Examples Of Disparate Treatment

Discrimination is when someone has a bias opinion on a specific crowd of people due to their race, sex, religion, or order of rank. This basically goes hand in hand with the phrase judging a book by its cover meaning the person with the negative opinion will not give the other individual a fair chance for the reason being they are being stereotypical and not thinking of the other person’s talent, or character. A modern day example of discrimination would be if a male employer were to compensate a female employee a lower pay due to her gender. At some time in everyone’s life due to today society, we have all been victimized by discrimination. Whether it may be a dirty look from a random person, or the way you dress, talk, and even look.

The process of establishing if an action/policy is discriminatory can be very challenging. However, a number of theories seek to differentiate actions that constitute discrimination and those that do not. Disparate treatment Theory is amongst the most commonly used theories that have been used to ascertain whether an act or policy amounts to discrimination or not. The theory argues that one is subject to discrimination if they are treated less favorably than others are in similar situations (Bent, 2011).

According to Bennett-Alexander & Hartman (2015), disparate impact is defined as “treating similarly situated employees differently because of prohibited Title VII or other employment discrimination law factors” (Bennett-Alexander & Hartman, 2015, p. 64). It can be considered to be intentional discrimination, on the basis that the employee or perspective job applicant can demonstrate a difference in treatment by the employer without appropriate justification (Bennett-Alexander & Hartman, 2015). If an employee or perspective job applicant decides to file a lawsuit, then under McDonnell Douglas case, the employer must set up a legal test to consider all relevant factors, if the questions were answered and there is still no suitable justification then the only factors left to consider are age, color, gender, religion, national origin, or other protected category (Bennett-Alexander & Hartman, 2015).

Disparate treatment is intentional discrimination. It exists when individuals are treated differently in a similar situation. It is based on considerations of age, race, color, disability status, religion, gender, or national origin.

The disparate treatment doctrine requires that any plaintiff must demonstrate that an employer has treated some group of people less favorably than others because of any protected classification to include their race, color, religion, sex, or national origin. According to Walsh, “Three provisions required to prove disparate treatment are (1) the plaintiff must establish a prima facie case of racial discrimination; (2) the employer must articulate some legitimate, nondiscriminatory

Federal (Title VII) and State legislation prohibit intentional discrimination based on race, color, religion, sex, or national origin and prohibit both “disparate treatment” and “disparate impact” discrimination.

Intersectional oppression does not stop when felons are released from prison. It follows them even after they have served their time. Black people are much less likely to be hired for a job after they are released from, making them more likely to return to crime in order to make money, in fact, many are left with no other choice. Black people and Latinx people are also much more likely to be stopped by the police for “suspicious behavior” than whites, even if a white person had been doing the same thing in the same neighborhood. This makes former prisoners who are people of color much more likely to either become homeless or be arrested once again, trapping them once more in the unjust criminal justice system. Another strike against a former

As mentioned in class during session 9, the main goal of social justice is full and equal participation of all groups within society (Stanton, 2017). The idea of groups not being equally included in society is viewed as oppression. Institutional oppression begins with the idea that one group is better than another group within society. The dominant group controls the marginalized population through structural and institutionalized aspects such as the creation of laws, its legal system and police practices, the education system and schools, public, political, and housing policies in place. Some examples of such institutional oppression can be seen throughout our history as African Americans make up the largest population of individuals in prisons, on parole, and probation. This is called institutionalized racism, is a problem among our society, and heavily influences the social work practice.

Disparate treatment is a worse offence than adverse impact because adverse impact is not necessarily intentional, and disparate treatment is intentional. Based on ethics, if a disparate treatment case is proven, it says very bad things about the employer, and depending on the case, it says the employer has been acting races, sexist, or engaging in a different form of discrimination. Adverse impact can have the same results as disparate treatment, but it does not mean the employer was discriminating on purpose. It is still bad, and the employer should not allow it to happen, but it is not quite as bad as disparate treatment if it is not intentional. Overall, both are very bad, and employers should do everything possible to avoid these kinds

The disparate treatment doctrine requires a plaintiff to demonstrate that an employer has treated some people less favorably than others because of their race, color, religion, sex, or national origin. Three provisions required to prove disparate treatment are (1) the plaintiff must establish a prima facie case of racial discrimination; (2) the employer must articulate some legitimate, nondiscriminatory reason for its actions, and (3) the plaintiff must prove that the stated reason was in fact pretextual. Proof of discriminatory motive is critical and may be inferred from the mere fact of differences in treatment. Proof may also be inferred from the falsity of the employer’s explanation for the treatment, (Walsh, 2010).

In today’s society systematic oppression has really been a factor regarding on the issues of minority groups. In our opinion, we feel like if Bill Cosby wasn’t a colored man suppose he was a white man this case would have been a lot more lenient because people of color have them labeled as bad people. People who kill, rape, sell drugs etc. and white people that sometimes are the worst, always they treat white people with like more finesse of have more them respect. At this time the colored people not only suffer from racism, but also immigrants from different countries are suffering a lot of racism. Another example of systematic oppression is about Bill Cosby accused of raping women was harshly accused and especially for being black.

I enjoyed reading your DQ 1 post this week, and it looks like we both stumbled across the same website article about disparities. It was an interesting article to read, and it provided useful information to understand health care disparities better. The health care disparity examples you provided, and your example of how to address these issues would benefit those individuals that live in rural areas. One issue that might arise from developing more resources in rural areas is that you would have to find funding to open, staff, and continually provide more resources in that area. However, missed diagnoses and poorly managed care leads to health care disparities and higher medical costs ( ). Providing more

1) Social justice (disparities, availability of services, cost) *who has found solutions? Are there any solutions?

Disparate treatment is a way to prove illegal employment discrimination. An employee who makes a disparate treatment claim alleges that he or she was treated differently than other employees who were similarly situated, and that the difference was based on a protected characteristic. Nolo (2016).

The Civil Rights act of 1964 along with Title VII gives employees the option to sue business owners based on color, race, sexual orientation, and religion. This act, rules on the fact, that individuals can take action if a discrimination or harassment issues happens at the employer’s workplace. It expands Civil Rights statues to provide more protection against people who are victimized due to discrimination. It sets the guidelines for job related issues due to disparate impact or treatment issues. However, this act does not assure that everyone who faces discrimination will be employed because frankly he is a minority. If it is felt that there is a possibility of