Discriminatory Pay Practices

After reviewing the data it is apparent the promotional rate of women in managerial positions when compared to the men is disproportional to the size of the population. This shows disparate treatment, the company hires women, but women do not promote at the same pace as men. This shows strong evidence of discrimination and if not resolved will lead to a violation of the Equal Employment Opportunity Commission.

Racism is defined as prejudice, discrimination, or antagonism directed against someone of a different race based on the belief that one's own race is superior. In the workforce, the issue of racism and discrimination has been brought to the center of conversations around the world. Companies claim to be “colorblind” and not hire somebody based on their race or gender, but the employment rates among minorities and women around the world is significantly lower than the majority in the given country. There is also the growing issue of minorities, such as blacks in america, making significantly less money than whites. This issue affects people all around the world who happen

An important federal employment law that all employees and employers should be aware of is the Equal Pay Act of 1963. As conversed in week nine of class discussion and video lecture, the Equal Pay Act of 1963 ends wage disparity based on sex. The main goal of this act was to ban discrimination in wages, benefits, and pensions based the gender of an employee in any place of employment. Women traditionally earned less than men for doing similar work. The United States has had a long history of knowledge of unequal pay between men and women, but it was not until around World War II that the problem arose and women started fighting for their rights on this issue. Women have tried passing several bills to help close this pay gap throughout the 1950’s, but ended up in failure.

Female employees of the Bank of American filed a lawsuit in 2010 alleging that the employer engaged in gender-based discriminatory work practices against women working in FA jobs

Being an interagency task force, the Equal Pay Task Force has worked closely together to build a strong foundation in order to ensure long-term success in ending pay discrimination. In the spring of 2010 the EEOC and the DOJ created a “pilot project” in which they efficiently investigated and consulted over 125 cases of pay discrimination (pg7). This interagency cooperation has trained over 2000 enforcement personnel, as well as providing online training to the various departments on how to address and handle pay discrimination more effectively. To ensure future success this task force has also worked with academic experts to use the best means of data gathering, doing so will give the Task Force transparent information to investigate future cases (pg8).

Wage discrimination is embedded in our legal system. The ongoing battle for equal pay for women dates back to the Civil War. Throughout history, men seemed as the ideal-type of employers. Men were primary the breadwinners, and women who worked at the time only pinch in money oppose to having a stable salary equivalent to their male counterparts. The job roles such as nurses, teacher, and retail sales clerk became a “traditional female” occupations. In “Here’s the History of the Battle for Equal Pay for American Women,” Charlotte Alter points out a letter sent to the editor of the New York Times on February 1869. In this letter, the writer questioned why female government officials did not have similar pay to their male colleagues: ‘Very few persons deny the justice of the principle that equal work should command equal pay without regard to the sex of the laborer.’ Even in the late 19th century in which men had far more opportunities than women, people question the inequality in regards of the workplace. The

Within the case, a handful of Black women brought suit against General Motors, “alleging that the employer’s seniority system perpetuated the effects of past discrimination against Black women” (Crenshaw 139). However, they could not sue on the basis of racism because Black men had been hired, and they could not sue on the basis of sexism because white women had been hired. As a result, the court dismissed both claims of sex and race discrimination. Such cases revealed the reality of Black women’s discrimination being combined factors (Christon 2).

Team individuals of the Task Force have found a way to build requirement of existing laws that restrict pay segregation. The U.S. Rise to Job Opportunity Commission (EEOC), for occurrence, keeps on taking part in regulatory requirement and case to uphold the privileges of ladies in the work environment comprehensively—not simply in the domain of pay separation.

In this report, I will explore the rationale, significance, and potency of the Equal Pay Act of 1963 by carefully analyzing its role from creation to passage throughout history, its strengths towards the economy and weaknesses to the public, the effectiveness of its implementation process, and its impact on business and society in the perspective of material covered throughout the ethics and law course. The advancement of the Equal Pay Act is “critically important because employment is essential to the economic well-being and dignity of employees and their families” (Jones, 2014, 18).

By the time the Equal Pay Act became a federal law in 1963, women throughout America were only making an average of 59 cents to every dollar that men earned (The Pay Gap, the Glass Ceiling). When the Equal Pay Act was enforced, Congress was focusing on the wages gap that was present for men and women who were working the same job. Therefore, women were supposed to receive “equal pay for equal work” (California Closes the Gap, par. 3) relative to the men they worked alongside with. Many companies within the private sector took advantage of the wording of this Act, citing that women were not doing “equal work” to the men, so they did not justifiably deserve “equal pay”. This is how even now, 50 years later, “persistence of a twenty percent gender pay gap” (ABA Journal, par. 1) makes it so that on a national average women are still making less than men. However, while cultural bias is one of the contributing factors, it is only

When a person is discriminated against their race, gender, and age. This is some of the most evident forms of discrimination. I believe the most qualified person should receive the job, regardless of race or ethnicity. When employers disrupt workplace discrimination, legally they can be sued by the person or persons and receive bad publicity. When a employee hurts from unfair treatment due to their race and religion. Proving discrimination is difficult as is can occur in a number of work-related areas, during your initial hiring phase, during training or even after you get the job and have to participate in job evaluations. As far as ethnicity goes, Americans come in every color, shape, and size and a successful business is one that understands

While the world has unanimously advanced and is more accepting of change, the workplace continues to be a place of discrimination, prejudice and inequality. Discrimination is broadly defined to ‘distinguish unfavourably’, isolate; and is context based (Pagura, 2012). Abrahams (1991) described the workplace as an ‘inhospitable place’ where gender disparity and wage gaps persist (Stamarski & Son Hing, 2015). Among other states and countries, the Australian government actively implements and passes laws to protect and maintain equal employment rights. While the objective of these laws is ‘to eliminate discrimination,’ the regulatory mechanisms in the legislation are largely ineffective at achieving this ultimate goal (Smith, 2008). However,

The plaintiffs involved in the Dukes case claimed to have endured sexist comments while receiving lower pay and watching their male counterparts advance at a quicker rate. (Bernardin & Russell, 2013). They also claimed that the male dominated departments such as sporting goods, hardware, and garden, generally paid higher wages while offering more opportunities for advancement (Bernardin & Russell, 2013). Statistically, women in hourly positions at Wal-Mart make $1,100.00 less annually than male hourly employees, and the salaried gap is $14, 500 a year (Hart, 2006).

Despite the fact that the Equal Pay Act has been law since 1963, many problems inevitably arise in the administration of equal pay laws (Fisher). It has been estimated that at this current slow rate of progression in closing the gender pay gap it will be 2068 by the time men and women’s wages are equalized. It is clear that the business case, as well as the legislative case, has a significant role to play (Commission Policy Report).

There are many different types of discrimination in employment. For underpay discrimination there are many laws. The Equal Pay act requires that men and women get an equal pay. If pay is unequal then the employer cannot reduce the pay, they have to increase it for the underpaid gender. An individual who experienced a violation of the equal pay act can go directly to court without having to file a charge before. Title VII makes it illegal to discriminate based on pay and benefits. Someone who has a claim under the equal pay act may also have a claim under the Title VII. Title VII, ADEA, and ADA prohibit pay discrimination based on race, color, religion, sex, origin, age, or disability. The EPA requires that jobs given must be equal, whereas Title VII, ADA, and ADEA do not require the jobs to be equal. There are also laws against different job opportunities. Title VII of the Civil Rights Act of 1964 protects people from discrimination of employment, including recruitment and hiring decisions, based on race, origin, gender, color, religion, and sex. A BFOQ is a bona fide occupational qualification. BFOQs are often recognized in healthcare settings where health care workers of one gender are hired because they can best meet the psychological, physical, and privacy needs of patients of the same gender. Again, this exception is narrow and employers should not establish BFOQs based on stereotypes or outdated notions of gender roles. There is also laws against having different