Wait a second!
More handpicked essays just for you.
More handpicked essays just for you.
Discrimination and its impacts in society
Effects on discriminatory practices
Discrimination and its impacts in society
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Recommended: Discrimination and its impacts in society
General Motors has made great progress towards diversity however, it took the lawsuit in order for the company to do so. Adding females and minority to the upper management. Had the HR department of General Motors followed the EEOC regulations, this lawsuit could have been avoided.
General Motors, is the automobile giant had problems within the company where equal employment opportunities (EEO) were not practiced. This resulted in the women and the minorities making complaints to the Equal Employment Opportunity Commission (EEOC) about the disparate treatment that they encounter and the need for something to be done. Such discrimination was evident in the 1980’s and as a result of the complaints, a settlement of $42.4 million dollars was reached
…show more content…
The employer and the employee will have to come to a firm understanding as to what are all the discrimination laws that are applicable to them. Employers often believe that compliance with a certain set of anti-discriminatory laws at the central level are sufficient. But in most of the cases that is not the case. The employers will have to be compliant with all the state and local laws of where their organization is being located. And those laws might differ from place to place and might offer greater protection to the employees in the organization. For example, some of the state will have state anti-discrimination laws, which prohibit employers from discriminating against the sexual orientation of its employees. If the employer terminates the employee based on his sexual orientation, which is well within the central law, but in some of the state level laws, the employer will be violating such laws to terminate an employee based on the sexual …show more content…
A meeting has to be scheduled between the person who has raised the complaint of discrimination and the person against whom he has raised discrimination complaint. Opportunities must be given to both of the people to put forward their views. All these things must be happening in the presence of the management representative. The points discussed by both the people must be considered and appropriate action must be taken in this regard. The punishment levels also must be decided in the meeting itself, if it is decided by the management representative to punish any employee on the basis of racial
One of the issues in the case EEOC v. Target Corp. is that the EEOC alleged that Target violated the Title VII of the Civil Rights Act of 1964 by engaging in race discrimination against African-American applicants who were interested in management positions. It is argued that Target did not give the opportunity to schedule an interview to plaintiffs, Kalisha White, Ralpheal Edgeston and Cherise Brown-Easley, because of racial discrimination. On the other hand, it argues that Target is in violation of the Act because the company failed to retain and present records that would determine if there was reason to believe that an unlawful practice had been committed.
The Tucker vs. Walgreen Company was a nationwide known class action case. It fell into the category of race discrimination. This cases was brought to the attention of the law by African Americans who were employed at this retail and pharmacy store. This pledged that they were being discriminated to by the following acts:failure to move up in positions (promotion), dieing them the opportunity to apply for assistant manager and manager, and being assigned to an undesirable store for an extended period of time compared to whites. They filed a class action lawsuit with the demand of compensatory and punitive damages and declaratory and injunctive relief. Along with these demands, the plaintiffs desired class certification for those who have been previously affected by the defendant’s discriminatory acts as well as any who will suffer from them in the future.
David Dunlap, a 52-year old African American male with 25 year boilermaker experience, 15 years of which include foreman experience, brought suit under Title VII, alleging racial discrimination by the TVA after being looked over after interviewing for positions within the TVA. The district court agreed that “Dunlap had been subjected to discrimination under both disparate treatment and disparate impact analyses, concluding that TVA’s subjective hiring processes permitted racial bias against both Dunlap and other black applicants” (Walsh, 2010). The case was heard by the 6th District Court of Appeals and that court “affirmed the disparate treatment claim, reversed the disparate impact claim, and affirmed the district court’s award of damages and fees to Mr. Dunlap” (Walsh, ...
Bennett-Alexander, Dawn D. & Hartman, Laura P. (2001). Employment Law for Business (3rd ed.). New York: McGraw-Hill Primis Custom Publishing. Downloaded February 4, 2008 from the data base of http://www.eeoc.gov
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.
Another even more high news case was Ricci v. DeStefano. This landmark case ,most likely lead to Griffin and Low being rewarded as they were, started in 2003 when nineteen firefighters filled a lawsuit against the city of New Haven, Connecticut alleging that the city discriminated against them regarding promotions. Of these firefighters, seventeen are Caucasian and two are Hispanic, had all passed the city test for promotions to management. New Haven officials invalidated the test results because none of the b...
All of these lawsuits started after Betty Dukes, a 54 year old employee of a Walmart who has worked there for six years realized that she wasn’t getting the same opportunities as advancement as her male co-workers (Toobin). A statistic from an article from the New Yorker states that 72% of the workforces are women and a third of them are in management positions( Toobin). After 11 years in court the case was ruled in favor of Walmart because although there were over a million plantiffs it and was decided that they were not discriminated in the same way. Even though this she lossed the case Betty Dukes still continues her fi...
There is an emphasis on supplier diversity at GM. GM hopes having a diverse supply base will promote competition and good business practices that will allow many suppliers a chance to work together with GM to design and build parts for vehicles. The formal Supplier Diversity Program was established in 1968. Since then, the program has received numerous rewards. The program has created a Supplier Diversity Council which allows GM information and supplier concerns to be shared.
The chapter’s discussion of discrimination in the workplace is a frequently occurring ethical issue in today’s business environment. There have been many laws and regulations passed to help promote equality in the workplace, yet even in today’s day and age we still struggle to abolish all forms of discrimination. Discrimination comes in many forms including, disability, race, religion, and sex to name some of the most prevalent issues. Because proving discrimination in the workplace can be difficult sometimes, employees can be put in a strenuous position depending on the leadership of the company and support of company culture.
Ledbetter started working for Goodyear Tire Co. in 1979; she had been working there for about twenty years and there was no job she could not do. In 1998 she received an anonymous tip saying that she was being paid much less than the male worker. She was being paid $44,700 a year while the male workers were getting paid twenty-five percent more (Reah, 2008). Goodyear prohibited its employees from discussing their pay. Ledbetter took the situation to court. The discrimination was violating Title VII which prohibits discrimination in the workforce based on race and sex (NWLC, 2013). After she filed a complaint with the EEOC (Equal Employment Opportunity Commission), her case went to trial, and the jury awarded her backpay and approximately $3.3 million in compensatory and punitive damages for the extreme nature of the pay discrimination to which she had been subjected (NWLC, 2013). Goodyear claimed “Ledbetter had to had filed a pay discrimination claim within 180 days of first discriminatory paycheck even though she did not know about the discrimination” (Reah, 2008); the Supreme Court agreed with Goodyear’s claim and ruled against
Sherman, Mitchell. “Equal Employment Opportunity: Legal Issues and Societal Consequences.” Public Personnel Management. Washington: March-April 2008. Print.
1. How was Lincoln able to grow and prosper for so long in such a difficult commodity industry that forced out other giants such as General Electric, Westinghouse and BOC? What is the source of Lincoln’s outstanding and enduring success?
Schipani, C. (2013). Class Action Litigation After Dukes: In Search of a Remedy for Gender Discrimination in Employment. University of Michigan Journal of Law Reform, 46(4), 1249-1277.
Equal Empolyment Opportunity Commission (EEOC) is an agency that fights against discrimination on an account of it is illegal to discriminate against a person’s age, color, disability. Sex. genetic information, national origin, pregnancy, race or religion. The EEOC protects labor unions, employment agencies, employers with fifteen or more employees and twenty or more when dealing with age discrimination. It is important to remember that not all claims are actually discrimination; hence some are just unhappy employee, notwithstanding all claim that are filed with the EEOC must be researched until proven otherwise. For the claims that are filed under the Equal Employment Opportunity Commission there is a success of ninety percent litigation.
...nequal pay, sexual harassment, seniority and maternity leave. The antidiscrimination laws that exist today and the cases that are successful because of them create an awareness that no employer will go unaffected if a discrimination suit is brought forth. (Jennings, 2006)