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Sociological theories of discrimination
Discrimination
Sociological theories of discrimination
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More handpicked essays just for you.
Sociological theories of discrimination
Discrimination
Sociological theories of discrimination
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Recommended: Sociological theories of discrimination
Why do you believe these actions were discriminatory? The first case file with EECO by Tanya Conde girl friend of Samuel Varriano Maintenance #3 who was fired from Pitt University .The defendent 's in case Robert Godzik, William Franicola supervisor and Pitt University was dismissed . Now Robert Godzik and Pitt University have confidence themselves this isn 't a hostile work environment .With
3. Why did the plaintiff’s disparate treatment claim succeed? What was the evidence that the employer’s reliance on interview scores was a pretext for race discrimination? A complaint of disparate treatment can be proved if the plaintiff could prove that a candidate had been disfavored and others had been favored because of race, color, religion, sex, or national origin by the employer. (P.222) TVA's selection committee established an interview scores were the interview subjective criteria has a weight of 70% and the technical expertise (skills) would account 30%.
Discrimination or Not As employer make decisions which affect employees’ positions, lives, and overall well-being, it is important that those decisions are made in a fair and equitable manner. Through avenues such as culture fit, position qualifications, and performance, management has a consistent and reasonable basis for adjustments, promotions, and terminations. However, when organizations make such judgements without this strong basis, they open themselves up for potential discrimination claims, litigation, and monetary judgements. One such controversial case is St. Mary’s Honor Center versus Hicks.
(EEOC, 1964a) The argument is that Anna’s claim against her employers is valid on the basis of gender discrimination (EEOC, 1964b). Anna’s supervisor Michael would never have taken the actions that he did with Anna had she been a man. Once those actions were demonstrated to have an adverse reaction on both the work environment and employment, no remediation actions were taken
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).
Everyone has the right to be treated fairly, whether it has to do with race, gender, age, religion, or sexual orientation of a person. Many people are unfairly mistreated by awful individuals, and assumptions are made. One may think that because an individual did or said something wrong, the whole situation will turn out to be abhorrent. This may be true in some cases, but maybe a bad situation can have an unexpected outcome. In Here To Stay, by Sara Farizan, one follows the story of Bijan, a typical teenage middle eastern boy who does phenomenal in school, is talented on the basketball court, and has typical friends at Granger High School.
In Jeff Yang’s concept of discrimination shows that it is distinctly ambiguous. Yang’s article “Harvard Lawsuit Is Not What It Seems” it shows the viewpoint of the story from his perspective along with the opposing side. There are both negative and positive sides to this lawsuit. A piece of literature that reflects on this concept is “I Have a Dream” by Martin Luther King Jr.
She wants to promote someone of racial or ethnic minority. However, it is illegal and unethical to promote based on race or ethical background. According to Malcom Sargeant, the principle of equal treatment means that there shall be no direct or indirect discrimination on the grounds of race or ethnic origin (Sargeant, 2013). A promotion should be based on performance, not race, age, sex, or ethnicity. Shania should evaluate each employee and promote the person which meets or succeeds her expectations as a supervisor.
Throughout Sotomayor political career it could be argued that she has remained consistent in her core political beliefs that pertain to areas regarding racial discrimination. However on issues such as gun control there is evidence of inconsistency but overall Sotomayor can be classified has centrist liberal. An example of her left leaning tendencies that has remained consistent is her commitment to affirmative action and fighting against racial discrimination. In Ricci v. DeStefano, Sotomayor upheld the rejection of a lawsuit by white firefighters, one of them Hispanic, claiming racial discrimination after white firefighters were denied promotions after an examination that produce no black firefighters. She decided not to rehear the case in
In “Brains vs. Brawn”, by Mark Cotharn, Cotharn talks about his experience on both sides of discrimination. At his first school he had a high status because of his talents playing quarterback on his high School football team. It was at this school he got the “good side” of discrimination. He talked about how the football coach came to talk to Cotharn about joining the football team. Even the Principal met with him and told him he will to well at the school.
In the Philadelphia movie, it mainly concentrates about discriminations and prejudice on the homosexuals. Andy Beckett is a good hard working lawyer who is a homosexual. After a big break-out that had spread, Andy got infected, known as AIDs. People believed it started from the homosexuals. Andy was one of the best working lawyer at the biggest law firm, after being fired from “misplacing” an important document, he files a lawsuit for unjustifiable reasons.
Discretion and discrimination are major ethical issues faced today in society. When people have discretion, their prejudices and perceptions of group of people, in this case, ex-convicts and minorities, make irradical and immoral decisions. Police officer’s discretion against a group of people is going to influence how they perform their job so if police are prejudiced toward a certain group of people, that group is not going to be treated or protected equally. This type of discrimination is shown through them enforcing the law different or even withholding the protections and benefits of the law from people. This unequal protection from the law is an ethical dilemma that should not be prevalent.
Racism has always been the “elephant in the room”: everyone knows it’s there but no one really seems to acknowledge its. It has been affecting Latinos for a very long time now and it is something that people are still trying to fight against today. Latinos have been stereotyped, hated against, and treated badly simply for being of a different race. It seems like the discrimination against them can be seen everywhere. Many had hoped that by now racism would have stopped being a problem but the fact is that it 's still a relevant issue that affects millions of Latinos.
Discrimination and Bias Against LGBT In Schools and the Workplace Even in today’s society, the LGBT community is still oppressed, and discriminated against. Some of the worst places that the LGBT people are discriminated against are schools and workplaces. Some children as young as fifth grade are committing suicide, because people are discriminating, and oppressing them, because of their sexuality. In today’s world of acceptance, and loving, the LGBT community should not be oppressed, nor discriminated against. Discrimination in the schools, is some of the worst discrimination, especially for members of the LGBT community.
4.2.1. Article 14 - The non-discrimination clause In the European Convention on Human Rights, signed in 1950, there is only one mention of minorities; Article 14, its non-discrimination clause, states: The enjoyment of the rights and freedoms recognized in this Convention must be ensured, without distinction of any kind, based in particular on sex, race, color language, religion, political opinions or any other opinions, national or social origin, belonging to a national minority, fortune, birth or any other situation. (Carrera et al, 28) As its wording makes clear, Article 14 of the European Convention on Human Rights is not a general clause of non-discrimination or a provision on equality or equality before the law.