Diversity Discrimination Case Study

A federal court's power to hear any case where the amount in controversy exceeds $75,000 and no plaintiff shares a state of citizenship with any defendant. See 28 U.S.C. § 1332(a). Diversity jurisdiction is one of the two main types of subject-matter jurisdiction in federal court.

The philosophy of the primary school where I work is that every child's unique needs and abilities should and must be honored. Children's different learning needs and styles are incorporated into the curriculum. On an informal level, teachers are encouraged to make use of lesson plans that utilize different types of media and methods of evaluation. Lesson plans often make use of visual and kinesthetic aspects of the learning experience as well as more traditional methods that emphasize mathematical, spatial, and verbal intelligences.

Reasoning: Determining jurisdiction is critical because jurisdiction not only allows the party to know whether that court is entitled to adjudicate a dispute, but it can also help determine which laws are applicable, which can make a difference in a party's recovery. For example, Georgia and Delaware might have different laws regarding damages so that Elle may have an advantage in one court as compared to another court. In order for a court to be able to exercise jurisdiction, the court must have some connection to either the parties or to the event in question. Therefore, the possibilities for jurisdiction include: the district court for the state of Georgia, the district court for the state of Delaware, or one of the state courts for either Georgia or Delaware. In order for federal jurisdiction to apply, the circumstances of the case must meet the requirements for diversity jurisdiction. Diversity jurisdiction refers to that federal court jurisdiction involved when the parties involved are from two

The government's first action to battle racial discrimination was the enforcement act of 1870, this act banned racial discrimination in voter registration. It also established consequences for those who interfered with one's right to vote. The government's second attempt to end discrimination was the enforcement act of 1871 which allowed federal oversight at elections if any citizen felt it was necessary. This act came with harsher punishments. The third and final attempt to end discrimination was the Ku Klux Klan act. This made any state official accountable in federal courts for stripping anybody of their civil right or protection of the law.  The KKK act also made several of their ploys federal offenses. This resulted on several hundred

Diversity of citizenship is one of the factors that will allow a federal district court to exercise its authority to hear a lawsuit. This authority is called diversity jurisdiction. It means that a case involving questions that must be answered according to state laws may be heard in federal court if the parties on the two sides of the case are from different states. No matter how many parties are involved in a lawsuit, there must be complete diversity in order for the federal court to exercise this type of authority. If a single plaintiff is a citizen of the same state as any defendant, there is no diversity and the case must be pursued in a state court (Diversity, n.d.).

Are State Senate district 12, and State Assembly districts 24 and 25 racial gerrymanders prohibited by the Fourteenth Amendment’s Equal Protection Clause with race as a predominant factor in redistricting?

Workplace Diversity refers to the human characteristics that are present in the workplace making people different from one another. Various human characteristics would include race, gender, age, certain physical attributes, experience, and personal habits.

This case involves Kimberlie Webb and the City of Philadelphia (mainly the police department). The case was heard by the United States court of appeals, third circuit in 2009.

Literature Review: In this quantitative study, Watson, Langrehr, Zelaya and Flores (2016) aimed to investigate the relationship between multiple discriminatory experiences and insidious trauma among a sample of Women of Color (WOC). The topic is significant for the readership of the journal since it has expanded the definition of trauma and brought up a critical perspective of DSM-5 PTSD diagnosis. Researchers cogently provided literature to demonstrate the link between insidious trauma and oppressive experiences such as racism and sexism. They also included preliminary research purporting that self-esteem can be a mediator in the oppression and insidious trauma relationship. They also hypnotized and offered a research review on ethnic identity strength as a moderator in the negative relationship between multiple forms of discrimination and self-esteem, in turn, lessening to trauma symptoms. Based on these hypotheses, they clearly indicated their research questions. The literature review was composed of current research and comprehensive enough to capture the depthless of the research questions.

Through the past couple hundred years, many minorities have faced detrimental discrimination. Those who have been heavy targets are Black Americans. It is common to hear that slavery is over, but those groups still face discrimination today. Why are these minorities paying the price? Institutional discrimination is the cause to this madness. Those who have authority over the average citizen extending their power rights and preforming non-relevant; like over policing the black americans.This is common in everyday scenarios, the courtrooms, the school grounds, and the streets. It starts when these groups are young.

Discrimination is nothing new to our society or is it something that should be taken lightly and for many decades our Nation has endured many conflicts that have tested the will of Americans over the decades and it is evident that as we have become more diverse so too has our workforce. Although, we are in the twenty first century the goal is to understand why prejudice and discrimination is still so prevalent and how we can do better while trying to bring together our different backgrounds, skills, and experiences still has proven to be an issue that minorities are constantly fighting as they struggle to find there place in society. Through an array of well-educated researchers showing how diversity is nothing new to our society, but if we are to continue to grow and move forward we must be able to understand that with diversification we can foster a strong and inclusive economy that is built to last and nurture a nation that will continue to lead the world as standard setter.

In May 2007, the Bush Justice Department filed a lawsuit against the Fire Department of New York (FDNY), based on discriminatory hiring practices for entry level firefighters. More specifically the lawsuit was in regards to the use of exams 7029 and 2043, had an unlawful and negative impact on the prospects of black and Hispanic applicants. In September of that year the Vulcan Society were allowed to intervene in the lawsuit with the objective of proving that these practices were a result of intentional discrimination. The ensuing legal battle would lead to major changes in NYFD’s hiring practices and get the ball rolling towards a more diverse department.

Minority groups in society have faced prejudice and discrimination throughout history and they continue to face it today. Religion and government have immense power to dictate what is seen as “correct behavior” in society. Furthermore, it is when minority groups infringe on these beliefs, that they can face this extreme prejudice and discrimination. Minority groups who have faced these adversities include First Nations and LGBTQ+ groups. Two stories that show the adversities that these groups face are A Word From the Nearly Distant Past by David Levithan and Totem by Thomas King.

Organisations have sought out to have a more diverse workforce, as it is claimed to increase organisational effectiveness. A team with individuals from different social group, personalities, values and beliefs, and etcetera, when managed well, can be an asset to the organisation. More often than not, there will be some sort of discrimination in the workplace, especially with a very diverse workforce. Therefore, with proper training and benefits to ensure the development of these employees, and legislation and policy to ensure equality and reduce discrimination within the workforce, it can drive competitive advantage and organisational profit. When looking at diversity in the workforce, the business case and the moral case justification are often necessary. The following paragraphs will talk more about the business case and moral case, and the linkages between them, as well as the theories and conceptual frameworks for the business and moral cases justification for diversity management in organisations.

Discrimination comes in many forms. Discrimination and diversity are closely linked considering the reasons behind discrimination are what makes up the definition of diversity. Not only is discrimination made against gender, race, and religion, but it is also made of age, disabilities, appearance and in a lot of cases, women who are pregnant too. This is very much a reality for many employers. There are laws protecting acts of discrimination. This topic is so sensitive, that many employers implement diversity and discrimination into their mission statements. Many companies make it their practice to host training sessions to prevent discrimination from happening, then there are many companies who can’t afford such training for their