Research Topics: Discrimination Essay Samples

Challenges faced by disabled people in South Africa

Challenges faced by disabled people in South Africa   Aim/Objective The research will be focusing on the challenges faced by the disabled people, South Africa Context Research Questions Research questions are essential part of the research process, as this will imply a solid connection towards secondary knowledge composed of peer reviewed studies such as from academic centered journals and articles, also from documented information and facts from books or such releases. The research questions serve as the initial organization flow of the study’s review of the literature which leads to the creation of research methods and techniques and the questions were the following: 1.      What do disabled people mean? Does this refer to physical disability of people in South Africa 2.      What is meant by challenges faced by disabled people? Provide examples, situational cases 3.      What are some of the advantages as well as disadvantages of disabled people? Are they being discriminated in African society? 4.      How do certain challenges of the disabled people in South Africa be of valuable indicator of human rights fairness such as at work, labor set up Research hypothesis Research hypothesis are deemed for the clearance of research design/approached being utilized for this specific study and it will assume methods that could be in place within research framework and construction from within recognized information and research studies respectively. The hypotheses could be: 1.      There are positive challenges faced by disabled people in South Africa 2.      There are negative positive challenges faced by disabled people in South Africa Significance of the Study The impeding significance of the study can be found at the ideal composition of research of how it can go or not go beyond the scope of research as the research findings could be at most useful in terms of instilling awareness to teachers, students and top academic leaders of the educational institution and will provide ample basis towards theory and conceptual sense of fairness and equality towards the disabled people in South Africa thus, research finding will be a good material source for researchers to use and tackle into whole or parts of resources. The audience, the readers of this study will have the utility of driving in personal growth and simple ways of understanding the role of fair and justifiable rights for all, disabled or not. Overview of Literature Ideally, one cannot help marveling at the inability of this so called disability analyst to comprehend the significance of Disabled People in South Africa (DPSA) in the history of disability advocacy struggle and, it is indeed timely to examine its relevance in South Africa, and equally to examine some aspects of its latest critics and to evaluate the worth of their alternative. Indeed, DPSA became the only voice for disabled people in, South Africa, irrespective of their disability, (1986; 1983) before greed and opportunism was on the rise, the uncompromising commitment to the historic milestone of a democratic movement of disabled people, the only organization currently in South Africa that is not single disability organization, DPSA stands in from alternatives for change in South Africa for disabled people, not only because of the manner in which it came into being, but because of the vision reflected in the law ( 1986; 1983). It can never be substituted without the will of the majority as such attempt by an individual/group to discredit or undermine it can only be seen as an act of betrayal of the aspirations of disable people of South Africa. The greatest danger amongst disabled people, are those disabled people who want to appear or want to be seen to be smarter than others whilst prostituting the truth at the expense of disabled people, entering the race of stupidity with the hope of being spotted as the alternative and even posing to be the alternative, thereby occupy the same position they now claim to despise.   Research Method The case study approach reflecting in a learning approach of the disabled people in South Africa as well as put in application recognition of the enforcement of the law an approach could be adopted similar to that introduced by the laws against sex and race discrimination within tribunals for claims under the employment section, the county courts for claims under other sections of the law, and powers enshrined in a specially designated commission to enforce the law and promote equal opportunities for disabled people, it will be important to ensure that disabled people are able to claim their rights under the new law. They should have the right to legal aid and advice, either directly from existing schemes in South Africa. Disabled people have identified institutional discrimination as the main problem, and anti-discrimination legislation as the most promising way of tackling it. Research in cases that examine the failure of the South African state to ensure a decent life for disabled people and why demands have grown for anti-discrimination legislation. Thus, reflecting experiences of disabled people in the context of the re-structuring of welfare in this present day. The need to examine case analysis and method conceptualization. The research implies to qualitative methods such as open-ended questions and quantitative methods such as to request respondents to rank their views about specific question in the questionnaire, as one common measure in education research (1999). Questions are need to be examined for reliability and validity. In order to avoid the case when the respondent will be forced to give an inaccurate response when his real attitude towards the statements ranging from 1 = strongly disagree, 2 = disagree, 3 = neutral, 4 = agree and 5 = strongly agree, to be enclosed at. The primary data is to be collected from the respondents in case situations, secondary data is to comprise of reference concerning research subject. The using of existing information on such levels into the study to be realized upon.         _ Credit:ivythesis.typepad.com

Challenges faced by disabled people in South Africa

Challenges faced by disabled people in South Africa Aim/Objective The research will be focusing on the challenges faced by the disabled...

Gender Discrimination

Gender discrimination                                                      OUTLINE SUMMARY   There are countless numbers of issues hovering over our heads in Australia and in contemporary society in general.  Gender inequity in sport has been a major issue throughout Australia for countless years, predominantly for females. This issue involves any action that grants or denies opportunities, privileges, or rewards to a person on the basis of their sex.  Gender discrimination may not be such a big deal amongst the male population but it’s fair to say that the whole Australian public needs to be reinformed about the inequity of females in the sporting field and how unfair and cruel some people could be when it some to entertainment and money therefore someone needs to take action to reform it.   The general public would claim that it’s not discriminatory when a female chooses to relinquish participating in competitive sport but they don’t consider the factors that are thought to influence their decision to surrender. The major factors that determine why woman don’t play sport and why they are less interested in sport opportunities than men are all based on the way we define ourselves as Australians, the lack of media coverage for women’s sport, the competitive side of sport, the importance of family, the influential role of friends and peers, the absence of role models and many more.   In today’s modern society it’s evident how hard it is to deny what a female want’s most of the time but it’s unfortunate to here that females receive less opportunities then men when it comes to sport but they are not complaining and nagging like they should. This issue is significant to explore, unless any action is taken towards this issue, studies show that decline in sport involvement will leads to numeral crisis within our society such as obesity, lower levels of healthy individuals and continuous  inequality and decimator behaviour across society. In odder to improve the interest of woman and prevent any feather crisis, supplementary job of supporting our young female altheas in sports participation is essential. Nevertheless the female society should be strongly supporting and protesting their rights to the Australian Sport Institute. Through out life most humans, in this case females experience a similar impact that deny them possibility of success but what really matter, is know it’s possible and with the right actions it can be accomplished. As a matter of fact giving small treats such as books on successful female athletes would help and motivate a young female to proceed in her chosen field and to succeed in the days to come.     Credit:ivythesis.typepad.com

Gender Discrimination

Gender discrimination OUTLINE SUMMARY There are countless numbers of issues ...

Gender Discrimination

Gender discrimination Dealing with the matter of sport and ethnology, three major factors come to mind; prejudice, racism, and discrimination. These factors span across ethnic, racial, religious, gender, and cultural groups. The principal intention of this paper is to explore how discrimination and prejudice have played a part in the evolution of sport in our society, through the effects of why a high percentage of females do not play sport and to cover the cistrons that are thought to influence their decisions to relinquish from sports.   The general public, athletic women and film have always been used as a medium to express the discrimination against women athletes today. Gender inequity has been a major issue throughout Australia for countless years, and predominantly impacts on young females. This issue involves any action that grants or denies opportunities, privileges, or rewards to a person on the basis of their sex ( 2006). The justification in terms of why females don’t play sport and why they are less interested in sport opportunities than men are all based on the way we define ourselves as Australians. The lack of media coverage for women’s sport, the competitive side of sport, the importance of family, the influential role of friends and peers and the absence of role models. The foundation of all these impact and influences results in the decrease of participation and interest of females in sport.   The Australian Bureau of Statistics conducted a report in 1999-2000 on participation in Sport and Physical Activity. They concluded that the overall rate of participation in organised and non-organised activities for women (72%) is almost identical to that of men (74%). However, males (34.3%) were more likely to participate in organised ‘sporting’ activity compared to females (28.5%).   The Women’s Sports Foundation Advocacy Department has developed the most recent participation and resources statistics for gender equity in High School and College athletics this year and their reports show that high school female athletes received only 41% of participation opportunities, which is 1.25 million less participation opportunities than male high school athletes, in addition they received 38% of sports operating dollars, which is .17 billion less than male college athletes.  These two reports, illustrate that boys and girls’ involvement in sport during primary school is almost identical. However, it is during the pivotal adolescent years then girls begin to depart and at a much faster rate than that of their male counterparts. This is evident in the report by the Women’s Sports Foundation Advocacy Department.   Sport is believed to play an important role in the way we define ourselves as Australians. It is considered to be very important in the process of turning boys into men and is a significant form of male socialisation. Sport is also a way in which males can gain status among their male and female counterparts. However, if a female plays sport, her sexuality may be questioned, especially if she is good at it or does not conform to the stereotypical expectations. This is definitely the case if she has chosen to play a so-called ‘male’ sport, which could be defined as being more masculine. Girls, from an early age receive the message that boys play sport and girls watch them. This sort of message is also emphasised at the time when a girl hits puberty, where they are told that for their own safety, they can no longer play any sporting activity, but should do something for which they are better suited, more feminine. This sort of message is not positive for those girls who want to play sport for the same reason boys do.   Many people think that girls are not as interested in sport as boys. Research shows that boys and girls between the ages of 6 and 9 and their parents are equally interested in sports participation. However, by the age of 14, girls refrain from sport at a significantly greater rate than men. Girls and women simply do not receive the same positive reinforcement about their sports participation.  Little boys receive balls, gloves and sports equipment by the age of two. This reinforces the stereotyped expectations as they see their images on television as sportsmen, as they see their photos in the sports section and they know from their parents and friends that they are expected to play sports. Even though young females are not as likely to be discouraged from playing sports as they were ten years ago, they simply are not encouraged to the same extent as younger males. As a result, they enter organised sport two years later than young males and are therefore less likely to have the skills necessary for early successes. Typically, when girls play with boys, especially if they are in the minority, boys simply do not positively reinforce their participation, even-though girls develop much quicker physically than boys and often achieve better results then boys in the younger years.   In order to improve the interest of girls we must do a better job of supporting young females sports participation. A variety of methods that we can improve the interest of girls in sport would be by getting them to be aware other successful female athletes and this could be done by giving them a book about girls in sports or a book about successful sport stories of female athletes for Christmas and birthdays we must find, give gifts of sports equipment and sports lessons. We need to take our sons and daughters to see women playing sports so they grow up appreciating and respecting the sports skills of women and this could build up the confidents of a girl to see images of themselves excelling in sports because she is not going to see those images on television or in the newspapers, which brings us to our next point about Media coverage of women’s sport.   Media coverage of women’s sport is limited in Australia compared to men and this restricts individuals discovering more about women’s sporting ability and accomplishments. This lack of media coverage also denies many young women sporting role models and decreases a female athlete’s chance to gain sponsorship. The Australian Sports Commission measured the amount of media coverage given to women’s sport on an average fortnight in a 1996 study. It showed that women receive on average 10.7% of newspaper coverage, 1.4% of radio coverage and 2% of television coverage compared with 79.1% for men. Dr. Murray Phillips suggests that this was mainly due to the fact that women’s sport is not marketable enough to rate community appeal, as media executives argue that it is due to the lack of public interest and demand. This in effect leads to many women sport’s having to ‘sell their sport’ by dressing the female athletes in figure-hugging body suits to attract more coverage. However, this has raised many recurring issues.   The competitive side of sport has deterred many females who like to or want to be active. Evidently, the ABS indicates that women (45%) are more likely to be active in non-organised activities than men (40%). However, of those who played organised sport outside of school hours, boys played more often: 52% of boys played an average of once a week or more over the year ending April 2000, compared with 45% of girls. Older children played organised sport more frequently, with 57% of those 12 to 14 year olds who had participated doing so an average of once a week or more over the year compared with 36% of their 5 to 8 year old counterparts. The main answer behind this large difference is that many sports have a great emphasis on competition, but most girls play sport to have fun and make friends. Parents are a good indication of whether or not their daughter will continue participating in physical or sporting activities. Evidence shows that girls whose parents regularly exercise are much more likely to continue their involvement in sport than those whose parents are inactive. There are many girls’ however, who are encouraged to play sport from their parents, but those who have brothers are treated differently. Some examples include fathers instructing sons but not for daughters, parents making an effort to watch sons compete but not daughters and even parents making fun of their daughter’s skill level. There have also been many counts of mothers being poor role models when accepting their daughter’s body size and appearance. A mother can have quite a significant impact on her daughter, especially when it comes to food and diet. A negative attitude from a mother can be very damaging, in terms of how the daughter reacts to a comment made by the parent.   Friends and peers, much like family can have a very influential role on a girl who lacks confidence in their skill level, appearance and physical competence. Particularly, in schools, this can be seen as a way in which their peers treat them. In Western society, teenage girls are often confronted with taunts and insults mainly about their bodies. These taunts and insults largely come from their schoolmates at a time when they are particularly sensitive to such comments. Teenage girls are not just confronted with comments about their appearance, but have been harassed about their competence. There have also been cases of insensitive comments from teachers that have the same affect on a teenage girl’s confidence.   Sporting role models can range from athletes to coaches to even, physical education teachers. Role models are very important to young teenagers, especially girls who enjoy their sport. Without them, you would expect to see an even faster drop of girls participating in sport. A 1997 West Australian study by the Australian institute of sports was conducted, where teenage girls were asked to nominate their favourite sportsperson. Of the girls who underwent the study, 52% of them nominated a sportsman, 32% nominated a sportswoman and the remaining 12% did not nominate. However, the 32% who nominated a sportswoman, the majority named Cathy Freeman for her achievement in the 400M event, showing that when a sportswoman receives a high level of media exposure, it is only then she can become a role model for young women. Female role models in the form of coaches are also under represented with only 11% of women coaches coaching elite athletes (level three coaches). Fortunately, it is much better in schools, where women make up 43% of primary school physical education teachers (although only 80% of them are full-time, compared with 97% of males) and 51% of secondary physical education teachers. This provides girls with positive images of women playing sport on a daily basis.   In conclusion, this paper has stated out all the factors which are responsible for why girls don’t play sport. Quite simply, family, friends, peers, media executives, the Federal and State Governments should lead by example and encourage teenage girls to continue sport, in order to change the trend of young teenage girls departing of their sports due to the factors that have been made clear in the paper. Credit:ivythesis.typepad.com

Gender Discrimination

Gender discrimination Dealing with the matter of sport and ethnology, three major factors come to mind; prejudice, racism, and discri...

Price discrimination on ticket of airlines

Price discrimination on ticket of airlines (Price difference between same classes but different prices paid by customers)   Statement of the problem Airline pricing structures designed to accomplish segmentation are widely used elsewhere in the economy phenomenon is misunderstood, because of business in which segmentation is obvious, because history has linked price discrimination with monopoly power. Improved understanding of the basis of price discrimination and its relationship to competition will help make better public policy and correct gaps in existing economic theory. In thinking about price discrimination, economists have constructed the following argument, in competitive market, price equals marginal cost. Wherever there is price discrimination, price deviates from marginal cost, if there is price discrimination, the market must not be competitive and there must be market power. Thus, economists then often go on to say that given that market power already exists, price discrimination can be output-increasing and is therefore not necessarily bad, but there is general assumption that the existence of price discrimination implies the existence of market power.   Research towards dispersion in the prices an airline charges to different passengers on same class/route, the variation in fares is substantial as expected absolute difference in fares between passengers on route can imply better percentage of the airline’s average ticket price. The pattern of observed price dispersion cannot easily be explained by cost differences alone. Dispersion increases on routes with more competition or lower flight density, consistent with discrimination based on customers’ willingness to switch to alternative airlines or flights. The need to argue that the data support models of price discrimination in monopolistically competitive markets. Developing model of price dispersion to distinguish the impact of price discrimination from that of peak load pricing schemes or atypical competition resulting from financial difficulties of the present times. Upon utilizing three alternative measures of dispersion and appealing to economic theory for specification, finding robust results of estrangement between price dispersion and price discrimination. While some discrimination continues to persist at monopolized endpoints, most dispersion is associated with fare wars and peak load pricing schemes.   How the customers react to his price change or how the airline is not loosing any customers? Of course, customers react to price change as airline may loose loyal customers and since, price discrimination among ticket service classes will be analyzed when aggregate demand is known and customer preferences are private information. Serving customers in cheap second‐class seats limits the seller’s ability to extract surplus from expensive first class seats because some switch to the lower class. Discrimination is greatest in the class with the largest variance in demand prices. The seller’s incentives to limit substitution by altering the between‐class quality spread and the pricing of complementary goods are to be analyzed. When capacity limitations require sequential servicing of buyers in batches, intertemporal price discrimination requires prices to decline over time, so customers with the greatest demand prices buy higher priced tickets to earlier performances rather than wait for performances. The analysis use unique data to provide complete analysis of factors affecting airline price levels and price dispersion, contributing to understanding of airline pricing that includes ticket characteristics and restrictions, carrier, estimated flight level load factors, date of issue, departure date, other hedonic factors affecting prices, whether the ticket has been purchased online or offline, share of online purchases. Theoretical analysis of price discrimination have investigated how the competitive dimension affects the price discrimination and the price dispersion in imperfect competition environment ( (1985);  (1989);  (1995);  (2000) and (2002). Studies show that price discrimination persists and may increase as market moves from monopoly to imperfect competition. Price discrimination behavior must be précised when competitive dimension is present. Actually, in monopoly markets, firms sort consumers on the basis of their willingness to pay. When competition is introduced, firms must consider that consumers differ not only as regards the utility they derive from good, but regard their preferences among different brands. The expected effect of market structure on price dispersion depends on whether monopoly-type or competitive-type discrimination dominates.  (1985) and  (2000) emphasize these different aspects of price discrimination under spatial competition. Borenstein develops third-degree price discrimination, while Valletti deals with second-degree price discrimination in context of imperfect information. Does price discrimination increase or decrease?  (1985),  (1989), and  (1993) show that price discrimination may increase as the market becomes more competitive as Gale’s theoretical model there is more price discrimination under duopoly than under monopoly. Empirical evidence to support or reject the hypothesis is scant, however. Despite growing literature on airline pricing, few analysts have examined the price-discriminatory mechanisms that airline use. The existing studies of the airline market show that as market concentration increases, so does the average price level ( (1992),  and  (1990). In the only empirical paper that studied the relationship between the distribution of fares for individual flights and market concentration in the airline market,  and  (1994) found a negative effect of market concentration on price dispersion, no studies have analyzed the effect of market concentration on price discrimination in the airline market.   Credit:ivythesis.typepad.com

Price discrimination on ticket of airlines

Price discrimination on ticket of airlines (Price difference between same classes but different prices paid by customers) Statement of...

Sociological and anthropological – Cultural Identities: Rankism and knowing your place

Cultural Identities: Rankism and knowing your place                   According to  (2006a), there is a global disorder that is largely undiagnosed despite its significant effects on familial, social, employment and educational relationships. On one end of the spectrum, this disorder could lead to fights within the family; while on the other extreme end is interstate war linked to this disorder. Since the disorder is mostly undiagnosed, it needs to have a name in order to derive recognition and understanding from the people affected by the disorder. Rankism is the term that refers to abuse emanating from differences in rank. Since it is a form of abuse, it creates a relationship of power imbalance between the stronger parties, those holding a higher rank, and the weaker parties, the people occupying lower positions. It also refers to exploitative or discriminatory attitude and behavior extended towards people perceived to have lesser power because they hold a lower rank. In rankism, ranking becomes a springboard for people holding higher ranks to abuse those placed at lower ranks. ( 2006a) Rankism pervades all relationships. In families, the consideration of ranking as a basis for the exercise of power could lead to minor squabbles between siblings or even to familial animosities. In the workplace, rankism is exemplified by the exploitation experienced by lower ranking employees who are perceived as inferior by those placed at higher ranks. In the educational system, rankism is expressed through the use of performance measures that provide power-based privileges on selected students to the detriment of other students. Overall, rankism finds expression in assertions of cultural dominance or political supremacy based on higher ranks. ( 2006a) On a personal note, it is only after learning about rankism that I realized that I have been at the unfavorable end of a situation involving rankism. As an ESL student, belonging to a family that migrated to Australia, I struggled to cope up with the new school curriculum. I passed through the phase of undergoing humiliation by being laughed at or cited because of my different English accent and my different cultural perspective. The sad thing about these experiences is that my classmates and even the teacher were not conscious that they were engaging in rankism and undermining my personal dignity. Perhaps it was this lack of realization that caused rankism’s largely undiagnosed nature. In explaining rankism further,  (2006b) contends that although rankism is based on differences in rank, rank is not the underlying cause of the disorder. Depending upon the situation, rank plays a necessarily role in relationships. It is only when rank is inappropriately used as basis for the exercise of exploitative power that it becomes an unknowing tool for abuse. The author contends that “it is crucial to understand that, in and of itself, rank is not the problem. Unless rank is intrinsically illegitimate—as are, for example, the social rankings that have made second-class citizens of various identity groups—the trouble is not with rank per se but rather the abuse of the power that is a perquisite of rank” (p. 5). This means that the determination of the existence of rankism is highly contextual.               Moreover, rank is a necessary factor in human relations but since rank becomes a tool in rankism only if this is abused to the exploitation of other people perceived as inferior rankism is not a naturally occurring disorder. This means that it develops from the perspectives of individuals on rank, their role in the hierarchy, and power plays. People who perceive rank as basis for wielding power to take advantage of the position, without concern over the possible exploitative effects of their actions, are likely to engage in rankism. ( 2006b)  Since rankism stems from nurtured perceptions or attitudes, this disorder is very much treatable.  (2006b) propounds the ‘dignitarian university’ as a model for treating this disorder, particularly in the case of the academe. This is a model patterned after democratic principles. This model is understood through the point that “dignitarian governance does not necessarily mean giving everyone a vote on every issue, but it does mean giving everyone a voice” (). An example given of dignitarian governance is the creation of school committees and ensuring proper representation of interests in the group. In practicing the representative committee system, schools begin to attempt to uproot rankism and become institutions driving society towards the future.  After ten years of residence in Australia, the number of ESL students increased. With the growing number, albeit still a minority sector, came greater recognition, understanding and representation in the different spheres of the academe. The result is the consideration of the additional needs of ESL students in curriculum development and cultural consciousness in the academe population, which are situations conducive to the proper assumption of rank.     Credit:ivythesis.typepad.com

Sociological and anthropological – Cultural Identities: Rankism and knowing your place

Cultural Identities: Rankism and knowing your place According to (2006a), there is a global disorder that is large...

Discrimination Part 3

Discrimination Part 3 Introduction             The workplace rights of employees are essential in maintaining the order and harmony in a company. As an employee working for a company, each individual are entitled to have many rights, such as the right not to be discriminated or harassed, the right to be paid the minimum wage, the right to a safe workplace, the right to take leave to care for a sick family member, including birth or adoption, and the right to have privacy in personal matters (2006). The company or employer should provide their employees each of these rights and protect them from being deprived of their basic rights and privileges. Family and Medical Leave Act             The Family and Medical Leave Act recognizes that there are justifiable reasons for an employee to take a leave from work, without the fear of retaliation or loss of employment ( 2005). This act allows employees to balance the demands of the workplace with the needs of their families, to encourage their stability and economic security, and to support national interests in preserving family integrity. It also intends to reduce the tendencies for discrimination based on sex, while promoting equal employment opportunity for men and women ( 2006). In accordance to this law, the employer has the responsibility of granting this leave to their employees, whether working in a public agency or the private sector, given the employee is eligible for leave entitlement. As such, the employer has several responsibilities in response to the Family and Medical Leave Act.             Primarily, the employer is responsible for designating if paid leave used by an employee counts as a leave under the Family and Medical Leave Act, based on the information provided by the employee. From this, an employee’s paid leave cannot be credited as leave under the Family and Medical Leave Act after the leave has already been completed ( 2006).             Secondly, the employer is required to maintain group health insurance coverage for employees whenever such insurance was provided before the leave was taken, and if the employee had continued to work. The employer’s obligation is to maintain health benefits under the Family and Medical Leave Act, and will only cease if the employee decides not to return to work at the end of the leave period, or fails to return to work (2006).             Lastly, employers must post a notice approved by the Secretary of Labor explaining rights and responsibilities under the Act, or else will be subjected to a fine of up to 0 for each separate offense. Moreover, employers are compelled to provide information to employees about their rights and responsibilities under the Family and Medical Leave Act, such as specific information in response to an employee’s notice of the need for a leave, and the consequences if the employee fails to return to work from his or her leave under the Family and Medical Leave Act (, 2006). Discrimination Based on Religion             The case that best illustrates and explains the right to religious accommodation in a company is the case of Albert Buonanno from Denver, Colorado. Buonanno was an employee of AT&T Broadband, who was fired after refusing to follow company rules and saying that the company has violated his religious beliefs about homosexuality. According to the reports, Buonanno objected to write and comment in a new employee handbook issued in January 2001 that said, “each person at AT&T Broadband is charged with the responsibility to recognize, respect and value the differences among all of us”, including sexual orientation or preference. Furthermore, he was fired after declining to sign a “certificate of understanding” recognizing that he agreed to the policy of the company. Buonanno felt that his Christian beliefs prevented him from valuing or agreeing with homosexuality, which he views as a sin, but pledged not to discriminate or harass anyone (2004).             This case has violated the US Civil Rights Act, as being implemented by the U.S. Equal Employment Opportunity Commission or EEOC. According to the Title VII of the Civil Rights Act of 1964, it prohibits not only intentional discrimination, but also practices that have the effect of discriminating against individuals because of their race, color, national origin, religion, or sex ( 2002). The law specifies that an employer is required to reasonably accommodate the religious belief of an employee or prospective employee, unless doing so would impose an undue hardship (2002).             The employer of Buonanno evidently violated the law for firing him by his refusal to support homosexuality, in accordance to his religious beliefs and practices. Refusing to support the issue of homosexuality must not be grounds for termination, as Buonanno even agreed to sign a document pledging that he would not “harass” anyone regarding their homosexuality and sexual preferences, but this was not good enough for the company (2006). This should be enough for the company to respect the religious belief of Buonanno, and should have not discriminated him for his refusal to go with their beliefs. As such, his action of filing charges with the company is justified, in standing up for his rights and privileges of regarding his religious practices. This case must serve a good example for other employers to protect and recognize the religious inclination and rights of their employees, not only in accordance to the Title VII of the Civil Rights Act of 1964, but for respect to individualism and personal preferences, as long as these beliefs and practices do not hinder the company’s operations. Conclusion             In order for the employees to completely understand their rights and privileges in a company, the employers have to become responsible enough to make necessary actions and accommodations. Each individual in the company has the role of protecting the rights of everyone, and has the duty to uplift the dignity of their colleagues to foster a harmonious working environment. Credit:ivythesis.typepad.com

Discrimination Part 3

Discrimination Part 3 Introduction The workplace rights of employees are essential in maintaining the order and harmony in a...

Discrimination Part 4

Discrimination Part 4   Introduction               The age of employees is one of the considerations of a company for employment. Aside from the abilities and educational attainment of an employee, age serves as a good basis for the productivity of an individual, for theoretically, young employees can do much more compared to older ones. Similarly, age can also a basis for discrimination, as some employers make it an excuse to assign older employees to jobs due to a longer stay in the service, than younger employees qualified for the position. This stereotypical perception concerning age becomes one of the bases for employers to make adverse decisions in a company. With this, it is relevant to evaluate the rights of employees in relation to age.   Age-Related Discrimination Case                One specific case to describe age-related discrimination is the case of Paul Jones against Goodyear Tire and Rubber Company. Jones is a former long-time, salaried employee of Goodyear and is over the age of forty, and his appeal stems from an employee performance review system that the company implemented in 2001. It has been reported that under the new system, a letter grade of A (excels), B (competes well), or C (requires improvement) is assigned to each employee reviewed, with a stated goal of ten percent of the subject workforce receiving “A” s, eighty percent receiving “B” s, and ten percent receiving “C” s (“Jones v. Goodyear Tire & Rubber Co.” 2004). According to Jones, the company was using the system to discriminate the employees because of their age and that they had suffered damages as a result. Moreover, Jones claims that he had always received good annual performance reviews before using the system in 2001, before receiving a “C” rating. He believes that this is part of Goodyear’s plan to discriminate against older employees. In addition, the company offered him to accept a separation package or be placed on a sixty-day improvement plan, which he did not agree to sign. As a result, Goodyear placed him on a sixty-day improvement plan, and if at the end of the period his performance would not improve, he will be terminated, which the company had done (“Jones v. Goodyear Tire & Rubber Co.” 2004).               Under the Federal Law             The U.S. Equal Employment Opportunity Laws include the Age Discrimination in Employment Law of 1967 or ADEA, which protects individuals or employees who are 40 years of age or older ( 2002). Furthermore, this law makes it prohibited for a company to refuse to hire, or to terminate any individual at least 40 years of age or otherwise discriminate against any individual with respect to his or her compensation, terms, conditions, or privileges of employment, due to the employee’s age. This law also prevents employers from taking unfavorable actions against older employees based on stereotypes of what older employees are like. Thus, it becomes a violation to act on the assumption that an older employee would not fit into a workplace, would be slow to learn new skills or to understand the projects being developed, would not accept salaries at the level that characterize those of entry-level positions, or would not like the pace of the workplace, because of his or her age (2001).               The case of Jones and his colleagues is a clear violation of the workplace rights of employees in a company. An employee must not be discriminated due to his age and performance. In the case of Jones, he and some of his colleagues were discriminated and violated by giving them inappropriate marks based on new systems evaluation, for being over forty years old. Being over forty years old does not mean an employee is already incompetent and incapable of producing valuable work. This does not also mean they cannot be assigned difficult and challenging tasks in a company. More often than not, these employees have already been exposed to different jobs, which could somehow help them perform better than other employees, given their good attitude towards work. The actions of Goodyear towards their employees clearly demonstrate their intention of trying to eliminate older employees for the basis of productivity. As such, the legal action done by Jones and his other colleagues are justified by the fact that the company violates their rights and privileges.             Evidently, this law has been violated in the case. According to the Age Discrimination in Employment Law of 1967, employers must provide their workers even with the age of over 40 years, the rights and the privileges in the company. Most companies perceive their employees who are already in their 40s as slow and unproductive, but the law does not tolerate this stereotype description and perception. This case and other age-related discrimination cases must be given attention, for companies might continue to discriminate their employees because of adopting new systems evaluation measures. It is apparent that employers want what is best for their companies, to the point of sacrificing many individuals for the betterment of the company. However, this reality must not make them possess the right to violate the workplace rights of their employees. Instead, employers must become the pioneers of protecting these rights for a much more advancement and improvement of their company, for without their employees, the company would just be useless and unproductive.   Conclusion             Employees and workers have several rights that they can avail and use, and thus must be protected and upheld by their employers. Discrimination due to age must not be tolerated in a company, as being based by the stereotypical perception of many employers regarding older workers. Each individual in a company has the opportunity to excel and make use of his or her talents and skills to contribute to the productivity of the company. Age must not be a hindrance to that contribution, and the company must give each worker the freedom to express his or her ideas. The issue of age should not lead employers to entertain second thoughts on providing equality and justice in the company.   Credit:ivythesis.typepad.com

Discrimination Part 4

Discrimination Part 4 Introduction The age of employees is one of the considerations of a company for employment. As...

Racial Profiling

Obsession with race does not mean that a colorblind society eradicates discrimination, nor does elimination of data alone achieve the colorblind society he craves. Colorblindness in our society simply makes it easier for people of color to be overlooked, ignored, and made invisible. In a democracy everyone has the ability to seek justice and equality—these are the fundamental principals upon which every country was founded. But we cannot have “life, liberty and justice for all,” if there is no legal recourse for discrimination. For anyone who has ever had to go to court, data is a vital measurement tool in monitoring equity. Racial profiling is a social issue that cannot be easily solved. Though in the United States Department of Justice and many other groups have made excellent efforts, it is a long road ahead to expunge this social injustice. Many people have helped in many different ways including by means of education and persuasion. Persuading the public against the injustice of racial profiling through literature is a large reason there is a strong base of opposition within the community. Racial profiling has a negative effect on all of society. It especially affects people of color who are the victims of this unjust practice. It makes minorities feel unsafe and unprotected by the people whose jobs require protection of all citizens. They constantly fear what they may be doing “wrong.” This leads to mistrust of our police department and community leaders by all people regardless of race or color. Racial profiling by the police and community leaders promotes discrimination by example, especially for young children who are taught that police uphold the morals of our society. When young people witness these prejudice actions they see that it is okay to discriminate. Racial profiling is a problem that violates citizens’ civil rights and desperately needs to be addressed. I feel that racial profiling should be eliminated among law enforcement. Obviously, this is a long-term desired outcome, which would take a lot of work and could not happen over night. That is why many short-term solutions need to be addressed immediately. For example it is vital for law enforcement in some countries to admit to and address racial profiling and to develop effective legislation concerning the dilemma. This is a great step but more like it need to occur for society to see improvement.   Reference: Ross, Stephen, and John Yinger. Forthcoming. “Does Discrimination Exist?             The Boston Fed Study and Its Critics.” In Mortgage Lending             Discrimination: A Review of the Evidence, edited by Margery Austin             Turner and Felicity Skidmore. Washington, D.C.: The Urban Institute. Turner, Margery, Michael Fix, and Raymond Struyk. 1991. Opportunities             Denied, Opportunities Diminished: Racial Discrimination in Hiring.             Washington, D.C. Urban Institute Press. Turner, Margery, Raymond Struyk, and John Yinger. 1991. Housing             Discrimination Study Synthesis. Washington, D.C.: U.S. Department of             Housing and Urban Development. U.S. General Accounting Office (GAO). 1990. Immigration Reform: Employer             Sanctions and the Question of Discrimination. GAO/GGD-9062, March. Wienck, Ronald, et al. 1979. Measuring Racial Discrimination in American             Housing Markets: The Housing Practices Survey. Washington, D.C.: U.S.             Department of Housing and Urban Development. Wissoker, Douglas, Wendy Zimmermann, and George Galster. 1998. Testing             for Discrimination in Home Insurance. Washington, D.C.: The Urban             Institute. Yinger, John. 1991. Lessons about Discrimination against Blacks and Hispanics             from the Housing Discrimination Study. Washington, D.C.: The Urban             Institute.   Credit:ivythesis.typepad.com

Racial Profiling

Obsession with race does not mean that a colorblind society eradicates discrimination, nor does elimination of data alone achieve the col...

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