Discrimination Cases During Diversity Training

Workplace diversity is beneficial in many ways and on a variety of levels. When a workforce is comprised by people of different races, religions, genders, cultural origins, and sexual orientations, this allows a company to draw from the experience and knowledge that may be unique to each group, widening its frame of reference. Additionally, in terms of recruitment, this ‘widening of the net’ goes to insuring that the company appeals to more individuals and increases the likelihood that the company has opportunity to hire the most qualified individuals. For example, someone who may excel at a job but has a disability, may just need extra assistance. If a company does not provide this

Discrimination is a topic that has been around for a very long time. Most people today do not realize how discrimination affects everyone around them and might even happen to them from time to time. “Discrimination means treating a person unfairly because of who they are or because they possess certain characteristics such as age, gender, race, disability, religion, pregnancy and maternity, sexual orientation, gender reassignment, and marriage and civil partnership” (EOC 2017). There are many types of discrimination, but we will focus solely on discrimination in the workplace for this paper. Stephen and Timothy (2017) gives different forms of discrimination within the work place; they are discriminatory policies or practices, sexual

The issue of discrimination is very widely discussed, so widely that laws and statutes have been enacted and are continually addressed every day. This may occur in a courtroom, on the legislative floor or at the employer’s offices, but the fact that the Equal Employment Opportunity Commission (EEOC) receives around 80,000 discriminatory filings annually, with 99,922 in 2010, there is little wonder the amount of attention to discrimination is warranted (Walsh, 2013). According to the EEOC’s website, the discrimination claims were more than the annual averages, but less than 99,000 in 2010, at 88,788 in 2014 (“EEOC Releases Fiscal”, 2015). These figures reiterate the importance and diligence in which discriminatory acts must be handled by all parties involved.

The number of discrimination charges reached a record high in 2010, according to the U.S. Equal Employment Opportunity Commission (EEOC), a government agency that investigates discrimination charges on the basis of race, sex, national origin, religion, retaliation, age, disability, and genetic information (Wong, 2011, para. 1). Although the majority of discrimination is unethical and unnecessary in the workplace, certain benefits can be seen if it is executed properly. Understanding discrimination is becoming more crucial as the workforce continues to become more diverse. Knowing where discrimination does and does not belong in the workplace will help employers create effective and progressive workforces.

I am writing to you today to discuss the issue of minority discrimination in the workplace. Many minority groups in this country struggle to find stable jobs due to the fact that it is difficult to find sustainable employment. One of the main struggles they face in achieving successful careers is harassment within the workplace, not only demeaning employees, but stunting them from achieving full growth in their jobs. According to a survey by Business in the Community, approximately 30% of minority workers have experienced or witnessed harassment in the workplace based off of their race during the past year. As a country that prides itself on being a melting pot for all cultures and races, it is unacceptable that so many individuals are

With acceptance for non-traditional sexual orientations rising globally, issues related to and members of the lesbian, gay, bisexual, gay, transsexual, intersexual, and queer (LGBTIQ) community are becoming more prevalent. Countries promulgating laws on sexual orientation discrimination are becoming increasingly common, and organizations are pursuing diversity in human resources.

Also – If Katy and Jasmin are not challenged about this, it could potentially lead to themselves being

This paper will introduce ways to help end racism which is any discriminatory act towards another individual or group based on race, religion, sexual orientation or religion. It will also introduce ways to eliminate oppression which is the act of interfering with the forward movement of an individual, such as denying them a pay raise or job promotion. These topics are of importance because they significantly affect African Americans, Hispanics, and members of the Lesbian Gay Bisexual and Transgender (LGBT) communities. This information will be presented through the lens of social justice and professional social work whose mission is ending racial discrimination and oppression, next from the National Association of Social Workers (NASW) Code of Ethics which has a zero-tolerance racism policy, and lastly from my personal perspective.

In today’s workforce there are more of a diverse variety of people than ever before. Among these people we all have to learn to respect, appreciate, and tolerate each other’s way of life. Everyone is different in their own way and we all should know that by now. I personally think it is an advantage to having all these different types of cultures in the workplace. In having this it allows everyone to see different sides and objections to a topic or idea.

The manager's actions do apply to reverse discrimination. He is favoring Applicant A because he is black and has no work experience as a custodian. In today's society, it is harder for white men to get jobs because owners want their business to be diverse and that attracts customers. The defintion of reverse discrimination is basically favoring people that have been discriminated and in this case, the white man wasn't picked because of his color. Also, we're kind of assuming the manager is white even though it doesn't say in the text. The manager could've picked Applicant A because their from the same race or they're both in the minority group. Say Applicant B applies for another job as a custodian, will he ever get a job or will he always

Diversity is something came out naturally, either from itself or genetic. Various kinds of diversity exist, such as race, shape, sexuality, gender, religion, age, health, and culture. Some people take diversity as threat because it’s different and take this as dangerous things, or even better take this as a good thing that diversity is something to help unite all. Nowadays people take discrimination as a common thing, discrimination has spread in this world. Some will take discrimination in a negative way, some will take this in a positive way. Discrimination came out in many ways, since it’s something that pointing out the differences between one thing to another one. Discrimination against diversity is no

The discrimination of older people in the work force is alive and well, for those older than 40 it can be especially challenging to find new jobs or move up in a company. This is a form of ageism, or the systematic discrimination against persons of an older age group. Members of the Baby Boomer generation have felt the worst of ageism, many of them who have reached retirement age are still looking employment due to the economic hardships they faced during the Great Recession. Of course, there are laws against ageism in the work place, but as University of Houston law professor Andrew Achenbaum says “Proving you were passed over because of your age is devilishly difficult, and the EEOC has a large backlog of complaints that it hasn’t had the

The LGBT is still discriminated against in the common workplace. The community typically faces discrimination in the workplace and “According to the New York State Division of Human Rights, approximately 5 percent of its complaints were based upon sexual orientation identity discrimination”(Gates). This shows a clear case in which sexuality is a prevalent issue and not something to simply scoff at. A recent case posted by the New York Times shows how some cities are taking measures to make it easier to discriminate same-sex couples because of the religious freedom law which allows religious conservatives to refuse service to same-sex couples. People who are affected by this could be refused employment, housing, and public accommodations (Davey). Unfortunately these people are treated unjustly and need more than just the ability to get married, but to actually be protected from the more pressing issues. A study conducted by Mara Keisling from the National center of transgender equality found that those that openly identified as transgender experience double the rate of unemployment and 47% claim to have been denied a job, fired, or denied a promotion

The implementation of new policies always presents challenges for HR managers, especially in the field of equality and diversity. According to Kumra and Manfredi (2012, p.5) equality means “that everyone should be treated equally.” In a workplace application it is closely tied to the concept of workforce diversity. For many organisations this presents a challenging task to provide diversity models that consider the entire workforce, which is often viewed as a universal group instead of one with cultural and demographic differences that affect each employee in a different manner (Martin Alcazar, Romero Fernandez and Sanchez Gardey, 2013, p.39). In order to successfully implement policies that foster equality and diversity in the workplace a complete transformation of all HR strategies is necessary (Martin Alcazar et al, 2013, p.43). This transformation is necessary because organisations will benefit from having people that feel accepted in their workplace as it overall increases the employees’ motivation and effectiveness. It also enhances the organisation’s competitive advantage by the creation of diverse teams with diverse skills and perspectives (Kirton and Greene, 2010, p.226). This essay will explore the challenges that HR managers face when introducing and implementing policies that support the LGBT community. It will specifically focus on the context of the United States, and provide examples of what the American Multinational Microsoft does to address these

Legal Benefits: Compliance with EEO and Affirmative Action legislative and minimizes lawsuits allowing the company to evolve and reach its long-term goals.