Discrimination happens all around us, and in many different forms. When it comes to being employed, there are laws in place to protect us against certain methods of discrimination. According to a website used by many lawyers, businesses, and individuals, discrimination is “Unfair treatment or denial of normal privileges to persons because of their race, age, sex, nationality or religion” (“Discrimination”). However, there is nothing specifically to protect us when it comes to our appearance. As children in the U.S., we are raised with a certain idea of what being attractive is. People who are overweight, have tattoos, or even body piercings are usually perceived as not being attractive or are less qualified based on looks alone. Workplace discrimination based on appearance should not be allowed. The federal laws should be expanded to allow protection from being discriminated against based on appearances in employment.
The U.S. Equal Employment Opportunity Commission (EEOC) is a federal agency whose primary role is to be “responsible for enforcing federal laws prohibiting employment discrimination on the basis of race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability, or genetic information” (“Enforcement and Litigation”). The EEOC’s website states that “the law forbids discrimination in every aspect of employment,” but, nowhere is there protection offered for appearance based discrimination (“Prohibited Practices”).
Knowing that our outward appearance plays such a significant role in getting and keeping a job, appearance discrimination should be added into the more general protected category of discrimination. In an article written by three law professors from Nova Southeastern Universi...
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Today’s job seeker has tough competition. In the textbook reading “Judging by the Cover” by Bonny Gainley, she argues that job seekers ought to be careful when they make personal choices that initially will affect their chances of entering the workplace. People have a need to be accepted by others just the way they are, but many of us were taught as adolescence that we should not judge a book by its cover, yet people judge others solely on their personal appearances. That goes for businesses as well, “[t]he bottom line is that businesses exist to make money. Whether it seems fair or not, generally employers do care about the personal appearances of the people they hire because those people represent the business to its customers” (5). Maybe
There may been times when people have been treated unfairly, just because of their appearance or their social life.
Currently television networks and stations require a set appearance and weight standards for news reporters, newscasters, weather forecaster. Our society looks at the news and weather to see not only the news and weather but the persons. They believe that physical attractiveness and pleasing body image have long been known to have marketplace advantages. Therefore many organizations set appearance standards for their employees, because they think that will project a particular image and as well as a favorable working environment. (Harvey & Allard , 2012, p. 231)
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.
Facts of the Case: In 2008, Samantha Elauf applied for a job at Abercrombie & Fitch, Inc., who as part of their “Look Policy” prohibit the use of caps. Elauf, as part of her religious practice, wore a headscarf to the interview. She was interviewed by assistant manager Heather Cooke, who gave her a score that qualified her to be hired. Cooke, however, was worried that Elauf’s headscarf was against the store’s policy and called her district manager Randall Johnson. She informed Johnson of her belief that Elauf wore her headscarf because of her religion, and Johnson replied that headwear whether it was religious or not violated the “Look Policy” of the store. Elauf with the help of the EEOC sued Abercrombie on the grounds of religious discrimination. The U.S Equal Employment Opportunity Commission (EEOC) is an agency established by the government of the United States that imposes federal laws that make it
Disparate Impact arises when an employer's practices unintentionally excludes a protected class disproportionately (Player, Shoben and Lieberwitz, 1995). A "protected class" is a group of people, with common characteristics, which Congress has determined must be protected from inequality ("On-the-Job Discrimination: Gender Discrimination," 2004). This paper will analyze the landmark disparate impact case of Griggs v. Duke Power Co. (401 U.S. 424, 1971) from its beginning to its conclusion in the Supreme Court. Included will be the facts of the case and the issues detailed, as well as the history of the case from initial filing to final ruling.
Sex or gender discrimination is treating individuals differently just because an individual is a female (woman) or male (man). One issue in today’s job market is gender stereotypes in the workplace and hiring. Gender plays an important role in the workplace. Gender stereotype play a large factor in the workplace. It is evident that females, when compared to males in the workplace, take more subservient roles. Gender stereotypes in the workplace stemmed from the assumption that women belong at home taking care of the children, while men work and make money to support the family. Despite reductions in blatant forms of discrimination, women continue to experience subtler forms discrimination, such as having their input in groups ignored and having their performances devalued (Ridgeway and Correll 2004; Valian 1999). Although many presumes that gender stereotypes targets women, there are just as many stereotypes geared toward men. Both men and women have legal protection against gender discrimination in the hiring process or workplace. Gender stereotypes do exist and influence perceptions of both men and women in everyday life. Sometimes gender bias in job descriptions can deter women that qualifies for the job from applying for the positions. There were many studies that proved that gender and racial biases can affect how employers evaluate potential candidates’ applications, leading employers to favor white male applicants more over equally qualifies women and people of color. The impact of gender bias in the hiring process is implausible. For example, in a double-blind study, science faculty members were asked to evaluate a fictitious student application who was randomly assigned a male or female name for a laboratory manager position. The applicants name was either John or Jennifer. Although both applicants had the same qualifications and experience, the results from the study showed that the faculty members
If employers began to discriminate on the basis of looks, society could start categorizing fat, unattractive, or unusual looking people as failures and avoid encouraging these people to reach for their goals. Self esteem would be at an all time low.
The laws generally support employer dress code and appearance policies, while employers try to be flexible by having employees to present themselves in a way that is consistent with the employer's image (Gross). As long as they do not discriminate on race, color, religion, age, nationality or gender, employers a...
In today’s age it can be difficult for many to imagine a world in which applicants were denied employment for factors such as their gender, race, religion or national origin. We have grown accustomed to living in a country that provides legislative protection in the case of discrimination in and outside the workforce. Yet, this was not always the case. It has been a mere 52 years since the illegalization of “discrimination in education, employment, public accommodations and the receipt of federal funds on the basis on race, color, gender, national origin and religion.”(BL pg.98) This new set of legislation is known as the Civil Rights Act of 1964. Although it did not make amends for year of abuse and discrimination,
Aside from the obvious, unfair treatment does not always equal unlawful discrimination. Treating a person differently from others violates Equal Employment Opportunity (EEO) laws only when the treatment is based on the presence of a protected characteristic, rather than on job performance or even on something as arbitrary as an employee's personality. Discrimination claims can sometimes be highly subjective. (employeeissues.com, 2006)
Abstract- Racial discrimination happens all the time and most of us are unaware of it. The most common place for this to happen is in the workplace. Now people can be discriminated against because of their race, religion, or any other numerous things. Also, discrimination can occur during the job interview or even after you got the job. This paper will shoe the effects of racial discrimination and how it can be prevented. In addition there are some very important laws that deal specifically with discrimination, like the NAACP or Affirmative Action. These both will be discussed.
Discrimination is known to exist in all workplaces, sometimes it is too subtle to notice, and other times it is exceedingly obvious. It is known that everyone subconsciously discriminates, dependant on their own beliefs and environments that surround them. However, discrimination can be either positive or negative in their results, and sometimes discrimination is a necessary part of life.
What exactly is workplace discrimination? (Statistic) It can be defined as a less favorable treatment towards an individual or a group of individuals at work, usually based on their nationality, skin color, sex, marital status, age, sexual orientation, or other defining attributes. It can appear as a denial of certain rights, negligent treatment, deliberate harassment or work results and achievements, and so on. A person can be discriminated by their coworkers or by the employer. Thesis: Gender inequality in the workplace is an ethically historic and significant issue which requires adequate solutions because it leads to unethical discrimination of women, minorities, and those who are members of the LGBT community. As a rule, discrimination
Discrimination has been around for decades. Many would agree that discrimination built on race, gender, religion and ethnicity it is a violation of the value of equality and it morally wrong. “The