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Why looks are the bastion of discrimination purpose and audience
Why Looks Are the Bastion of Discrimination”
Why Looks Are the Bastion of Discrimination”
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Deborah L. Rhode is a law professor at Stanford University and an author, writing or co-writing over twenty-seven books in the genera of “professional responsibility, leadership, and gender,” and publishing editorials in the New York Times, Washington Post, Boston Globe, and Slate. On May 23, 2010, an editorial by Rhode titled, Why Looks are the Last Bastion of Discrimination, was published in the Washington Post. This article argues for the need of stricter anti-discrimination laws after proving that the United States’ bias towards more attractive people severely impacts one’s ability to qualify for jobs and other opportunities.
Over the past 15 years tremendous awareness has been raised around this and programs of preferential treatment emerged. These programs ensured equal rights for people of color and females in the work place, allowing for them to apply for executive level positions and earn the same amount of money, benefits, and prestige as a white male ensuring equality for all race and sex. Lisa Newton argues that, “reverse discrimination does not advance but actually undermines equality because it violates the concept of equal justice under law for all citizens. In addition, to this theoretical objection to reverse discrimination, Newton opposes it because she believes it raises insoluble problems.” Among them are determining what groups have been sufficiently discriminated against in the past to deserve preferred treatment in the present and determining the degree of reverse discrimination that will be compensatory. Newton outlines the importance of ensuring her argument is recognized as logically distinct from the condition of justice in the political sense. She begins her argument for reverse discrimination as unjustified by addressing the “simple justice” claim requiring that we favor women and blacks in employment and education opportunities. Since women and blacks were unjustly excluded from such opportunities for so many years in the not so distant past, however when employers and schools favor women and blacks, the same injustice is done. This reverse discrimination violates the public equality which defines citizenship and destroys the rule of law for the areas in which these favors are granted. To the extent that we adopt a program of discrimination, reverse or otherwise, justice in the political sense is destroyed, and none of us, specifically affected or no is a citizen, as bearers of rights we are all petitioners
Despite legislation for equal opportunities, sexism is still evident in the workplace. Women have made great advancements in the workforce and have become an integral part of the labor market. They have greater access to higher education and as a result, greater access to traditionally male dominated professions such as law. While statistics show that women are equal to men in terms of their numbers in the law profession, it is clear however, that they have not yet achieved equality in all other areas of their employment. Discrimination in the form of gender, sex and sexual harassment continues to be a problem in today’s society.
In the essay “What Meets the Eye”, Daniel Akst explains scientific facts about the beauty of men and women matters to people. He argues that attractive individuals receive attention, great social status, marries, and gets paid more on a job. One can disagree with Akst’s argument because anyone with the skills and knowledge, despite the appearance, can gain a decent relationship and can get paid well. Akst looks at beauty as if it can lead individuals to an amazing and successful life, but he is wrong. Nancy Mairs’ and Alice Walker’s views on beauty are explained internally and through self-confidence. Both women’s and Akst’s arguments on beauty share some similarities and differences in many ways, and an
In today’s job market, there are many reasons an individual could be turned down for employment. According to Deborah Rhodes, author of “Why looks are the last bastion of discrimination”, appearance should not be one of them. Rhodes is a law professor at Stanford and holder of numerous titles for her outstanding work in legal matters. She is also the author and co-author of over 250 articles (Directory). In this article, she addresses an issue with profound impact on today’s society. She proposes that appearance discrimination should be included in anti-discrimination laws in addition to what is already accepted and legalized in today’s workplace. While it is a seemingly “silly” concern, it is actually quite valid. There has been many a concern over discrimination. That is, discrimination based on race, color, gender, and others of a similar nature in the work environment.
Many companies are using new techniques to attract modern day society. One of these techniques is revising their hiring practices. Instead of hiring based on intelligence, or skill sets, they desire employees with “the look”. Companies want people that represent their product or brand. In the article, “Going for the Look, But Risking Discrimination” by Steven Greenhouse, the store Abercrombie and Fitch hire people with a “classic American” look. However, there are many problems that can arise with this. Marshall Cohen, a senior industry analyst, claims that companies are forced to do what is necessary. I disagree with this statement. Companies that hire based on looks are risking more they assume.
Sex Discrimination in the American Workplace: Still a Fact of Life. (2000, July 01). Retrieved from National Women's Law Center : www.nwlc.org
Across the nation, millions of Americans of all races turn on the television or open a newspaper and are bombarded with images of well dressed, articulate, attractive black people advertising different products and representing respected companies. The population of black professionals in all arenas of work has risen to the point where seeing a black physician, attorney, or a college professor are becoming more a common sight. More and more black people are holding positions of respect and authority throughout America today, such as Barack Obama, Colin Powell, Condelezza Rice and many other prominent black executives. As a result of their apparent success, these black people are seen as role models for many Americans, despite their race. However, these groups of black people are exceptions to the rule and consist of only a tiny fraction of all black Americans. These black people in turn actually help to reinforce the inequality of black Americans by allowing Americans of other races to focus on their success. A common thought is, "They made it, why can't you do the same?" The direct and truthful answer to that question is Racism.
In Jessica Bennett’s “Tales of a Modern Diva” and Daniel Akst’s “What Meets the Eye”,
“97% of everything you know about yourself and about your country comes from the male perspective” (“Miss Representation”).That is according to NBC news anchor Carol Jenkins. This is an indirect example of sexism in our society. Sexism has changed since the 20th century. We’ve gone from women strictly being classified as housewives to women being discriminated against in leadership positions. Much of the discrimination that women face is closely related to issues surrounding body image. What we cannot forget in the year 2014 is who control the ideas that we have about women and leadership: the media. The misrepresentation of women’s power and influence in the media cause many women to have low self-esteem about and can cause them to feel as though they do not deserve a spot at the decision-making tables. Sexism has been around since the beginning of America, in many different forms, but the impacts have increased with the power of the media. One of the ways the media has discriminated against women, is the way they portray women in the workplace.
Many people are stereotyped and discriminated by their appearances. According to Deborah L. Rhodes, in her essay "Why Looks Are the Last Bastion of Discrimination," she stated that "irrelevant physical characteristics reinforces invidious stereotypes and undermines equal-opportunity principles based on merit and performance." Such discrimination is evident in the Hispanic community.
Three employees have finished interviewing college students for summer internships. The employees discuss how one of the candidates was too ugly to work at Allied Products Inc. Then employees begin discussing if discrimination on the basis of looks is unethical or even illegal.
In the case of discriminating and judging people based on their looks, history has not changed in the past five centuries. In William Shakespeare’s play “Othello,” Othello is respected for his status as military general for the Venetian army and his stance while he is discriminated for his looks and race -a commonality of the time as the Moors were not accepted by society. This eventually led to the demise of Othello and his “falling” into society’s perceptions. Similarly, because of the media portrayal and our looks, hispanic females in today’s American society are both dominating for the “spicy latina” and as a symbol of sex and “spiciness” for “spicy latina.” As a result of these “spicy latina” portrayals, Latina women are put in a position where it is expected for them to dress and act the way they are portrayed in the media.
Employment discrimination legislation has evolved to include race, disabilities, sexual harassment of either gender, and age. In lieu of this evolution and an increasing trend toward equality for all individuals in the workplace, the time has come for the protective reach of employment discrimination law to cover ugliness. While the proposal may cause titters at first, evidence exists that discrimination based on looks (or physical appearance) occurs in the workplace. An investigation was conducted by ABC’s 20/20 news program in 1994 that sent two men and two women into the workplace to secure the same jobs (Sessions 1). The individuals were coached to act in a similar manner during the interviews and took with them resumes with matching education and experience. The only difference was that one of the men and one of the women was superior in physical attraction to their counterpart. The results demonstrate whether intentional or not, looks discrimination does play a role in the employment process “In five cases out of five, the more attractive woman got the job; in three chances out of three, the more attractive man was hired” (Sessions 1).
Biddle, Jeff E & Hamermesh, David S. (1998). Beauty, Productivity, and Discrimination: Lawyers' Look and Lucre. Journal of Labor Economics, 16(30). 172.
“Statistical research by Catalyst demonstrate that women account for 46.7 percent of the U.S. labor force” (Evans, 2011, p.62), but gender bias continues to distort employers hiring decisions intensifying the challenges women endure in the workforce. Controlling bias has been a goal of American society resulting in federal, state, and local laws preventing hiring discrimination in the workplace. There is a natural tendency for superiors to prefer to work together with members of the same sex or hire applicants close to their age. Male leaders are likely to hold stereotypes about women that influence employment decisions not based on an applicant’s ability, but rather categorization. Management often perceives male applicants as the only candidate or the best fit for the job, even though the position does not require masculine characteristics. Koch et al. (2015) highlighted that highly qualified women are seen “just as competent as men” however; these women are still unlikely to be hired over their less qualified male counterparts. Laws prohibit prospective employers from asking women about family responsibilities outright, nevertheless this subject often surfaces during the interview process. As a result, hiring personnel pass over experienced female candidates when they suspect women struggle between the conflicting demands of family and career responsibilities. Men have quite different roles and responsibilities regarding family giving the...