Ann Hopkins Essay

She has carved a pathway where other young, old, married, or single black women have a direction where they can follow her lead to unimaginable distances.

The Civil Rights Act of 1964 contained eleven titles, or parts, that made the act complete. The first title, “Voting Rights”, made sure that there was no discrimination in literacy tests when determining voting ability. The “Public Accommodations” title said there would be no discrimination or segregation in hotels, motels, restaurants, gas stations, places that served food,

Employers that base employment decisions, including hiring and promotion, on protected class characteristics are engaging in disparate treatment. When they do so overtly and argue that it is necessary to limit a particular type of employment to people with specific protected class characteristics, this type of disparate treatment is termed a facially discriminator policy or practice. An important, but limited, defense is available to employers that adopt facially discriminatory requirement is legal. If an employer can show that a particular protected class characteristic is a bona fide occupational qualification (BFOQ) for the job in question, the facially discriminatory requirement is legal. According to the Title VII of the Civil Right Act,

Ann Hopkins was such a success in Price-Waterhouse; she was hired specifically by the United States State Department to handle a massive contract job. Bringing such business to her employers would, in theory be a huge positive for the company. So, as she approached the time that was appropriate to become a partner in her accounting firm, she applied, and the first time, she was rejected. As partnership is not guaranteed, Hopkins could take this decision, though almost certainly a huge disappointment for Hopkins. However, the second time she applied and was rejected, she felt her rejection was not based on her quality at her job, and sued.

Page 5 - 1.1 - Identify the current legislation and codes of practice relevant to the promotion of equality and valuing diversity

Last June in 2001, a 37-year-old lady by the name of Andrea Yates, was arrested for killing her five children. Most people like me would agree that she was sane, and the death penalty would have been the right punishment for Mrs. Andrea Yates.

The court should take a look at what the partners said like, “she was sometimes overly aggressive” (Nkomo, Fottler, McAfee, 7 edition, p. 57). The judge should rule in favor of Thelma Jones because she is being sexually discriminated. The employer did in fact discriminate unlawfully because you’re not allowed to tell a woman to be more “femininely” just to get a higher position.

EEO states which is that EEOC is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person 's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. These laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits.

The Civil Rights Act of 1964 is considered by some to be one of the most important laws in American history. (The Most Important Cases, Speeches, Laws & Documents in American History) This Act was signed into law by President Lyndon B. Johnson on July 2, 1964 and it is a “comprehensive federal statute aimed at reducing discrimination in public accommodations and employment situations.” (Feuerbach Twomey, 2010) Specifically, it aimed at prohibiting “discrimination on the basis of race, color, national origin, sex (including pregnancy), and religion.” (Civil Rights Act of 1964, 2010) Additionally, it also

The lawsuit is brought under 42 U.S.C. § 1983. Section 1983, or civil actions for deprivation of rights, is an amended version of the Civil Rights Act of 1871. The statute provides that:

Laws against discrimination- Title VII of the Civil Rights Act of 1964 says that no person employed or seeking employment by a business with more than 15 employees may be discriminated against due to their race, color, religion, sex, or national origin (Lee, 1998). This Act

Anna Kingsley, a woman of strength and determination overcame many odds not expected of an African American slave. She married a slave owner, owned land, and was once a slave herself. She was well known in a free black community she helped establish.

The senior partners and a policy board that managed the firm elected the proposed new partners through a “formal, annual nomination and review process.” This process was critical because once an employee became a senior partner, it was a life time appointment. Additionally, according to one employee, the new partner would be less supervised and thus be more susceptible to abuse of power which would have broad and long lasting implications on the firm. In the event the senior partners mistakenly promoted an employee to the partner level, it would be increasing difficult to remove the partner once elected. Partners were also exposed to personal, legal and financial liabilities that many lower level employees were not, thus a misstep in the evaluation process could have the potential to setback the firm. While it is undeniable that the partnership process is paramount in determining if a candidate is qualified to become a partner, the process at Price Waterhouse was highly flawed and allowed for

The Bona Fide Occupational Qualification (BFOQ) is contained in Title VII of the Civil Rights Act of 1964. Under this title, employment in particular jobs may not be limited to individuals of a particular sex, religion, or national origin unless the employer can show that one of these factors is an actual and necessary qualification for performing the job. BFOQ is usually decided on a case-by-case basis. Race is never a BFOQ. When BFOQ is used as a defense, the employer admits sex discrimination but under the terms of the statute it is justified (Sovereign, p.91). The Supreme Court has determined that the BFOQ exception is intended as a narrow exception to the prohibition of sex-based discrimination (Hawke, p.58).

Workers should not practice, forgive, assist, or collaborate with any form of discrimination on the basis of race, ethnicity, national origin, color, sex, sexual orientation, gender identity or expression, age, marital status, political belief, religion, immigration status, or mental or physical disability.