The Reasons Why Inequality Still Lurks Within Society Today 's Society

discrimination based on race, color, religion, sex, or national origin. So, employment discrimination includes age discrimination, sex discrimination, religious discrimination, racial discrimination and more.

Dating back to several hundreds of years ago, people have always been discriminated against. In today’s society, one might think that discrimination is outdated, however, it happens more than a person might think. Stemming back from how a person was raised to what type of social situations they have been immersed in can result in some sort of discrimination or bias. Three physical characteristics are often times the root cause of most discrimination, race, gender, and age.

Discrimination, unjust judgment on others based on their characteristic which within a company will institutionalize. Institutional discrimination means a group is seen a certain way that an institution encourages or dislike for employee, interns, or student while interpersonal discrimination discriminations against people based on a personal views. Though discrimination was more common in the times of slavery and women as ‘stay at home moms’ but it still exist in the modern times of the last ten years. Everyday American’s face discrimination by companies and institutions based on gender, race, and social class with negative judgment. The negative judgments leads to the unjust treatment such as unequal payment, healthcare coverage and inaccurate stereotypes.

The Department of Labor estimates that by the year 2012, the Labor Force will be over age 55 (Harvey 184). In a time when issues such as Age and Ability are at the far front for a lot of employers, understanding how to deal with an aging workforce is essential. The debate on how to address this issue is only beginning.

Some negative examples of how people in the workforce perceive older adults in the workforce are that older workers produce lower quality work, inflexible, less productive and are resistant to change. Some employers believe older adult workers skills are dated or do not have the required set of competence needed. Giving training and continuing education opportunities as well as companies adapting these courses to those with less experience technically will help with ensuring that older adults continue to feel like a vital part of the business and keep working until they decide to

The number of discrimination charges reached a record high in 2010, according to the U.S. Equal Employment Opportunity Commission (EEOC), a government agency that investigates discrimination charges on the basis of race, sex, national origin, religion, retaliation, age, disability, and genetic information (Wong, 2011, para. 1). Although the majority of discrimination is unethical and unnecessary in the workplace, certain benefits can be seen if it is executed properly. Understanding discrimination is becoming more crucial as the workforce continues to become more diverse. Knowing where discrimination does and does not belong in the workplace will help employers create effective and progressive workforces.

The topic of minorities in the workforce and how the struggle to accomplish equal treatment in today’s workforce is nothing new to our society. For centuries we have been concerned that by bringing together our different backgrounds, skills, and experiences, as well as the many businesses of this great

The title of the report is "Unemployed Older Workers: Many Face Long-Term Joblessness and Reduced Retirement Security" and was published on May 15, 2012. The main focus of this report is to address the long period of unemployment rates among older workers. The unemployment rates of all American workers have dramatically increased during the recent recession between 2007-2009, especially in older workers. Researchers associated these unemployment rates of older workers to the longer job tenure that older workers tend to have and the low possibility of younger workers being laid off. The GAO discovered that both the focus group participants and many experts believe that employers tend to be reluctant when hiring older worker which proposes

Despite popular belief, discrimination occurs every day worldwide. It occurs for different reasons, but is detrimental to any company or individual. The judgments that occur based on physical appearance, height, weight, gender, and race are affecting the potential professional careers of many. Many companies are limiting their full potential due to the fact that they are discriminating interviewees and employees based upon physical traits. It lessens the chances of developing a strong staff due to the stereotypes and generalizations that discrimination lends itself to. Great candidates are being turned away due to the false pretenses that discrimination brings. Although there are laws and organizations protecting the rights of workers, there has not been a stop put to discrimination.

And for those without work, human resource departments are looking to hire the younger people for obvious reasons. The younger candidates may be less experienced but the bottom line is that the companies see them as much less expensive, their pay rate being much lower. Another strong advantage that the younger generation has to offer is their technology skills being more advanced and proficient. The older generation is assumed to be averse to technology, making them have a learning curve in many industries that out weighs what their prior experience may bring to the table. Being passed over for promotions, forced early retirement, and being laid off are some of the challenges that the older generation face during these challenging economic times. Laurie McCann, senior attorney for AARP is quoted saying “Despite the fact the United States’ Age Discrimination in Employment Act (ADEA) has been in place for over 35 years, age discrimination in employment remains pervasive.” (4-5) Turn over rates of employment is as high as 40% in some industries and this is an acceptable number. One company states “we design our organization around high-turnover: we make sure jobs are easy to learn so we can rapidly assimilate new people." This has been the mindset of human resource department across America as the economy has struggled. It is only very recently that the new model of retention is being slowly implemented into

Ageist views regarding older adults in the workplace are currently on an upward trend in businesses in the developing world. The term ageism is defined as the,“systematic stereotyping of and discrimination against older people because they are old.” It has been discerned that businesses avoid hiring people older than a specific age, as well as fire workers once they reach a certain age. Not only are elders being left out of job opportunities, due to their age, but a multitude of stigmas are oftentimes associated with older workers. While these negative notions vary from workplace to workplace, they most often times include the idea that older adults are less efficient, lack training in modern technology, place a drain on the company, demand higher wages and salaries, as well as lack the creativity and vigor that

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.

Discrimination is often linked to race, gender, and sexual orientation. Often overlooked is ageism. According to USLegal.com, ageism related to the workplace is defined by allowing a persons age to unfairly play a role in deciding hiring, benefit, and promotion (“Age discrimination law,”). Ageism infiltrates business infrastructure, largely due ignorance, and can have a negative impact on older adults in the workplace as well as those seeking work (“Age discrimination law,”). According to the Center for Disease Control, employer concerns surround a perceived increased cost as compared to younger persons when employing older adults. Unease about the cost of benefits including healthcare, salaries, and pensions has led to an avoidance of interviewing and hiring older adults (“Older employees in,”).

Inequality is the result of the formation of a society. In the treatise, Discourse on the Origin of Inequality, Rousseau analyzes the important factors that develop inequality through human’s natural instincts in a society. A society is a group of individuals who leave the state of nature to achieve a common goal under the rule of a higher power. In this case, society’s common goal is to advance from their primitive state of nature to preserve their property. Throughout society’s creation, self-preservation, natural talents, and jealousy become important influences on the development of inequality.

Elderly people are often stereotyped as forgetful, weak, or unable to take care of themselves; keeping this in mind, how can you logically hire an elderly person to do a job that a young, more physically fit employee could undoubtedly perform with less risk and effort. Stereotypes such as these are playing a huge role in the controversy over mandatory retirement. Morgan