The Impact of Reverse Racism Reverse racism is also known as reverse discrimination. Reverse discrimination is defined as laws and policies which deny certain opportunities, jobs, employment, contracts, and educational admissions to “whites” in favor of other, government-defined “disadvantaged” racial groups. Sometimes these policies and laws are collectively, if historically inaccurately, referred to as “Affirmative Action” (www.adversity.net). Racial discrimination in any way is not acceptable. The government has created a form of discrimination to combat previous discrimination; this is not even a levelheaded thought, programs and or laws supporting it such as Affirmative Action are immoral and should be abolished.
Unit 6 HR420: Employment Law Prof: Susan Knapp October 14, 2011 When reviewing the comments made by both managers it is clear that they are not being objective with their selection process. They made reference to prospective employees national origin, age, gender, religion, physical condition, and race, all of which are protected under the Civil Rights Act Title VII and the Americans Disability Act. In order to prevent any legal issues you may experience with discrimination according to the text, “Discrimination is permissible with respect to selecting candidates based on interpersonal relations, communication skills, training, and education” (Chp.2 pg.37). By abiding by the Uniform Guidelines on Employee Selection Process (1978), it will assist you in avoiding any infringement on any of the employment laws stated above. There are several laws covered under the Uniform Guidelines on Employee Selection Process.
The ADA recognizes and protects the civil rights of people with disabilities and is modeled after earlier landmark laws prohibiting discrimination on the basis of race and gender. The ADA covers a wide range of disability, from physical conditions affecting mobility, stamina, sight, hearing, and speech to conditions such as emotional illness and learning disorders. The two specific ones I that ADA addresses is the access to the workplace (title I) and miscellaneous instructions to Federal agencies that enforce the law (title V). Title I prohibits employers, including counties, cities, towns and other local governments, from discriminating against qualified job applicants and workers who are or who may become disabled. The law covers all aspects of employment including the application process and hiring, training, compensation, advancement, and any other employment term, condition/ privileges.
It is a law that has been put into place to prevent any discrimination against; age, sex, race, disabilities, religion, gender and sexual orientation in a work place or in society generally. This also includes indirect discrimination as well as direct discrimination towards patients and colleagues (Human Resources, 2013). If the Act is broken the employer has to informally discuss a disciplinary first, before any action is taken. A formal disciplinary is only made depending on how the victim would like to handle the problem, if the employee concerned has had various
According to Unites States EEOC, (n.d.), “The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older),
Our textbook defines this law as "In many respects, this law is the most sweeping antidiscrimination leg- isolation since the 1964 Civil Rights Act. The ADA went into effect in 1992, covering people with a disability, defined as a condition that “substantially limits” a “major life activity” such as walking or seeing (Rollins, 2003). It prohibits bias in employment, transportation, public accommodations, and telecommunication against people with disabilities" (Schaefer, 2012). The ADA addresses issues for the aging population by how our text book stated "basically, we can see it taking a civil-rights view of disabilities that seeks to humanize the way society sees and treats people with disabilities"
Persons who are the victims of sexual harassment may sue under Title VII of the Civil Rights Act of 1964 (42 U.S.C.A. § 2000e et seq. ), which prohibits sex discrimination in the workplace. The federal courts did not recognize sexual harassment as a form of sex discrimination until the 1970s, because the problem originally was perceived as isolated incidents of flirtation in the workplace. Employers are now aware that the victims of workplace sexual harassment can sue them.
P2 Task 2 SEX DISCRIMINATION ACT 1995/97: This act outlines laws that are in place to protect employees against sex discrimination in the workplace. It means that men, women of any race and applicants who have had a gender reassignment operation will not be discriminated against by their interviewers or managers. This includes marital status, sex, or gender reassignment. It includes direct and indirect discrimination. Direct could be when a less qualified man could not be given a job over a more qualified woman whereas indirect discrimination is where a job has requirements that only one sex can fulfil.
To sum—The law’s “disparate treatment” character demands that no employer discriminate in employment and promotion practices based on “race.” The “disparate impact” provision demands that an employer be held liable if any employment practice, whether transparent or hidden, results in discrimination. It is a noble, but flawed, attempt to reconcile circumstances where employers once used insidious, opaque methods to continue old habits of discriminatory hiring and promotion practices. The problem presented by Ricci v. DeStefano is: What happens when the targets of discrimination are “white”? Again, there are many who make the emotional argument that such a circumstance is impossible. ‘Whites are the majority,’ they contend.
For the first time, the exclusion and segregation of people with disabilities was viewed as discrimination. Previously, it had been assumed that the problems faced by people with disabilities, such as unemployment and lack of education, were inevitable consequences of the physical or mental limitations imposed by the disability itself (Fleischer; Zames 2011). As with racial minorities and women, Congress recognized that legislation was necessary to eradicate discriminatory policies and practices. The Rehabilitation Act contains five sections that address different aspects of equal opportunity for people with disabilities. First, Section 501 prohibits discrimination on the basis of disability in themfederal government and requires affirmative action in the hiring of people with disabilities by government agencies (Fleischer; Zames 2011).