The diversity of the domestic and global workforce is increasing daily in the United States (U.S.). The growing number of immigrants and the expansion of globalization in the workforce forces organizations to make necessary adjustments to meet the needs of all their employees. People in organizations have different cultural and religious backgrounds that can be quite different in beliefs and practices (Johnson, 2012). The workforce is more diverse in ethnicity, culture, language, and religion (Borstorff & Arlington, 2011). The inflow of immigrants has augmented the number of religious denominations represented in the U.S. and as a result religious diversity is emerging as a significant issue.
Organizations often discriminate employees due to the lack of understanding of employee’s religious beliefs and needs. They understand their own religion practices but are ignorant about other religious practices. As a result, they often fail to make accommodations to meet the religious needs of the groups within the organization. The claims for religious discrimination in the U.S. increased from 1811 in 1999 to 3386 in 2009; an increase of $3.1 million to $7.6 million (Borstorff & Arlington, 2011). There are approximately 4.3 million Muslims in the U.S. and they feel the most vulnerable to religious discrimination (Alexis, 2011).
The U.S. Equal Employment Opportunity Commission (EEOC) enforces federal laws prohibiting employment discrimination. These laws protect people against employment discrimination when it involves the following conditions (Johnson, 2012):
• Unfair treatment because of race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information.
• Denial of a reasonable wor...
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...hristian, but nonetheless qualified: The secular workplace-Whose hardship? Journal of Religion & Business Ethics, 3(1), 1-24.
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Johnson, S. H. (2012). Discrimination and the religious workplace. Hastings Center Report, 42(6), 10-11.
Lavin, H. S., & DiMichele, E. E. (2012). Are you my supervisor? The scope of supervisory authority under Title VII. Employee Relations Law Journal, 38(3), 89-94.
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Institutions in the businesses sector are swarming in racial discrimination, much of which is covert and difficult to detect and prove. Racial discrimination excludes, marginalizes and exploits those citizens who are discriminated against, ceasing any opportunity for economic progress and development. Under certain regulations some businesses are required to diversify their workplace by hiring certain amounts of people of color, but in reality these small quotas do not do much for the overall condition of the people who are being discriminated against. Businesses that fail to take action on racial discrimination tend to have lower levels of productivity. This stems from employees not being interested in working hard, or because people with exceptional talents and skills choose to shy away from certain places of employment due to the fear of racial discrimination. Employees who feel wronged also tend to switch jobs, forcing the organization to spend more time and resources on hiring and training new employees, besides coping with the low productivity of a new employee. (Nayab)The effects of racial discrimination in the American work force could be identified with funded research on the topic. With ample data employers will be able to better understand the negative affects that racial discrimination have
In today’s world, the American still has barriers to overcome in the matter of racial equality. Whether it is being passed over for a promotion at the job or being underpaid, some people have to deal with unfair practice that would prevent someone of color or the opposite sex from having equal opportunity at the job. In 2004, Dukes vs. Wal-Mart Stores Incorporation was a civil rights class-action suite that ruled in favor of the women who worked and did not received promotions, pay and certain job assignments. This proves that some corporations ignore the 1964 Civil Rights Act, which protects workers from discrimination based on sex, race, religion or national origin.
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...
Workplace management is constantly gaining a considerable amount of interest among researchers and practitioners especially with the current awareness of workplace policies. In the current business world setting, employers are trying to catch employees’ attention by claiming to be driven by the “equal opportunity” slogan which implies that once a person becomes an employee in that organization, they will be treated without harassment or discrimination regardless of religion, race, age, sex, race or nationality (Deery, Walsh & Guest, 2011). Any work place that is free from discrimination and harassment is not only important for better performance of the business but it is also part of the law. According to the federal and state
Introduction- Discrimination affects people all over the world. People of all ethnicities and from all different walks of life are influenced in some way by workplace discrimination. "Discrimination" means unequal treatment. One of the most common elements discriminated against is a persons ethnicity, or their race. This is called Racial Discrimination. While there are many federal laws concerning discrimination, most states have enacted laws that prohibit it. These laws may have different remedies than the federal laws and may, in certain circumstances be more favorable than the federal laws.
For the entirety of the United States’ existence, freedom of religion has been a guiding principle of the nation. Despite, or perhaps because of, the deep, varied religious heritage of many Americans, America was the first country in history to abolish religious requirements for civic engagement (Edwards). However, paradoxically, the United States also has a history of religious discrimination, as seen in historical bigotry towards Catholics, some Protestant sects, Jews, Atheists, Mormons, Muslims, and other marginalized groups. Indeed, the conflict between America’s secular ideal and its often faith-dominated reality is a common theme in American history, continuing to this day. After the terrorist attacks of September 11, 2001, persecution
Employment discrimination in the workplace can come in many forms such as race, gender, religion, national origin, physical or mental disability, and age by employers. This situation violates the rights of equal employment of workers. But based on the internal needs of specific occupations and discrimination should not be considered discrimination.
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.
The homework assignment ask the question should employees be allowed to wear symbols of faith to the workplace. The article argues from two different points of view. Two professors have different opinions on the topic. Professor Robert Grossman argues for allowing employees to wear symbols of faith in the workplace. His arguments include the fact that Title VII dictates that there will be no religious discrimination in the workplace. He goes on to argue that several major corporations have adopted a very faith-friendly approach. Professor Grossman also explains that accepting religious diversity could have a positive impact on the bottom line. Dr. Robert Ramsey argues the reasons why companies should not allow employees to wear symbols of faith in the workplace. Dr. Ramsey explains that corporation’s first responsibility is to earn a profit. The corporation must pay close attention to customer needs first and foremost. The customers pay the bills. Dr. Ramsey is not opposed to religion in the workplace as long as it does not interfere with the company’s ability to make a profit (Bethel, 2011).
The U.S. Equal Employment Opportunity Commission. (1997, January). Title VII of the Civil Rights Act of 1964. Retrieved from: http://www.eeoc.gov/policy/vii.html
Work plays an important role in our daily life, it is considered much more huge part of our personal life. During our daily work we make many relationships throughout our career history. Sometimes these relationships become lasting, and sometimes employment discrimination might happen. This relationships that we thought it last could be cut off by the devastation of claims of discriminatory treatment. Discrimination in the workforce has been an issue since the first people of workers in United States in the present day and as well in the past. Some employees were subjected to a harsh working conditions, verbal abuse, denial of advancement,, and many other injustices. There was also the fact that certain employees were being treated differently than other employees.
Clark, C. S. (1991, August 9). Sexual harassment. CQ Researcher, 1, 537-560. Retrieved from http://library.cqpress.com/cqresearcher
Discrimination based on or derived from religion has been a cause of significant suffering. Prejudice directed against people based on their religious beliefs, practice, identification or association has resulted in a wide range of discriminatory practices. Prejudice and discrimination based on religion continue to be problems even in countries that otherwise has achieved a high level of religious diversity. Prejudice based on religion has been used to justify discrimination against those with different religious beliefs, individuals of various ethnicities, those who are not exclus...
Discrimination is a very hard barrier to break. To discriminate means to "distinguish between one another; to make a difference in treatment or favor on the basis other then individual merit." Everyone at some point in their life experiences some form of discrimination that might be on the basis of their race, religion, age, or sex. Discrimination can be examined from many different angles. Because of this, I have decided to discuss one type of discrimination, which is employment discrimination. Throughout this paper I will attempt to answer several questions. Such questions are what is employment discrimination and whom does it effect? What could one do if find that they are a victim of discrimination? After answering these questions I will incorporate my own experience on this topic.