S. 4242 (1971) was argued on December 14, 1970 (Justia Law, 2017). This case was brought to the legal system by Negro employees who believed they were being discriminated against by their employer. The Duke Power Plant in question was its Dan River Steam Station, were they had 95 employees and 14 of said employees were Negros and of this number only 13 were petitioners. Essential Duke had organized its plant into five operating departments: Labor, Coal Handling, Operations, Maintenance, and Laboratory and Test (Anon, 2017).
Charles Mitchell (2013) went on to say, “by not promoting the more successful White employees, was this an act of illegal disparate treatment under Title VII (p. 43)? The U.S. Supreme Court ruled that it was illegal disparate treatment. Assisting the U.S. Supreme Court in their ruling is the established Uniform Guidelines on Employment Selection Procedures (UGESP). The guidelines state, when an employer determines that adverse impact was evident in its testing process, they shall (1) valid the procedures (test), (2) confirm the linkage to its job, (3) consider alternative testing procedures (Mitchell, p. 45).
The same is true for African American individuals in the work force. The workforce claims to give everyone a fair and equal hand, but often times African Americans are given the short end of the stick. This lack of opportunity leads me to question the structural conditions that have created cultural patterns that reinforce disadvantage. The structural issues of inequality in the workforce lead many individuals to have a stigma towards African American individuals. This stigma taint’s society’s view towards this group and allows them to make judgements on other aspects of their lives.
Looking at the modern office there are many “glass ceilings” that Steele refers to not only apply to minorities but to genders in general. Some bosses may stop people from being promoted because they are intimidated by women and do not think they should be placed on the same level as themselves, even though they are equally qualified for the position. Steele also talks about how a misused privileged can turn out to be a disadvantage such as the concept of welfare, because people use it to their advantage so much that it become a crutch for the rest of their lives. Wiley addresses a more individual process of failing to meet educational standards hence; “You get ballplayers who could barely form a compound sentence to keep a dog off them.” This statement is still true to this day due to the fact that so many people get accepted on full ride sports scholarships but their academics are below par, so that if something happens that keeps them from competing in sports they can not afford to stay in college nor can they keep their grades
When we hear stories of African-Americans who lost a promotion or a job offer because of their race, subconsciously we presume this could never happen to us; that if we were in their shoes things would be different. This thinking, however, is not necessarily correct. When we come to understand the pitfalls of racial bias, and learn to overcome that tendency in ourselves, we will slowly bring our nation closer to where we can coexist without fear of malicious intent. I suggest we make a stronger effort to tackle the issue of racism, and work to eliminate an unconscious bias from our personalities. All of these things considered, they will do no good without implementation.
Therefore, the reader can tell that the workers are advocating for themselves and aiming to create political change that treats workers more fair. This document is written from the point of view of leaders in the NAACP. This is significant because their interest is promoting and ensuring the advancement of colored people, and they believe that this policy is bringing them in the opposite direction. Sadly, segregation wasn’t the only problem in businesses. During the Gilded Age and the beginning of the Progressive movement, businesses were also preventing the formation of unions, which removed the employee’s main protection.
Hence, the proposed research has an exploratory nature, because the process of exploration is usually understood as search for salient features or unique characteristics by way of studying the phenomenon at issue in order to provide new important insights (Saunders et al. 2007, p. 133). By utilizing the exploratory format of the proposed project, it will be possible to explore, detect, and scrutinize both how Race prong of Title VII protects an employee from the employer’s discriminatory behavior and how this protection can be
Congress first addressed the issue more than four decades ago in the Equal Pay Act of 1963, mandating an "equal pay for equal work" standard, and addressed it again the following year in Title VII of the 1964 Civil Rights Act.” (congressional-digest 1) Statistics reveal that
One can’t help but wonder why? In his 2009 essay about discrimination and illegal immigration, Earl Hutchinson, an African American author who focuses on political and racial issues in America, considers the current stereotype of black people in America and how it impacts hiring discrimination. He shares that
Because of the past hiring of the firm, prior to 1980, they had never hired Black female associates. When the opposite happened, around the office many labeled the year, “The year of the Black woman.” (Carbado & Gulati) Once more Mary doesn’t agree with the hiring of the firm. Filing another Title VII, Mary accuses the firm of 1) race and sex compound discrimination, and 2) discrimination based on identity performance.
For all Americans, the 1930s were dark and difficult times. Following the stock market crash of 1929, the United States entered a long period of economic recession, known as the Great Depression. Although all social groups were affected by this catastrophe, none was as acutely damaged as the African-American population, which had already been facing widespread racial discrimination at that time. At the same time, many basic rights such as black suffrage were incomplete, with laws in many southern states (where the majority of the African-Americans lived) made voting nearly impossible for the vast majority. This caused severe underrepresentation within the U.S. government for African-American and fueled the rampant segregation and racial
This is the next and more profound stage of the battle for civil rights. We seek not just freedom but opportunity––not legal equity but human ability––not just equality as a right and a theory, but equality as a fact and as a result” (Garrison-Wade & Lewis, 2003). That same year, President Johnson signed an executive order mandating government contractors “take affirmative action” in
