Essay about Race Based Employment Discrimination

America has had discrimination against minorities for a long time and it will continue to have it until people treat minorities with respect. Discrimination is when people treat minorities bad because of their skin color, ethnicity and the place they were born. For immigrants, the problems they had to arrive to America were not a good experience only by the struggle to gain acceptance among the population. Most immigrants came to the U.S. to have a better life and give education to their children. Almost all immigrants have experienced discrimination at some point in their life and even some are still experiencing it today. Most Latinos don’t have a choice but to deal with it because they know they are illegal and they can’t say anything

Workplace discrimination takes place when an employee is hostilely discriminated against for one or more reasons, including gender, religion, age, sexual orientation, ethnicity or race. Per the Equal Employment Opportunity Commission, racial discrimination comprises of treating a job candidate or employee negatively because they are of a certain ethnicity or because of particular features linked with their race, such as hair texture, facial features or skin color. While the law forbids workplace harassment and discrimination in all facets of employment, from hiring and training to raises and layoffs, the EEOC still reports thousands of claims a year. One such claim was filed by the EEOC in the U.S. District Court of Minnesota against Alliant Techsystems (ATK), on behalf of Tyeastia Green.

The last decade has produced an explosion of racial employment discrimination lawsuits. These lawsuits have resulted in record-breaking settlements. By federally mandating every business to review the history, impact and proposed policy of Article VII these lawsuits may subside. Reviewing Title VII is a step corporate America must soon make or continue to loose much needed revenue. Our team will discuss the history of Title VII, the impact of Title VII in the workplace, who is and who is not covered under Title VII as well as propose policies that companies should have in place to avoid Title VII violations.

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.

Title VII of the Civil Rights Act of 1964 protects people from being discriminated against due to who they are and what they look like this includes skin color, religious preference, where they come from and sex of the person. Title VII was amended to include the protection of pregnant women.

Title VII applies to state and local governments with 15 or more employees and also applies to employment agencies and labor organizations including our federal government. Based on Title VII employment opportunities cannot be denied to any person based upon their race or perceived race or because of their marriage or association with a person or persons of a particular color or race. Title VII also prohibits employment decisions based on stereotypes and assumptions pertaining to the abilities, traits, or the performance of persons from certain racial groups. Title VII makes it unlawful to discriminate when recruiting, hiring, and promoting, transferring, also work assignments, performance measurements, the work environment, job training, discipline and discharge this also includes wages and benefits, and anything else including condition and the privilege of employment. Title VII not only prohibits intentional discrimination, it also covers neutral job policies that disproportionately affect any person of a certain race, color, nationality that are not related to the job and the needs of the

Race and color discrimination. Color discrimination, different treatment due to race (or appearance of skin), and uniform and grooming codes. Can't sue people in general, only with regard to employment context and Title VII.

Laws against discrimination- Title VII of the Civil Rights Act of 1964 says that no person employed or seeking employment by a business with more than 15 employees may be discriminated against due to their race, color, religion, sex, or national origin (Lee, 1998). This Act

According to the Legal Dictionary (2014), “The Wards Cove decision was severely criticized by Civil Rights leaders, who believed the Supreme Court had made disparate impact cases almost impossible to win” (p.1). The Civil Rights Act of 1991 was in effect. This act proposed that employees must have proof in showing that the employer committed a disparate impact crime. No longer would it allow the victims to argue against the company based on their own views. At the same time the owner must show evidence that there is a crime committed based on these findings. Title VII along with the Civil Rights Act would dismiss any further rulings on this matter. The Supreme Court has adjusted some of the compensation methods for the disparate impact theory. It is against the law for an employer to allow different standards, conditions, or terms of the job to their workers. This

Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin (2009).

Discrimination in the workplace occurs when an employee experiences harsh or unfair treatment due to their race, religion, national origin, disabled or veteran status, or other legally protected characteristics. Discrimination is one of the biggest problems people face in the workplace and it must be dealt with forcefully.

According to “Civil Rights Act of 1964", under Title 7, there is the nation’s prime civil rights legislation, which is Civil Right Act of 1964, and the act prohibits employers from any kinds of discrimination toward applicants on the basis of race, sex, religion, color, and national origin. The act basically protects all the citizens from workplace discrimination and prove that the citizens should have same equal rights regardless their race, sex, or religion. Especially, the act is important because it is a fundamental policy that keep citizens safe in the

Title VII of the Civil Rights Act of 1964 prohibits discrimination in many more aspects of the employment relationship. It applies to most employers engaged in interstate commerce with more than 15 employees, labor organizations, and employment agencies. The Act prohibits discrimination based on race, color, religion, sex or national origin. Sex includes pregnancy, childbirth or related medical conditions. It makes it illegal for employers to discriminate in hiring, discharging, compensation, or terms, conditions, and privileges of employment. Employment agencies may not discriminate when hiring or referring applicants. Labor Organizations are also prohibited from basing membership or union classifications on race, color, religion, sex, or national origin. (law.cornell.edu, 2006)

i. Employees who are employed by business with ten employees –Title VII doesn’t apply to employees who are hired by employers with less than 15 employees; however state antidiscrimination statutes may apply for fewer than 15 employees.

What’s worse, race discrimination is hardly to be proved when it is actually charged by employees. In 2014, “the EEOC received 31,073 charges alleging race-based discrimination, but dismissed 71.4% of them due to a lack of reasonable cause” (Vega, 2015).