Reverse Discrimination Paper

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InReverse Discrimination
As companies become diverse, they need to be aware of “reverse discrimination”. Allan Bakke, an engineer with high hopes, applied to University of California Davis School of medi-cine on two separate occasions and was denied acceptance which lead to filing a lawsuit against the university. The affirmative action program at the university set aside 16 slots for minority applicants regardless of their expertise level. Bakke filed a lawsuit because he believed that he was discriminated upon due to being a Caucasian as his Medical College Admissions Test (MCAT) scores and GPA were “significantly higher” than the minority applicants who were ad-mitted while he was denied. He sued the university on the basis that the admissions …show more content…

Researcher Belle Rose Ragins has concluded that “LGBT employees constitute one of the largest, but least studied, minority groups in the work-place” (2004, p. 35). This may be because the LGBT employees are invisible in the workplace (Schmidt et al., 2012, p. 341). The Transgender Law Center has estimated that 2% to 5% of the population is transgender. However this result may not be accurate as people are afraid to associ-ate themselves as a transgender. Although diversity is mainly known of the race, ethnicity, gen-der and culture differences found in people, Jamison & Miller (2006) have also claimed diversity to be “the multitude and full range of human differences. We each bring our diversity – our dif-ferent perspectives, experiences and identity – to all we do in life. As we tap into those differ-ences… we bring innovation, new perspectives, fresh viewpoints to bear on the bottom line, cre-ating competitive advantage that only a wide range of talents and ideas can …show more content…

Compared to only three in 2000, her study shows that 325 Fortune 500 companies have banned discrimination based on gender and sexual identification (Milligan, 2015, p. 30). Organization’s are just now including sexual orien-tation into their non-discrimination polices and some gender identity. Organizational policies targeting the LGBT need to include the elimination of prejudice, prevention of hostility and the promotion of inclusion for the underrepresented group (Schmidt et al., 2012, p. 337). Some ex-pert advice concerning transgender colleagues is to let the employee set the timetable of when they want to expose their transition, respect their privacy, use the names and pronouns desired by the employee, and be keen of subtle forms of harassment in the workplace (Milligan, 2015, p.

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