Social Equity Answer:
Equal employment opportunity is a practice where employment is not base on race, religion, color, sex, or age to promote equal chance and prevent exclusion. Equal employment opportunity has the Equal Employment Opportunity Commission (EEOC), which was created to help with discrimination issues and enforce laws prohibiting discrimination in workplaces. There is also the EEO plan which is plan to change past wrongs dealing with minorities and women in employment opportunity.
The significant executive and legislative order milestones in establishing administrative frameworks for achieving EEO goals on the federal level are the Executive Order 10925 of March 6, 1961, the Civil Rights Acts of 1964, and the Equal Employment Opportunity Act of 1972. The Executive Order 10925 of March 6, 1961 called for affirmative action to be used as a way to avoid discriminative practices in the federal government and its contractors. Affirmative Action was put in place to tear down the "artificial barriers" with employment of women and minority groups. The Civil Rights Acts of 1964 was created to make sure that federal workers receive equal employment opportunities. The Equal Employment Opportunity Act of 1972 calls for the throwing out of discriminating practices dealing with employment.
I do not believe over the years since the Civil Rights Act that women have fared better to other protected classes generally in breaking through to the executive ranks long dominated by white males. The reason for me believing this is because women have low numbers in higher levels. In an article I read called The Rise of Executive Feminism, the article states:
" Only 21 Fortune 500 CEOs are women. Women make up 15 percent of Fortune 5...
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...owers. When everyone in a group is not given equal power it is short lived because individuals tend to revolt or want to rise up in the ranks. Authoritarian leaders tend to oppose other ideas if not closely related to theirs
The democratic leadership style impact on short-term organizational success is likely and can also be successful in the long term. The reason why democratic leadership works in both short and long term organizational success is because everyone is equal and gets a gets a say in decision making which increases productivity. It also works in long term change happen more smoothly and peaceful.
Works Cited
Williams, J. C., & Dempsey, R. W. (2013, March 28). The Rise of Executive Feminism - Joan C. Williams and Rachel W. Dempsey - Harvard Business Review. Retrieved May 19, 2014, from http://blogs.hbr.org/2013/03/the-rise-of-executive-feminism/
The Equal Employment Opportunity Commission mission is to enforce federal laws that make it illegal to discriminate against anyone applying for employment opportunities. Discrimination will be leading to major problems in the next few years, which could cause poverty, violence, and crime. Discrimination cases are having large payouts, but the cases being are not decreasing in large amounts. The Equal Employment Opportunity Commission is not living up to its mission because the discrimination cases being filed are increasing in the 21st century.
The issue of affirmative action has been a controversial one since its inception. The law was developed during the 1960’s as a result of the civil rights movement and the need to address injustices committed against minorities throughout the United States history. There were multiple attempts to correct the inequities between the majority and the various minorities including the 13, 14 and 15th Amendments. The Civil Rights Act of 1964 allowed for the creation of the Equal Employment Opportunity Commission (EEOC) to create rules to end discrimination. Affirmative action came into being with the executive order 11246 issued by President Johnson. The Civil Rights Act and President Johnson’s executive order have been updated throughout the years to address gender, disabilities, age and other characteristics that could be considered discriminatory.
Equal Employment Opportunity means freedom from discrimination on the basis of sex, religion, color, national origin, disability and age. Affirmative Action plans define an employer’s standard for proactively, recruiting, hiring, and promoting women, minorities, disabled individuals and veterans (SHRM, 2012). EEO, Affirmative Action: Equal Employment Opportunity is to ensure employee’s performance is high and the overall goals of the organization are being met. Affirmative Action and EEO are regulations that help ensure fair actions and opportunities are given in the workplace. Employees who receive equal employment opportunities are much more focused in the workplace, which is geared toward achieving the goals of the organization. Embracing
The article discussed how women are trying to work their way up the ranks into high level senior leadership roles. In an article by Cook and Glass (2011) talked about Human Resource Management and how there was an increase in stock price for a company when investors discovered that there was going
The Equal Employment Opportunity Commission (EEOC) is the federal agency that enforces the federal laws, policies and regulations as it relates to employment discrimination. Over the course of years, Title VII has been amended to reinforce its prohibitions to include pregnancy as a type of gender discrimination, jury trials, compensatory damage and punitive damages. Its amendments have also strengthened the enforcement policy of the EEOC. An employer and employee need to be aware of those areas that are and are not covered by Title VII. It applies to employers, unions, joint labor and management committees as well as employment agencies whose functions include referral and training decisions among others. It applies to all private, federal, state and local governments who employ 15 employees or more. An employer with less than 15 employees is not required to comply with the guidelines set by Title VII. Title VII covers all levels and types of employees. In 1991, the act was further extended to include United States (U.S.) citizens who are employed outside of the U.S. for American employers. Non U.S. citizens are also protected as long as they are employed in the U.S. Title VII however, does not a...
Positions of Power: How Female Ambition is Shaped by J.D. Nordell of Slate Magazine details the female disposition in the workplace. Nordell writes, “...women account for 35 percent of MBAs but only 2 percent of Fortune 500 CEOs. Women now make up 16 percent of congressional seats - and 0 percent of U.S. presidents…” (Nordell). The statistics provided above show an obvious discrepancy in the amount of influence women have in the workplace. A popular theory is that this discrepancy is caused by the influence of gender roles on the workplace - men are not taking women as seriously in the workplace. Females’ introduction into the major economy is still a relatively new concept, and the underlying archaic gender role that women should tend to the house and children is preventing women from being taken seriously by the men of the business world, and thus constraining their performance in the economy. This is further supported by the case of Ben Barres: “Recently, the transsexual neuroscientist Ben Barres, who has worked as both a woman and a man in science, noted that he is treated with more respect and interrupted less frequently now that he is a man” (Nordell). This further elaborates on the phenomenon that women are taken less seriously in the workplace. Considering the excerpts from Positions of Power: How Female Ambition is Shaped, it is easy
The 1964 Civil Rights Act created the United States Equal Employment Opportunity Commission, also known as the EEOC. One of the primary jobs of the EEOC is to uphold the rules and regulations that were laid out by Title VII of the Civil Rights Act. According to the EEOC’s webpage, “Title VII covers private, most pu...
Although these examples could prove a case in the corporate world some may take defense by balancing with further statistics. It is stated in Clayton Collin's article, "Why Girls May Still Need an Edge," that women in America may not be at the top of the corporate ladder, but they do hold around forty percent of all privately owned businesses in the United States. (11) So, even though women haven't quite proven themselves to the corporate world, they have most certainly conquered a portion in the entrepreneur world and in a big way. That is definitely a positive point for America's look on gender equality in the workplace.
Wallace, Kelly. "No Movement for Women at the Top in Corporate America." CNN. Cable News Network, 11 Dec. 2013. Web. 18 Apr. 2014.
Females make up nearly half of the workforce today. Females are considered to be “equals” within the workplace. In fact females in four out of ten families are the main source of income. Statistics show that women
The goal on gender equality and impact of gender discrimination varies from country to country, depending on the social, cultural and economic contexts. Anti-discrimination laws have performed a critical role in expanding work place opportunities for women, yet they are still denied full equality in the workplace. Even though they can now secure powerful professional, academic and corporate positions once reserved for men, the ever present glass ceiling still deters the advancement of large segment of the female workforce (Gregory, 2003). Interest in the careers of females remained strong among both scholars and practitioners. Women have made considerable progress in entering the managerial ranks also but not at the highest levels. However, the promotion of women who hold top management positions increased only slightly during the last decade (U.S. Department of Labor, 1992). Shrinking gender differences between men and women in job related skills and aspirations may not reduce employer discrimination that is rooted in the belief that women’s emotions prevent them from managing effectively (Kanter, 1977). Stumpf and London (1981) identified criteria that are commonly used when decisions are made about management promotions. The specified job-irrelevant criteria, such as gender, race and appearance, and job-relevant criteria, such as related work experience, being a current member of the organization offering the position, past performance, education and seniority.. The central question is whether the hiring, development, and promotion practices of employers that discriminated against women in the past have been remedied or continue in more subtle forms to impede women’s advancement up in the hierarchy
Women make up over 50 percent of the college graduates in the United States, yet only 14 percent of executive officer positions within companies are filled by women. Within the Fortune 500 CEOs, only 21 of them are women. The United States prides itself on equality and justice, but the majority of the population is not adequately represented in leadership roles. It is time for the entire country to reevaluate its internal gender biases. Women are taking strides to overcome the centuries-old tradition of men being the breadwinners and women taking care of the family and having low-demanding jobs. Biases do not just come from men, as it is proven that women are just as biased against themselves. Society puts more pressure on men to be successful while not expecting as much from women. Men typically attribute their successes to themselves, while women underestimate themselves and attribute their successes to luck or hard work. This lack of self-confidence can be traced back to years of women constantly doubting themselves (Sandberg). Women need to follow Facebook Chief Operating Officer Sheryl Sandberg’s advice written in her book “Lean In”: “But feeling confident—or pretending that you feel confident—is necessary to reach for opportunities. It’s cliché, but opportunities are rarely offered; they’re seized” (Sandberg 34). Willing women have to overcome societal traditions and sit at the table. To do this they have to either get into leadership positions to then break down barriers or break down barriers to get into those coveted leadership positions. These barriers are deeply-rooted into almost every culture worldwide. Sexism and discrimination are constant issues for women in the workplace and not enough is being done to address the...
Equal Employment Opportunity Commission where anyone with a discrimination complaint can go to the commissioner and the EEOC will take the issue to court. This was established for common individuals with lack of support or lack of income, which was an important civil right at the time. It is also illegal to refuse referral to another company due to race, sex, or religion. The law forbids discrimination by any program that receives money from the federal government. The government may cut off financing for a program that does not end discriminatory practices or policies. These are the guidelines set up by the government for all businesses to follow. If that is true, then why is it that businesses are using the phrase equal opportunity employer
"That’s Equality?: Women Now Earn MORE Than Men Across US." Debbie Schlussel. N.p., n.d. Web. 5 May 2011. .
“There are 74.6 million women in the civilian labor force. Almost 47 percent of U.S. workers are women.” (DeWolf 2017) Today, there are more woman in leadership roles in business than ever before. A leadership role in business ranges from a store manager, branch manager, to CEO’s of large companies. Through the modern and correct view on Feminism more business’ and individuals are proud and happy with the results woman are producing in the workplace. With women in the workplace comes the right for equal pay, which is now coming to fruition more than ever, further pushing the equal rights of women. A prime example of equal pay for equal work is the stance Google recently taken on closing the gap between salaries for men and