Winn versus Trans World Airlines

If you feel you were passed up for a promotion on the basis of nothing other than gender or sex than you can seek out legal counsel as according to the United States Equal Employment Opportunity Commission “It is illegal for an employer to make decisions about job assignments and promotions based on an employee 's race, color, religion, sex (including gender identity, sexual

In the UK, it is a must to follow the law of equality whilst employing any person for the job, according to section 159, positive action: Recruitment and selection of equality and anti-discrimination law (Butler, 2016). Therefore, according to this law if a person is having similar qualities and qualifications required as per the job description, is already working with the organisation, the organisation cannot recruit the person from outside and decline the promotion to the employee. If in the Debenhams department store there are more than one employee, who are experienced and eligible for the post of floor manager; it would be unethical and illegal to promote one employee over the other employee. Therefore, an organisation needs to make all

The first question asks what factors can influence an employee’s chances of receiving a promotion? The second question asks are these factors enough to explain the lack of women in management positions? And the third question asks are African-American women less likely to obtain promotions compared to Caucasian women? Included with these questions are several hypotheses. The first hypothesis is women are less likely to be promoted compared to their male counterparts. The second hypothesis is African American women are less likely to be promoted for management positions compared to Caucasian women. The third hypothesis is African American women are also less likely to receive the same pay as Caucasian women, regardless of education, or experience. Key variables in these hypotheses are race, gender, pay wage, and promotions

I do feel that policy can be affected based on privilege and who is presenting the information and how policy makers respond to that person. If that person that is representing is not hetero normative in the eyes of the decision makers leaves me to believe their may be some biases among law makers depending on their current beliefs. I don’t feel privilege when it comes to race will be represented in the military. However anywhere you see different people of color there will be some thought of discrimination whether it be historical trauma or discrimination. There may be a fear from past discrimination. I think being in the military is like having a number. From my experience being a military wife they categorize

Discrimination is, unfortunately, is not new to the Army. Gender and religious discrimination are carried over from civilian life. Racism is no exception as to the varying types of discrimination some bring into the Army. The Army provides training regarding what expectations there are, but the Army will never be able to truly legislate morality.

If the person is qualified, works hard and makes an impact, the choice to hire or promote them should have nothing to do with their race or gender. The job should always go to the person who you believe will make the most impact.

Soldiers come in all shapes and sizes and all deserve to be treated fairly. There is no place for any form of harassment or discrimination in an Army that claims to ‘Be the Best’. Discrimination damages teams; it excludes members and does not give them a chance to contribute.

If only it was that easy, although there are many examples that this can and has happened. There is also a belief in most work forces that working hard is just not enough. Who you know, where you are from, color of your skin, accent and even opinions can stifle some opportunities. The example of Collen Powell is a success story and can be justified simply by the structure of the military where there is supposed to be no color on the battle field other than the color of the uniform which fits Alger’s views

While still biased, the Army was more progressive in race affairs than the other branches of the military. Blacks could only serve partial and tedious positions in the Navy and the Coast Guard. Although technically eligible for many positions in the Army, very few Blacks got the chance to work in battle units. When it came to the outline, however, there was a turnaround in the common discriminatory procedure.

This is quite a simple concept of giving equal opportunities to all qualified applicants despite gender, race, religion etc. but it is the way its said that makes it powerful. A person should be hired on the basis of ability and production rather than gender or race. I was not aware that women had used the Civil Rights Act to gain some equality and opportunities, such as hiring processes (men and women treated equally), and also women’s ability to move up and be promoted. We also saw the categorical requirements, such as height and weight, removed. Once women were inside the workplace they faced a new set of problems, sexual harassment, poor treatment and no accommodations for pregnancy. Women being encouraged or even forced to wear provocative clothing, being sexually harassed and being on the end of lewd jokes was another obstacle women had to overcome. I believe this is where popular culture comes into play more than anything. If all ideas about women in the workplace stem from a time period where they were discriminated against and looked at to be lesser than men, then once they arrive in the workplace they will most likely not be treated fairly. It must have been tough for the pioneers of women in the workforce having to deal with all these obstacles. Pre-existing thoughts, viewpoints, ideas and assumptions based on popular culture made it that much more difficult for women to break down the barrier in the workplace.

The Army’s equal opportunity programs mission is as said here “The Equal Opportunity (EO) program formulates, directs, and sustains a comprehensive effort to maximize human potential to ensure fair treatment for military personnel, family members, and civilians without regard to race, color, gender, religion, or national origin, and provide an environment free of unlawful discrimination and offensive behavior.” The mission of the equal opportunity is pretty clear to myself. The program protects everyone in the army no matter what race, sex, religious preference, etc. from discrimination from anyone. The equal opporunity program is considered a commanders program. They should be able to point out discrimination against a soldier and do

Globalization can be defined as “making worldwide in scope or application”(1). In this comparison of the global corporate culture of Northwest Airlines and American Airlines several areas will be addressed. The strength of the global culture with-in the companies. The fit of the company to the global marketplace, and the adaptive ness or the empowerment of the employees will be examined and compared. Perhaps more important, than whether they currently have a global atmosphere, is whether they can improve or create this atmosphere. A comparison between the two airlines will be made on their mission statements, information dissemination, global-mindedness,

The day I was hired a guy named Justin was also hired; he was manager within two months. Three months after I was hired a guy named Tommy was hired; he was a manager within a month. I worked there six months and never even got a single cent raise. I remember talking about becoming a manager with our store owner (also a man) and he said, “I promote people to managers who have mastered all parts of the store, and who are good leaders.” The guy Justin that I previously mentioned, couldn’t even make a pizza. Women were not hired or promoted into positions that required enforcement and leadership, and this happening everywhere! Women can see that promotion, they can almost taste it, but somehow the man always gets it.

Moving on into discrimination within the military indicates discriminative actions that appear in different types depending on the service members’

For instance; my direct boss, the Controller of the hospital, only has an associate’s degree in business. She has been with the company for 40 years and has worked her way up in rank throughout her time there. Within the department that I work, I do not see signs of discrimination based on what I see hired in on a regular basis and the already existing employees. We have people of all nationalities (within reason considering the community make-up), women who were pregnant at the time of hire and individuals of all ages and educational backgrounds.