Discrimination As Equal Employment Opportunity And Affirmative Action Essay

Discrimination As Equal Employment Opportunity And Affirmative Action Essay

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Many efforts, both reactive and proactive, have been enforced by the government, such as equal employment opportunity and affirmative action, as a way to try and minimize discrimination from occurring in the workplace (Naff, Riccucci, & Freyss, 2014). Discrimination can best be defined as the unlawful treatment of an individual or group based upon certain characteristics, such as, race, rather than individual merit. Although major strides have been made in recent decades, discrimination is still a major and prevalent issue in society today as it was in the past. In this paper, I plan to address discrimination issues through a case study, as they are still present in society, regardless of laws that have been passed to suppress this behavior. I also plan to address different strategies that could have been applied in order to curb any discrimination allegations from occurring.
EEO and AA in the United States
Many consider equal employment opportunity (EEO) and affirmative action to be quite similar when discussing the two topics; however they are not, as both serve two unique, but equally as important, functions in the work place. According to Naff et al., equal employment opportunity, can be defined as, “a way to prevent discrimination from occurring in the workplace” (2014, p.321). Under equal employment opportunity it seeks out to be reactive by allowing individuals in the opportunity to a formal complaint process if they feel they have been discriminated against under the protections of the Civil Rights Act of 1964, Title VII (Naff et. al, 2014). According to Naff et al., “…Title VII of the Civil Rights Act of 1964…prohibits discrimination of the basis of race, color, religion, gender, and national origin in public and privat...


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...yees had been hired in the previous four years, with the exception of the new director, which consisted of two young, jubilant employees, Sandra Johnson and Teri Roberts, who brought forth fresh ideas and skills to the organization, and an older employee, Darlene Stewart, whom had been with the university for almost twenty years and obtained a substantial amount of institutional knowledge (Brock, 2011). Stewart had been absorbed into the unit when the reorganization of other units took place. In order for the unit to be successful, the employees of the unit were required to be flexible, responsive, and productive (Brock, 2011). Stewart, however, had faced many issues, which included performance, interpersonal, workload, and leadership issues among the employees and management, which resulted in severely affecting the units overall ability to be productive as a team.

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