Non Discrimination Policies Of The Home Depot Company Essay

Research by Anna Lazarus and Juan Enjamio (2015) presented the background of David Baldwin, a Supervisory Air Traffic Control Specialist for the United States Department of Transportation in Miami, Florida. He filed a formal Equal Employment Opportunity (EEO) complaint within the established timeline with the Federal Aviation Administration after he was not selected for a permanent position due to his sexual orientation. It was alleged by Baldwin that the supervisor involved in the selection process, made negative comments about his sexual orientation. The Agency took the position that the complaint was untimely and that the sexual orientation portion of the claim was appealable to the Agency, while the portion of the complaint involving reprisal was appealable to the Equal Employment Opportunity Commission (EEOC). (Lazarus and Juan 2015)

When the Title VII of the Civil Rights Act of 1964 was enacted employees felt sigh of relief because now it was unlawful for employers to discriminate against once race, color, religion, sex, or national origin. “Title VII provided the legal basis for all people to pursue the work of their choosing and to advance in their chosen occupations subject to the limitations of only their individual qualifications, talents, and energies” (McConnell, 2013, p. 46). The Civil Rights Act of 1964 also established the Equal Employment Opportunity Commission (EEOC) to enforce the antidiscrimination requirements of Title VII. What employees didn’t know was that this was merely a law and laws are broken all the time, although there are severe consequences.

The disparate impact, on the other hand, denotes the practices in hiring as well as other sectors that unfavorably distress a certain diverse group in the protected classes more than others. This is despite having neutral rules applied by the employers. These violations can be shown by providing evidence that the employment policies and practices have excessively negative effects on the protected group as compared with others (Schneider, 2010). Consequently, the disparate impact forbids the employers from utilizing a facially unbiased hiring practice that has an unfounded hostile effect on the specified protected group. The disparate impact is mostly inadvertent; however, the

Despite the laws and protections that have been established, workplace discrimination is still reported as a common occurrence in the U.S (Triana, Jayasinghe, & Pieper, 2015). The subsequent sections will examine a case of workplace discrimination as described by Monica Harwell, an African-American woman working for Con Edison, in New York. A consequent discussion of Monica’s account of discrimination evaluates the case in terms of

In today’s world, the American still has barriers to overcome in the matter of racial equality. Whether it is being passed over for a promotion at the job or being underpaid, some people have to deal with unfair practice that would prevent someone of color or the opposite sex from having equal opportunity at the job. In 2004, Dukes vs. Wal-Mart Stores Incorporation was a civil rights class-action suite that ruled in favor of the women who worked and did not received promotions, pay and certain job assignments. This proves that some corporations ignore the 1964 Civil Rights Act, which protects workers from discrimination based on sex, race, religion or national origin.

Bill Clinton once said, “I believe that those who promote discrimination on sexual orientation or any other grounds are gravely mistaken about the values that make our nation strong”. There is employment discrimination when someone is fired because of personal grudges or non work related issues. Many groups of people don’t have equal opportunities in the American workplace. Including illegal immigrants, ex convicts, children under fourteen and gays. Illegal immigrants will be denied jobs because businesses just don’t hire illegal immigrants. That can be because of policy, they don’t want to get in trouble for hiring someone who is here illegally. Ex convicts aren’t always trusted in the workplace. Many businesses just don’t hire ex convicts

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.

Employers in today’s job force should take heed and make all possible efforts to avoid any type of discrimination in their company, not just age discrimination. Risk management teams should be put in place in the human resource departments and should work closely with the executive managers to create an environment that does not promote or tolerate discrimination of any kind. This would not only improve the culture of the company but would reduce the unnecessary risk of discrimination lawsuits. In conclusion, not only is discrimination degrading and hurtful, but for an organization it is illegal, costly, and disrespectful. The Supreme Court recognized the discrimination and that it was inexcusable no matter the “after-acquired evidence” against the plaintiff and ruled in accordance of this in the McKennon vs Nashville Banner Publishing Co

As a Human Resource Manager, the understanding of the Equal Employment Opportunity laws are initially overwhelming, due to the amount of information dedicated to the subject. However, it is vitally important to comprehend and apply these laws to any organization, in order to avoid claims or litigation. Companies need to educate management to “take reasonable care to prevent and promptly correct discrimination and establish anti-discrimination policies” (SHRM, 2014). The EEOC is not out to get employers, but was “established to administer and enforce the Civil Rights Act at work” (Dessler, 2015, p. 28). Successful compliance with EEOC law ultimately depends on authentic and dedicated belief in the capabilities and value of each individual and cultivates a diverse and sincerely non-discriminating workplace. In my view, the core of this and other civil rights law finds its origins in the biblical worldview, that all men are created equal in the sight of God and are bestowed with unique gifts and abilities. Our law points to the gift of God that we live in a nation dedicated on protecting what God has created.

Living in the 21t century, diversity is seen all aspects of life, majorly in the workplace. A rising issue in America has been making headlines; discrimination in the workplace due to sexual orientation. Sexual orientation refers to “a person’s sexual identity in relation to the gender to which they are attracted” (Google). There has been a disturbing and substantial growing rate in the discrimination and harassment of gay and transgender individuals in the workplace as well as throughout the hiring process with limited attention being brought upon the issue. Individuals are being denied the same benefits, opportunities, and job titles due to their sexual orientation.

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.

There are multiple areas in workplace discrimination that can be affected if an employer is discriminative such as promotions, job training, hiring, and even firing. Discrimination is something that can haunt people not only the employers but also the employees. Discrimination can haunt the employers because if they do not treat their employees with respect they can find a lawsuit on their hands and the Equal Employment Opportunity Commission knocking at their door. Employees can be haunted by discrimination because they know no matter how hard they work and how far they get they are stuck because many employers who discriminate will not give them the promotions they deserve, or the training they need, or the satisfaction that should already be theirs. Discrimination is an injustice and unfair work problem that needs to be resolved and by resolving this problem equality is achieved.

As a black female, I have experienced the injustices of racial and sexual bias in both the workplace and in daily life. The UC Davis Principles of Community sets high standards for UC Davis employees in order to ensure that their organizations do not employ discriminatory individuals. Diversity requires that all people of different races, sexual preferences, socio-economic status, religion, and other unique attributes are treated equally and do not face discrimination; people are given equal chances of employment and feel comfortable in their workplace. Cultural competency indicates that a community respects all kinds of individuals and values their differences rather than persecuting them from having different values.

During diversity training Human Resource Managers or trainers can discuss the number of discrimination cases filed each year. Coupled with, studies and statistics on the number of gays and transgenders that are homeless, verbally and physically abuse, commit suicide or don’t have adequate medical coverage. Not to mention, the impact of discrimination in the workplace has on their socioeconomic status. Every employee would be made to sign an anti-discrimination policy acknowledging that they understand that discrimination in any form will not be tolerated and will be terminated immediately.

While equal rights and equal pay legislation made it illegal to discriminate “based on race, color, religion, sex or national origin“ (U.S. Equal Employment Opportunity Commission, 2011b, p. 1), the number of workplace discrimination cases continue to rise and is costing employers more than $319 million in 2010, not counting litigation (U.S. Equal Employment Opportunity Commission, 2011a). Many employers have extensive human resource organizations with a sophisticated grasp on the implications of equal rights legislation on employers, that employ professionals, like I/O psychologists and attorneys, to establish fair policies and employment practices, and decrease an employer’s risk of litigation (Aamodt, 2010). In fact, employers often perform statistical analysis of employment practices to understand whether the practice could have an adverse impact against members of a protected class. For example, testing is a practice employers use for employee selection in the hiring process; even when an employment test is determined to be reliable, valid, and cost-efficient, care is taken to assure testing predicts performance equally well for all applications (Aamodt, 2010). Because governments and corporations have a fiduciary duty to citizens and shareholders, employers should continue to care about the issue of adverse impact, but more importantly, both government and corporations have a civil responsibility to treat the members of society fairly, because societal