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Having a diverse workplace can be the wellspring of creativity as different people bring their own perspectives, life experience, and abilities together to form new ideas. Employers, and managers within a company, must first be aware of diversity issues such as culture and race issues.
Then, policies should be put into place that protect individuals within the company from being subject to discrimination and prevent discrimination from playing a part in hiring new employees. "Many organizations have adopted a Sex Discrimination...[and/or] Race Relations Policy that requires gender equality in all areas of employment including the selection process, opportunities for training, promotion, benefit provision, facilities and dismissal." (Ball) One way that employers must stop the discrimination from occurring is by adhering to the rules regarding what questions are considered appropriate (and legal) during a job interview and on a job application. "In interviewing prospective employees, there are a number of things an employer is prohibited from asking the applicant. These include: (1) his/her religion; (2) whether s/he is a member of a union; (3) whether s/he has a disability (although questions relating to ability to perform the job are permissible); and (4) questions designed to exclude employees on a prohibited discriminatory basis." (Free Advice)
Despite the social and legal pressure to remove all discriminatory practices from places of employment, there remains one form of discrimination that is essential to the success of any business. Employers should ignore all other factors and discriminate based on the ability of any given...
Having an equal opportunity employer means that everyone has an equal chance to be hired if their skills are equal. Despite the differences in wage earnings based on other factors associated with negative discrimination, one study found that "ability is the individual characteristic that accounts for most of the wage growth experienced by workers." (Galindo-Rueda)
Employers must adhere to many laws regarding discrimination, and ideally all people should be treated as equals regardless of their gender, race, sexual orientation, physical appearance, or other insignificant factors. However, in reality unfair discrimination is a vast problem that occurs in many forms. Employers should encourage a diverse workplace and put policies into effect which will prevent discrimination of any kind. The only criteria on which employees should be judged is their ability to perform their job properly.
Bibliography
Ball, John. "Equal Opportunities." Student Accountant. ACCA Global. 2 September 2002. http://www.accaglobal.com/publications/studentaccountant/624443
Free Advice. "What Can't Employers Ask In Interviews?" Employment Labor Law. http://employment-law.freeadvice.com/employers_interviews.htm
Galindo-Rueda, Fernando. "Qualifications and Experience: What Employers Know and Don't Know About Their Workers' Ability - And How They Profit From What They Learn." Employer Learning and Schooling-related Statistical Discrimination in Britain. Royal Economic Society. April 2003. http://www.warwick.ac.uk/res2003/media/Galindo-Rueda.html
Bibliography
Ball, John. "Equal Opportunities." Student Accountant. ACCA Global. 2 September 2002. http://www.accaglobal.com/publications/studentaccountant/624443
Free Advice. "What Can't Employers Ask In Interviews?" Employment Labor Law. http://employment-law.freeadvice.com/employers_interviews.htm
Galindo-Rueda, Fernando. "Qualifications and Experience: What Employers Know and Don't Know About Their Workers' Ability - And How They Profit From What They Learn." Employer Learning and Schooling-related Statistical Discrimination in Britain. Royal Economic Society. April 2003. http://www.warwick.ac.uk/res2003/media/Galindo-Rueda.html
At the same time, the employee is bound to do all the work agreed with the employer. He cannot misuse the employer's resources. He must follow the employer's instructions and use his skills to perform his agreed task. He and the employer together must seek out new skills to benefit the latter. They also review their work together to determine if it meets quality standards (Thibodeaux). Federal law obliges an
Discrimination against the elderly, against pregnant women, against women with children, against people of color are all prohibited under the law. The EEOC or Equal Employment Opportunity Commission was created to administer Title VII of the Civil Rights act and specifically to "progress race, national origin, religious, and sex discrimination claims pursuant to the statue" (Gregory, 2003). Is the EEC doing its job? During the first year alone after
Discrimination The mentioned acts have a common thread of setting boundaries for discrimination in the workplace. Each act makes illegal discrimination in the workplace on the basis of specific personal traits. In a sense, most of the acts are built on the framework of Title VII of the Civil Rights Act of 1964, and they expand on that act's protections. Title VII banned discrimination on the basis of gender, race, religion,
Discrimination and Affirmative Action Title I of the Americans with Disabilities Act (ADA) enforced by the U.S. Equal Employment Opportunity Commission (EEOC) prohibits private and state and local government employers with 15 or more employees from discriminating against individuals on the basis of disability. Title I of the ADA also generally requires covered employers to make reasonable accommodations -- changes in the workplace or in the way things are usually done
Although Lundman was evidently the first case to award damages for faith healing, prosecutions of parents whose children die under similar circumstances are reasonably common.(64) Many of the cases involve Christian Scientists who do not accept the superiority of contemporary medicine to their faith-based care; and many others involve Jehovah's Witnesses, who do not accept blood transfusions because of the biblical prohibition on ingesting blood.(65) but official punishment is
At the same time, there are limits in time for filing of the suit and the first of these is that the suit must be filed within 180 days from the date of violation. This period is extended to 300 days if the charge is also covered by the state or local anti-discrimination law. For charges under ADEA, only the state limits are valid, and this may be 300