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The Equal Employment Opportunity Commission (EEOC)

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The Equal Employment Opportunity Commission (EEOC) is an agency responsible for enforcing most of the EEO laws, including Title VII, the Equal Pay Act, and the Americans with Disabilities Act. EEOC focuses on areas such as eliminating barriers in recruitment and hiring; protecting immigrant, migrant, and other workers considered vulnerable; addressing emerging issues, such as accommodating workers with disabilities and preventing discrimination against gay and lesbian employees, which could take the form of sex discrimination; enforcing equal pay laws; preserving access to the legal system by targeting retaliation; and preventing harassment EEOC’s main objective is to serve individuals whom employment rights were violated. The EEOC must ensure
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Rhetorical Analysis An ad that takes up less than half of a page, boxed off by a white boarder, letting the viewer almost see the other side of the page. The only thing blocking this is a photo of three young women dressed up for a tea party. It is an ad for the Lamarca Prosecco, a brand that sells sparkling wine (Prosecco). Lamarca is a company that uses the need for affiliation and prominence to market their sparkling wine.

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The Title VII’s disparate-impact provision inhibits employment practices that have the unintentional effect of race discrimination (Walsh, 2016, p.114). Even though Congress enacted Title VII for the main purpose of confronting racial discrimination in the workplace, courts have continued to struggle to appropriately address the prevalence of subtle racial discrimination that burdens minority applicants/employees today (Ritenhouse, 2013). Another legal issue included in this case is North Hudson refusing to implement non-discriminatory hiring procedures that do not disproportionately exclude African-Americans from employment without evidence of business need. The employer also refused to correct the effects of previous discriminatory practices. As an end result of this case, the District Court held that the employer’s business-necessity justification was insufficient and that there were alternative means to achieve the goals stated that were less

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Categories from 1966 when EEOC began collecting the data to the most recent collected information in 2013. The EEOC is an agency that continues to enforce all of our euqalities. They have done a lot over the 50 plus years that they have been effectivie and continue to do for our nation. The Act of 1964 was an ominbus bill addressing not only the discrimination in employment but also in voting, public accommondations, and education as well. Now adays all though there is still some discrimination happening it is definitly nothing like the way things were all those years ago before the

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The Equal Justice Initiative set up by Bryan Stevenson has brought about many changes to the court system and the lives of many people. Stevenson has represented many different people, the majority of which were on death row for unjust reasons. Herbert Richardson, a Vietnam veteran with mental disabilities, was sentenced to death row after a bomb he made accidentally went off killing a child. Another man named Avery Jenkins, a man born with mental disabilities, stabbed a man to death believing the man was a demon trying to kill Avery. Although these cases have similarities and differences, they both show how flawed the judicial system is.

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In the article, ‘SXSW panels: Latino, black boys an untapped population in tech world’ written by Jazmine Ulloa, focused on the issue of EEO laws in relation to black and Latino males. EEO laws highly focuses on the discrimination of females in the work force. Companies are encourage to higher more females into their organization. “Studies show women tend to make up 20 to 30 percent of the tech sector” (Ulloa, 2016, para.6). Although this shows improvement of companies accepting women into their work force in the tech industry to increase diversity, they still lack in other cultures; the tech industry lacks in the demographic of black and Latino males.

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Sears, Roebuck & Co was a case brought before a district court, in 1979, in which EEOC claimed Sears discriminated against women on two levels. Women were not being hired on the same basis as males and they were also not being promoted to commission sales on the same basis. EEOC to prove its case used statistical data to show that there were a disproportionate number of women in commission sale roles. This was problematic since EEOC solely relied on this statistical data; they were unable to get women to testify that they have been discriminated against. Women did not testify in court because they were afraid of going against a powerful company such as Sears.

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On the other hand, Title VII of the Civil Rights Act attempts to remedy the “structural imbalance of the court system” by regulating private employers (Han, Week 3 Lecture, 1/23/17). Title VII uses statutory laws to regulate private employers from discriminating against characteristics like race and sex in the workplace by threatening the profits of these private entities (Han, Week 3 Lecture, 1/23/17). Unfortunately, these Title VII claims face their own barriers in court, making it difficult to use subtle discrimination to prove inequality. The limitations of these approaches are evidenced in cases like Washington v. Davis Sup. Ct. (1976), Griggs v Duke Power Co Sup.

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To continue, another specificity of Title VII lies in the fact that Title VII established the Equal Employment Opportunity Commission (hereinafter referred to as the EEOC) with an authority to encourage equal employment opportunity, provide technical assistance, educate employers, and investigate and report on its activities to the U.S. Congress and the people of the United States. Following the precepts of Title VII, it is possible to infer that the EEOC is a law enforcement agency for Title VII and other discrimination legislation of the United

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During Berrien’s tenure at the EEOC, she fought to protect discriminated peoples from bias on the basis of ethnic origin, sexual orientation, disabilities and religious beliefs. She leaves behind some large

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Women provide another voice and point of view that your company would otherwise sorely miss. Having a gender diverse workforce can improve decision-making and increase innovation. Gender discrimination in the workplace continues to be a major problem in the workplace despite the passing of time since laws such as Title VII or the Equal Pay Act were enacted to combat the issue. Sexual or gender discrimination at work occurs whenever an individual is treated differently on account of their gender and may affect anything from hiring decisions to promotions. Relatedly, sexual harassment is a form of gender discrimination similarly prohibited by federal law.

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For example, discriminatory practices in the criminal justice system, such as racial profiling and the over-representation of people of color in the prison population, resulting in unequal treatment and access to justice. Similarly, implicit bias in hiring practices can result in unequal treatment and unequal opportunities in the workplace, particularly for people of color and other minority groups. The impact of institutional racism on professionals can be seen in the persistent disparities that exist in various industries, such as disparities in pay, promotions, and access to resources and opportunities (www.Tarbia. TV, 2016). These disparities can create a workplace culture that reinforces and perpetuates systemic inequality and prejudice, making it difficult for individuals from marginalized communities to succeed and advance in their

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Germaine Greer once said, “Revolution is the festival of the oppressed.”, Through the graphic novel Persepolis, Marjane Satrapi gives a voice to those who were oppressed during the Iranian revolution Ensuring that they are not forgotten. With the use of homogenous features and other stylistic devices, Satrapi shows how she and her classmates, her parents, and other nationalists were marginalised, excluded, and silenced during this time period. From early on in the book, the theme of oppression is ever-present. On page 3, Satrapi introduces herself, expressionless and wearing the veil, stating, “This is me when I was 10 years old”.

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Promoting equality and inclusiveness should be core to any setting. It is, therefore, the responsibility of all management team and staff to implement this policy. The management team will visibly demonstrate its leadership in promoting an organisational culture which values equality and diversity by, Monitoring performance in the delivery of policies as part of each service area strategy review and an annual review of Equality and Diversity, Regular review of key policies and strategies, including equality impact assessments, to ensure that they do not directly or indirectly discriminate against groups of people, All staff members will receive regular training on equality issues. To develop services and facilities that are accessible, relevant and to the individuals that you work with, need gather information from service user, staff and other professional on, Competition in the local, individual needs, what changes can be made to improve the

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Explain the importance of demonstrating anti-discriminatory/anti-bias practice when working with children and young people: The importance of demonstrating anti-discriminatory/anti-bias in a work setting is to help prevent discrimination towards any individual children, members of staff or parents and to help promote equal opportunities. By helping to prevent discrimination and promote equal opportunities we are making sure that all members of staff, children, parents and other professionals who enter the work setting are treated equally and fairly and in an unbiased way. All work settings should have policies, procedures and strategies which demonstrate how a positive and inclusive attitude should be towards all individuals that attend the setting regardless to their age, gender, race, culture or disability. By showing this type of positive attitude each individual within the wor setting

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I interned with the Equal Employment Opportunity Commission of Raleigh. Confidentiality is one of the most important issue that is a must. One such day as I went along my business I called an employee of a company to find if there was any correlation between discrimination and termination. The survey went along until I asked a question and they exclaimed they wanted the person who filed the claim against the company. This situation is an ethical dilemma.

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