Examining Employment Discrimination and Diversity Strategies

Discussion and Reflection Week 15 University of the Cumberland's Jaideep Gavade 7 th December 2023

Reflection Chapter 19 offers an insightful examination of the possibilities and threats in today's professional environment through its discussion of employment discrimination and diversity in the workplace. It is especially illuminating to look at discriminatory behaviors and how they affect both employers and employees. The extensive coverage of the many types of prejudice, from sexism and racism to ageism and disability, was one thing that stood out to me. Understanding the procedures in place to safeguard employees from unfair treatment, the chapter deftly explores the legal frameworks that were created to handle such matters ( Carroll et al., 2017). Furthermore, exploring workplace diversity is a beacon of optimism amid the challenges outlined. The chapter highlights the moral imperative of fostering diversity and underscores the business advantages it brings. The emphasis on cultivating inclusive work environments to harness a workforce's diverse talents and perspectives is both insightful and encouraging. This resonates with the evolving ethos of progressive organizations that recognize diversity not merely as a compliance measure but as a strategic imperative for innovation and success. Overall, Chapter 19 offers a nuanced perspective on employment dynamics, and its examination of discrimination and diversity is informative and serves as a call to action for fostering equitable and inclusive workplaces ( Carroll et al., 2017). Graduate Level Response One of the most important pieces of legislation banning discrimination in the workplace is Title VII of the Civil Rights Act of 1964. The Equal Employment Opportunity Commission (EEOC) is responsible for enforcing laws that prohibit racial, ethnic, religious, gender, and national origin discrimination in the workplace. Title VII has had a significant effect on diversity and inclusion efforts, creating settings where people are evaluated based

on their skills and credentials rather than their personal traits. Workplace policies and practices that strive to eliminate structural prejudices and guarantee equal chances for all have been influenced by its thorough coverage and proactive approach ( Eyer, 2021). Enacted in 1967, the Age Discrimination in Employment Act (ADEA) safeguards older workers from discrimination based on their age. Protections against discrimination in employment apply to those aged 40 and up in areas such as hiring, advancement, job assignments, pay, and benefits. The American Employment Development Association (ADEA) values its elder employees and works to eliminate prejudice that prevents them from advancing in their careers. The Equal Employment Opportunity Commission (EEOC) is responsible for investigating allegations, mediating conflicts, and pursuing legal action to remedy cases of age discrimination in the workplace; this is similar to its role under Title VII ( Poposka, 2017). In 1990, President Ronald Reagan signed the Americans with Disabilities Act (ADA), which prohibits discrimination based on a person's disability in the workplace and other public accommodations. Employers are obligated to provide equal employment chances to qualified individuals with disabilities and are prohibited from discrimination under this historic legislation. The Americans with Disabilities Act (ADA) has greatly increased workplace accessibility and inclusion, creating a setting where people with disabilities are able to fully utilize their abilities without encountering unnecessary obstacles ( Havelková & Möschel, 2019). An essential part of the government framework to eradicate female wage discrepancies is the Equal Pay Act of 1963. This law promotes pay equity and fights against gender-based discrimination in compensation by requiring that men and women receive equal pay for equal labor. An important part of the Equal Pay Act's enforcement, investigation, and

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enforcement mechanism is the EEOC's ability to take legal action against violating employers. This legislation eliminates gender pay gaps, paving the way for more egalitarian workplaces in which employees are valued not for their gender but for the skills and contributions they bring to the table ( Eyer, 2021). An essential part of the government framework to eradicate female wage discrepancies is the Equal Pay Act of 1963. This law promotes pay equity and fights against gender-based discrimination in compensation by requiring that men and women receive equal pay for equal labor. An important part of the Equal Pay Act's enforcement, investigation, and enforcement mechanism is the EEOC's ability to take legal action against violating employers. This legislation eliminates gender pay gaps, paving the way for more egalitarian workplaces in which employees are valued not for their gender but for the skills and contributions they bring to the table ( Havelková & Möschel, 2019).

Reference Carroll, A. B., Brown, J., & Buchholtz, A. K. (2017). Business & Society: Ethics, Sustainability & Stakeholder Management. Cengage Learning. Eyer, K. (2021). The but-for theory of anti-discrimination law. Virginia law review, 107(8), 1621-1710. Havelková, B., & Möschel, M. (Eds.). (2019). Anti-Discrimination Law in Civil Law Jurisdictions. Oxford University Press, USA. Poposka, Z. (2017). Anti-discrimination law.

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