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Reverse discrimination justification
Three characteristics of effective government leaders include
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On the case of Ricci Vs. DeStefano the white fire fighters were not victims of reverse discriminated; however, there was some type of merit of discrimination. Nonetheless, in as much as these white fire fighters met the passing promotion exam standards which stated that " Captain exams, and Lieutenant exams for White is 58.1%, Black is 31.6%, and Hispanic is 20%". it's still not the good reason for them to get promoted. Moving forward, the reason why they are not victims of reverse discrimination is because being a supervisor entails a lot other than just passing a written job performance multiple-choice test. However, Effective leader should be a reflection of character, integrity, command, and years of experience.
Race based discrimination
In 1973 a thirty-three year-old Caucasian male named Allan Bakke applied to and was denied admission to the University of California Medical School at Davis. In 1974 he filed another application and was once again rejected, even though his test scores were considerably higher than various minorities that were admitted under a special program. This special program specified that 16 out of 100 possible spaces for the students in the medical program were set aside solely for minorities, while the other 84 slots were for anyone who qualified, including minorities. What happened to Bakke is known as reverse discrimination. Bakke felt his rejections to be violations of the Equal Protection Clause of the 14th amendment, so he took the University of California Regents to the Superior Court of California. It was ruled that "the admissions program violated his rights under the Equal Protection Clause of the 14th Amendment"1 The clause reads as follows:"...No state shall make or enforce any law which shall abridge the privileges or immunities of citizens of the United States; nor without due process of the law; nor deny to any person within its jurisdiction the equal protection of the laws."2 The court ruled that race could not be a factor in admissions. However, they did not force the admittance of Bakke because the court could not know if he would have been admitted if the special admissions program for minorities did not exist.
David Dunlap, a 52-year old African American male with 25 year boilermaker experience, 15 years of which include foreman experience, brought suit under Title VII, alleging racial discrimination by the TVA after being looked over after interviewing for positions within the TVA. The district court agreed that “Dunlap had been subjected to discrimination under both disparate treatment and disparate impact analyses, concluding that TVA’s subjective hiring processes permitted racial bias against both Dunlap and other black applicants” (Walsh, 2010). The case was heard by the 6th District Court of Appeals and that court “affirmed the disparate treatment claim, reversed the disparate impact claim, and affirmed the district court’s award of damages and fees to Mr. Dunlap” (Walsh, ...
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.
According to Luo, the unemployment rate in 2009 for black male graduates, 25-years-old and up, was 8.4%, while for a white male of the same credentials, the rate was 4.4%. Luo points out that he does not think that this discrimination is intentional (which usually correlates to personal discrimination). Instead, he thinks employers are used to gravitating toward people who are similar to them, meaning that the discrimination blacks face in the workforce is due to cultural discrimination. There are laws that prohibit institutional discrimination, as well as legislation that encourages a diverse workspace, so there is nothing built into the system that is discriminatory.
Affirmative action in the U.S. started to come about in the early nineteen sixties. It was enacted along with many other anti-segregation laws, as part of the "Civil Rights act of 1964 and an executive order in 1965 (Affirmative, Encyclopedia Britannica par. 2)." Today affirmative action is still going strong. It has many positive aspects, but it also has several negative affects, one of which is "reverse discrimination.
In “The Justification of Reverse Discrimination in Hiring,” Tom Beauchamp displays statistics of underrepresented races and genders in institutions. The inequality is due to the underlying persistent racism originating decades ago. It has been pervasively executed despite federal laws for equality. The expectation for a level-playing field is not a reality, as statistically show with underrepresented African Americans (1. Beauchamp, CC2011, p 0228). Beauchamp points out that at first sight, reverse discrimination appears immoral, because it crafts a prejudice for one race over another. However, he asserts that this inference is not applicable in the real world where ubiquitous prejudice still exists as indicated by statistics. Because we currently do not have an equal playing field, humans are morally obligated to do whatever it takes to achieve it if they aspire for an ideal equal society (2. Beauchamp, CC2011, p 0226). In order to be liberated from discriminatory practices, society must practice reverse discrimination, as it is morally justified for the greater good in the end. Once the equal playing field is reached with the addition of minorities through preferential treatment, reverse discrimination becomes unnecessary.
Disparate treatment is a form of discrimination that is prohibited by laws in which all employers must comply, including fire and emergency services. Disparate treatment in the workplace is applicable to many functions of the workplace, including, discipline, promotions, hiring, firing, benefits, layoffs, and testing (Varone, 2012). The claim of disparate treatment arises when a person or group “is treated differently because of a prohibited classification” (Varone, 2012, p. 439). In the 2010 case, Lewis v. City of Chicago, six plaintiffs accused the city of disparate treatment following testing for open positions within the Chicago Fire Department (Lewis v. City of Chicago, 2010). The case is based on the argument that the Chicago Fire Department firefighter candidate testing, which was conducted in 1995, followed an unfair process of grouping eligible candidates, therefore discriminating against candidates of African-American descent.
Minorities, such as African Americans, have been oppressed for hundreds of years, dating back to the time our country was formed. Affirmative action doesn’t only mend the wrongdoings of the past, but helps fix wrongdoings in the present and future. Job applicants with white-sounding names get called back twice as much than applicants with ethnic-sounding names, even when they have the same exact resumes. This is due to systemic racism. Systemic racism is based on the fact that the “United States was founded as a racist society, and thus embedded in all social institutions, structures, and relations within our society.”. This means, that throughout history, white people have been favored by government and other institutions while minorities have been oppressed. Black Americans make up thirteen percent of the world’s population, but only hold 2.6 percent of the world’s wealth, while white people make up seventy seven percent of the population and hold ninety percent of the world’s wealth. A black female’s median wealth is $120 compared to a white female with $41,000. This wage gap is absolutely shocking and only possible because of systemic racism. Redlining is an example of a discriminatory policy. Redlining is the practice of banks and real estate agents turning away minority families from predominantly white neighborhoods. This is an example of institutionalized racism. The practice of redlining led to the kind of job you
Blacks considered the N-word to be one of if not the the absolute worst and most offensive word throughout history. Why should that suddenly change because the last two letters are changed to an a? The meaning and history of the word is something of which many members of the younger generation are completely oblivious. Why should this dehumanizing, demeaning word be used freely in songs and everyday speech? In the words of Martin Luther King Jr: “We hold these truths to be self-evident: that all men are created equal.” If all men are created equal, then why should blacks be discriminated against in everyday language and in popular songs?
Discrimination and racial disparities are a part of every stage within the U.S. criminal justice system, from policing to trial to sentencing. The United States is the world’s leading jailer with 2.2 million people behind bars. Perhaps no single reason has contributed more to racial disparities in the criminal justice system than the so-called “War on Drugs” which many people believe was a thinly disguise veil for racism on African-American. Even though racial and other ethnic groups use and sell drugs at roughly the same rate, Blacks and Hispanics are punished more and harshly by the system forming 62 percent of those in state prisons for first drug offenses, and 72.1 percent of all persons sentenced for federal drug trafficking offenses
We could quit here, but it is also worthwhile to address the point that critics of affirmative action thought they were making with this example. And that is that it's wrong to deny top jobs to the most qualified in the name of racial fairness.
In California it's rare to experience overt discrimination, especially with all the diverse ethnic backgrounds. However, small forms of it, whether the person stating it might not know that it’s wrong, contribute to the constant systematic discrimination of people of color. I’ve heard of people lying on their college applications saying that they were going to say they were Mexican on their application because they believed they would have a better chance of getting into a university because of their own ideas of how affirmative action worked. I have also seen the surprised looks when I tell people I’ve been taking college courses since eighth grade. It’s not the same discrimination people of color faced in the 1950’s, it a new form of discrimination,
Literature Review- Most of the research came from the internet which had numerous cases of discrimination against race. Also, there were many laws that are in place to prevent these actions from happening, these laws have stiff penalties already set up for those who still commit an act of discrimination. Places like Fox News had many articles containing incidents of racial discrimination, as well as preventive way to handle this.
Regardless what skin color, race, sexual orientation, religion, gender or, any related matter, managers must ensure that their company/organization must free from discrimination and threats.
The lack of presence in the upper levels of the job market is not a direct effect of discrimination. It is, as Thomson states, a lack of self-confidence and self-respect that has kept toady's blacks and women down. So the logical solution would be to renew their self-respect, and to restore their self-confidence. It seems like too superficial of a solution to simply give blacks and women preference when it comes to hiring. Certainly it would not bolster my self-confidence to know that I received a job over another equally qualified individual, simply due to my skin color or sex. I would feel as if again race and sex were dominating decisions. Wasn't the original goal to eliminate the issue of skin color and sex from all decisions?