Diversity present in the United States population is absent within the legal profession. To better understand the absence of minority representation in the legal profession, one must first identify the demographic makeup of the country. Our nation's population is comprised of approximately 5.4 percent Asians, 13.2 percent African-Americans, 17.4 percent Latinos, and 62.1 percent Whites. The United States Census Bureau documents individuals living in same-sex households, but not individuals who identify as members of the LGBT community. Therefore, it is unknown precisely how many LGBT people are within the country. However, in 2012, the Williams Institute, an LGBT research organization located at UCLA School of Law, "estimated that 3.8 percent
The US Justice Department statistics 2003 and onwards demonstrates significant disproportion in the incarceration rate of minority African American and Hispanic men between the ages of 25 and 29 years as compared to the rate associated with White men of the same age. Bell (2007), proposes that as minority groups grow in numbers within the dominant group they will experience greater equality. However, rate of incarceration among minority males remains alarmingly high and as compared to their White counterparts. As with health care there are racial disparities that will influence outcomes when an individual is brought before the criminal courts. Additionally, there is significant correlation between a person’s level of education and the likelihood of his involvement in criminal activities. Studies and statistics have shown that among male high school dropouts there is high incidence of unemployment, low income and rate of illicit drug use as compared to men with degrees from four year colleges. Further to this, although the rate of school dropout and even arrest is not significantly different across the race lines, literature alludes that African American men have a higher rate of conviction for the same crime committed.
Abstract On June 26, 2015 a divided Supreme Court ruled in the landmark case Obergefell v. Hodges that same-sex couples could now marry nationwide. At the time of the split ruling there were 9 supreme court justices, 5 of the justices were Republicans, and the remaining 4 were Democrats. In high profile cases, it is expected that the justices will vote along party lines. When the 5-4 ruling was revealed, the following statement. “It would misunderstand these men and women to say they disrespect the idea of marriage.
In 2001 statistics reported by the United States Department of Education indicated that during 1997-1998 African American students received 8.3% of bachelor’s degrees awarded. Concurrently, Hispanic students as well as Asian or Pacific Islander students received 6.0%, while American Indian/Alaskan Native students only accounted for .7%. Although statistics from agencies who report differ, clearly on a national level, minority students
Lesbian, gay, bisexual, and transgender (LGBT) individuals people make up more than ten percent of the population; that means if you are sitting in a classroom of thirty, then more than three of those people are LGBT individuals. However, this overwhelmingly large minority group continues to be one of the least protected by the government as well as most heavily targeted by discrimination and hate crimes. Regardless of the powerful shift in public opinion concerning LGBT individuals during the last twenty years, the laws concerning hate crimes have remained invariable.
According to researchers Frances Maher and Mary Kay Tetreault, “Privilege, in its root meaning, pertains to a law--in this case often silent and unseen--that works for or against individuals and groups” (2009). In other words, although privilege is not an object, it is real. Privilege has been demonstrated in various forms of inequality and prejudice all throughout the United States’ history. From not allowing all races to become citizens of the U.S. prior to the Fourteenth Amendment to controlling who got to vote, privilege continues to impact societies. Currently, racial privilege has had a large effect on young adults, such as those in the workforce. Here, privilege negatively affects young people by limiting their hiring opportunities,
make police work more effective and efficient. Hanser and Gomila (2015) noted, “The criminal justice system does not operate in a social vacuum; rather, it is directly impacted by this sense of rapid and continual cultural change” (p. 7). In light of globalization, law enforcement organizations must change the way it operates in a world where criminal activities and terrorism are more geographically diverse and sophisticated.
According to McCormick (2007), the first form of workplace diversity happened in 1948, when President Truman approved Executive Order 9981 whose main purpose was to advance equal treatment and opportuities in the armed forces. Therefore, scholars cite it as the origin of workplace diversity because President Truman the committee tasked to implement the executive order, used it to pursue desegregation in the armed forces. In the business world, many companies long held the belief that the assimiltion of new recruits in an organization required their socialization to adapt to the organization’s existent culture. However, over the last few decades, business organizations have realized that because of various reasons, the orgnizational culture must conform if it must attract and maintain a competitive workforce. This change has been steered by variety of workplace diversity initiatives. Despite the proliferation of such initiatives, the term “workplace diversity” is virtually never defined. Many attempts at defining the term are often in a circular or conclusory manner that does little to strengthen a collective understanding of this term.
Today’s modern workforce is made up of a diverse group of individuals. People of different nationality, race, creed, color, age, sex, and sexual orientation work side by side every day. This diversity has many advantages, but it also ads a level of complexity to management. The potential for discrimination is real, and needs to be managed so as not to incur lawsuits, loss of productivity, and unhealthy working conditions. Happy employees are productive employees, so it is in any organizations best interests to ensure that discrimination does not happen, but unfortunately, it does.
Johnson, L., & Federman, E. J. (2014). Training, experience, and attitudes of VA psychologists regarding LGBT issues: Relation to practice and competence.. Psychology of Sexual Orientation and Gender Diversity, 1(1), 10-18. Retrieved April 21, 2014, from http://dx.doi.org/10.1037/sgd0000019
In a world that has grown increasingly smaller due to mass media, world travel, and readily available information, the workplace has grown increasingly diverse in both gender and cultural aspects. Individuals no longer live and work within the confines of their geographic locations. At almost any position with any company the individual employee is a part of a larger world economy that harvests assets from the ends of the earth. Because of this, companies seek to capitalize on diversity to become more creative and flexible in their business models.
Judiciary is the branch of the government that includes courts of law and judges. Diversity is important to the United Kingdom as it is not just a guarantor of public confidence in justice, it is also a characteristic of justice itself because it represents both fairness and equality of opportunity. However, the Lord Chief Justice has stated that “The Judicial Appointments Commission selects candidates for judicial roles on merit irrespective of background, but there is a real need to ensure that there is a level playing field and everyone has a genuine opportunity when applying for judicial appointment.” Judicial diversity is not just the combination of various judges from different background, it is the means to achieve the goal that a bench
The given statement suggests that the emphasis on judicial diversity is unnecessary since there is no guarantee that a diverse judiciary would arrive at a different decision than that of a conservative judiciary. This essay attempts to argue that although there is no evidence that a diverse bench would radically change the outcome of a given case, the quality of justice will be substantially enhanced by the inclusion of a range of perspectives from which are currently not represented by the English judiciary.
According to the research done in the year 2013 found that most of the LGBT community members were highly mistreated badly by their bosses who discriminated them in respect to their sexuality transgender and sex personality (Gates, 2011). This act did not please LGBT community and made them to go streets campaigning to be given their job rights and be respected by their employers.. Another report which was done in the same year by the National Black Justice Coalition found that majority of the LGBT community group around 50% who are black Africans were highly discriminated and segregated at workplace. They were not given equal rights like the other Americans but instead got fired from jobs and sometimes undermined. Around 22 states have passed laws making work separation because of sexual introduction unlawful 19 likewise incorporate sex personality LGBT specialist’s still need government assurance (Gates, 2011). Poverty is also another ethical issue experienced by LGBT community. Research demonstrates that against LGBT segregation affects LGBT specialists' monetary prosperity, prompting high rates of joblessness, vagrancy, weakness and sustenance instability. Seat found that LGBT laborers will probably acquire less every year contrasted with the general U.S. populace. Furthermore, from the analysis done about discrimination of LGBT community in employment showed that that Transgender people
Back in the 1950’s, men and women had a defined place in society, the wives stayed at home, taking care of the household and kids while the husband was the breadwinner and provider of the essentials. But however, the 1950’s isn’t the only place where stereotypes have stopped women from being equal to men. Even in present day, female workers still only make 75 percent of what their male counterparts do. In order to reduce stereotyping in workplaces, gender diversity policies should be implemented because they have proven beneficial to business.
The U.S. Bureau of Labor Statistics has projected a 16% increase in the number of accounting jobs from 2010 to 2020 while the AICPA has similarly suggested that demand for new accounting graduates will be higher for 63% of CPA firms in the nation. With a bright outlook such as this, the accounting profession should appear more attractive to younger generations who are seeking a promising career path. Despite this, the challenge to promote diversity in the profession remains. Richard Caturano, former Chairman of the AICPA, highlighted this difficulty when he said: “It’s not like nobody has worked on this or people haven’t done a good job. I know people have spent a lot of time on it. We just haven’t had good results, so something has to change.” (Tysiac) The greatest barrier to attracting, retaining, and promoting diversity is the profession’s image problem.