It shows in the case that there are more white people that are in upper positions verses other minorities. 4/5 Ratio Data for Whites and Blacks, Minorities According to what I have went over there is a disparate impact, because there are more whites for the upper positions and more minorities for the lower positions. Here is what I seen according to the report for each job positions: * Shift leader-External-whites 21.00% , Non-white-22.00%, African American-23.00% which equals 1.05% and 1.01% African American * Department Manager-External whites-17.00%, non-white-9.72%, African American-12.00% and which equals 1.74% and 1.42% (black) Internal-whites-34.00%, non-white-26.00%, and African American-20.00% which equals 1.31% and 1.70% African American. * Assistant
A school that requires its attendants to pass a test is charged with discrimination when it does not meet the quota for its admittance. The answer to this problem, from a supporter of affirmative action, is the inflation of the minorities’ grades on these tests. Institutions are then forced to keep a certain balance in the diversity of their student body, which can lead to the inflation of the minorities’ grades on all subjects. This grade inflation would then lead to a poorer education and the reality of a failing education system. This same kind of comparison is evident in the work force.
Abstract Despite significant improvements in the socioeconomic status of working women, research reflects that gender inequalities continue to exist throughout the world. In this paper, the author attempts to examine the prevalence of sexism in the American workplace and in various sources of media outlets. By utilizing empirical secondary data and primary data collected specifically for this report, the author endeavors to prove that although much work has been done to improve the status of women in society, there continues to be a significant inequality. An Examination of the Prevalence of Sexism in the American Workplace and in Media When the forefathers of our great nation were composing the Declaration of Independence to succeed from Great Britain, they envisioned a nation where “all men are created equal, that they are endowed by their Creator with certain unalienable rights, which among these are the right to Life, Liberty and the pursuit of Happiness.” This immortal declaration has come to define our country, and has led many individuals to immigrate here in search of this “American Dream”. Nevertheless, during the relatively young history of America, many social issues have served to pose a direct threat to the attainment of these “unalienable rights”.
Sex in the Workplace Logan Elliott Scopes and Methods POL 2703 Ayala 8/5/2012 Literature Review The research question that this paper will investigate is how does one’s gender affect the amount of income that person will generate in the workplace? This research paper looks at the inequalities of males and females within their careers when comparing them to one another and will attempt to discover if there is an unfair advantage of income distribution that favors males over females, even in instances where both sexes ensure the same job requirements as well as education and experience. It is a well-known and controversial subject in arguing that males tend to dominate in acquiring a higher income than do their female counterparts. Men tend to be seen as higher earners than women, which then inclines the association between masculinity being an attribute of wealth. This stereotype in itself can be attributed in perpetuating the wage gap at both the conscious and non-conscious levels thus leading to a sever inequality and a wage gap.
Be that as it may, implementing creative activities and providing trainings that focus on communication skills and active listening skills, as well as bringing awareness about different types of conflicts can create a better working environment, hence, ultimately decreasing or even ending workplace conflict. American society has come a long way when it comes to prejudice and racism. However, cultural diversity and racism continues to be the dominant cause of conflict in the workplace; it is an underlying issue that unless dealt with destroys workplace morale, communication and relationships. According to the Psychological American Society, “racial diversity tends to create more difficulties for team process as well as performance” (Mannix & Neale, 2005, p. 35). It is apparent in office settings that racism and prejudice are prevalent between people of diverse cultures.
RACIAL INEQUALITY IN THE WORKPLACE After completing their education, minorities suffer from further inequalities in the workplace. Evidence of a wage-gap, for instance, is evident in managerial positions. “For every dollar white male managers in the private sector earn, white women managers earn 59 cents, men-of-color managers earn 75 cents, and women of color, on average, earn 57 cents (Giscombe S9).” Fortunately, a decrease in the wage gap has occurred, and affirmative action has been a major catalyst. For instance, between the 1980’s and 1990’s, the “wage gaps deteriorated by 2.5 percentage points for blacks, by 4.1 percentage points for Native Americans, and by less than 1 point percentage point for Hispanics and Asians, (Leonard).” This is low compared to women, whose average wage-gap “declined by 7.6 percentage points” (Leonard). Even though the gap did not decrease dramatically, it shows a slight improvement that may reach greater proportions in years to come.
Employers who engaged in unfair hiring practices attempted to justify making discriminatory hiring decisions for several reasons. Some employers believed women lacked the skills and qualifications necessary to perform nontraditional and higher-paid positions simply because of gender. Other employers who hired or promoted women into supervisory or management positions prevented those women from attaining higher-level roles, which is referred to as the "glass ceiling." The glass ceiling is a metaphor used to describe a barrier where the targeted group--in this case, women--can see the higher rungs on a career ladder but are prevented from attaining more responsible and influential positions due to discrimination based on sex and business decisions that convey the message that men are more suited to leadership roles. This is evidenced by a study in 2003 conducted by University of California-Hayward professor Dr. Richard Drogin who discovered "women make up 72 percent of Wal-Mart's total workforce, but only 33 percent of its managers."
Changes in gender and age of workers has had a significant impact on the culture of today and influenced the pattern of work related standards such as work ethics (Chicago Tribune Business 2014). Stereotyping is the act of ascribing a set of traits to a person or group of people based on cultural preconceptions (Forbes global post). When stereotypes persist in the workplace, candidates for promotion may be overlooked, work teams do not function properly and the corporate culture erodes. In many cases, lawsuits are brought up, thus damaging the public perception of the company. Most companies deal with stereotyping in the workplace by educating as well as a clear directive to treat every worker as an individual.
Introduction Recent work by Sherif Sherif cited in Miller and McGlashan Nicols (1953) has shown that with the regard to group norms theory (GNT) it can be explained “how individuals acquire belief systems and ideologies that support the prescription of prejudice” (Miller et el., 2008). This theory argues the differences of behaviour of people who is in-group and out-group. Being a member of an in-group gives rise to discrimination of people in out-group. The current research is the clear example of discrimination of people with body art(out-group), especially in employment. Moreover, as Ligos cited in Miller et el (2001) claimed that the discrimination associated with tattoos in the workplace also occur among those who also have body art.
The main goal of Vanderkam’s article was to eliminate the social inequality assumption that men make more money than women, and also, that women are no longer going to be considered a minority in the workforce. Vanderkam referenced a Wall Street Journal article that concluded women in major United States cities make anywhere from eight to twenty-one percent more money than male workers (the same age, and in the same field). Vanderkam feels this type of data proves that more women are going to college, and more women are seeking full-time employment after college graduation. Many argue that social inequality still exists, and is in favor of women. In studies provided by the Census Bureau, women proved to have worked more hours per week than men.