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Workplace Discrimination

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Recommended: Gender discrimination in the workplace introduction

Cambridge Dictionary defines discrimination as treating a person or a given group of individuals in a worse manner in comparison to the rest of the people. This peculiar treatment may be due to sexuality, gender, race, disability or any other feature that may make a person different from the majority of the people. Different authors have expounded on this definition according to their understanding. Conley, Wright, and Conley, (2016, p.9) have the same take on discrimination as that of Cambridge Dictionary. He goes ahead to divide discrimination into two, direct and indirect discrimination (Conley, Wright and Conley, 2016, p.14). They define direct discrimination as a situation where one employee is treated differently from the others. Indirect …show more content…

Studying various literally work, one realizes that the greatest form of discrimination that led to the drafting of this act was chauvinism and racial discrimination. Before this law came into play, when a man and woman applied for a tasking job, the man had a greater opportunity of getting the job simply because of his gender (). Most employers give gender preference to actual qualification when hiring workers. Females were mostly considered for jobs such as house keeping, baby sitting, and career in the food industry. () claims that both men and women must be given equal opportunities when it comes to hiring since experience does not come with gender.
In their book, Whitley and Kite (2016, p.363), raises concern on the fact that the first laws against discrimination were passed more than 50 years ago, yet employees still suffer from a great deal of discrimination. Williams and Dellinger (2010, p.7), argues that every individual needs to take part in fighting discrimination. As long as the struggle is one-sided, discrimination is bound to live with …show more content…

Also, they encourage they highlight the fact that the disabled people, just like the abled, are able to perform various tasks. The Equality Act provided a chance for the disabled people to get employment in various companies as long as they met the qualifications. Nevertheless, most companies still silently discriminate people with disabilities in that they consider them an unproductive.
Williams and Dellinger (2010, p.8), primarily focus gender discrimination. They attempt to enlighten the reader on the different forms of gender discrimination experienced in the work place. They conquer with Healey (2014, p.22) in that gender has nothing to do with experience. In addition, they insist on employers considering the background of an individual prior to offering a

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Vicki Schultz uses the case of EEOC v. Sears Roebuck & Co. as an example of sex segregation of women in the workplace. In this court case it was found that the employer had not discriminated against women in commission jobs because the EEOC claims “were based on the faulty assumption that female sales applicants were as ‘interested’ as male applicants in commissions sales jobs. ”(174) Therefor Schultz suggests “lack of interest” in those commission sales jobs “rests on conventional images of women as ‘feminine’ and nurturing, unsuited for the vicious competition in the male dominated world of.”(174). She then goes on to describe that the “lack of interest” claim can be use in two ways; Conservative and liberal.

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The Civil Rights Act of 1964 prevents people from certain classes being discriminated against. The protected classes under the federal antidiscrimination statutes include: race, color, national origin, sex, religion, age-40 and older, citizenship, Military service, pregnancy, and physical or mental disability (Walsh, 2012). It is important for employers to understand what discrimination against these groups entails. Employers who do not understand discrimination against a protected class may find themselves making good faith mistakes regarding an employee’s conduct (Lidge, 2011). If a case goes to court, the employers will bear the responsibility to show proof of their actions were not discriminatory actions.

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Despite advancements in workplace equality, women of color continue to face systemic disadvantages in the workforce due to intersecting forms of discrimination based on race, gender, and often socio-economic status. Wage gaps have a significant impact on women of color, resulting in limited opportunities for career advancement, wage disparities, affordable quality education, and enduring barriers to achieving full professional potential. However, many say that by acknowledging the problem, improved laws have been introduced to aid this division in gender, while women are still systemically buried by unconscious biases that hinder their advancement in equal treatment. Women of color have historically faced numerous barriers in accessing work

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Disabled people who do manage to make their way into the work force tend to encounter numerous disadvantages such as advancement and on average earn around one quarter of the income of their able bodied counterparts (Barnes, Mercer & Shakespeare 1999, p.110). In addition, the majority of well paid, high skilled, and rewarding positions are commonly taken by non-disabled people (Barnes, Mercer & Shakespeare 1999, p.111). It is possible that employers are not interested or unmotivated to make possible changes or allowance for physically disabled people within their organization

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If you are a female applying for a job, you do not get to see what the other people’s resumes look like. You do not know if you are the most qualified person out of them all, therefore you will not be able to prove that if you do not get hired, it was because of gender discrimination. While some people may say that gender discrimination no longer exists, that is not the case. Over the past 40 years, improvements have been made, but there is still more progress that needs to be done. Females on average make 78 cents on the dollars compared to men (Gerdeman 2017).

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Direct discrimination means that in the work place, someone is not aloud of on a break because they don't have hot drinks or smoke fags, People should have their own rights and wishes if they want to go out on a break or not. Indirect means that some colleagues or managers doesn't realise their actions may in some way discriminate one service users over another and not allow them to have their care needs met, every service user have their own

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According to the Ability Center, The Americans with Disabilities Act of 1990 (ADA) makes it unlawful to discriminate in employment against a qualified individual with a disability. The ADA also, outlaw’s discrimination against individuals with disabilities in State and local government services, public accommodations, transportation and telecommunications (Blanck 5). This document explains the part of the ADA that prohibits job discrimination. The U.S. Equal Employment Opportunity Commission along with State and local civil rights enforcement agencies, work to enforce this part on the law (Blanck). The law unquestionably improved the lives of people with disabilities in many ways, especially by enhancing their access to businesses and public places.

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In today’s economy women are moreover subjected to being judged by their age, their looks, or in a lot of cases by the way that they dress. The “glass ceiling” is also a form of gender discrimination. The glass ceiling refers to the invisible barriers that disable women from getting higher ranks because, majority of the upper level positions are passed by them and given to the men in the company. “Sex or gender discrimination in the workplace is defined as treating someone unfavorable because, of the persons sex, whether they are applying for the job or are already a present employee at then establishment. The Equal Pay Act makes it illegal to discriminate on the basis of sex in the payment of wages or benefits.

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