One research question Bates (2009) explored had to do with the sense that the spending occurring as a result of targeting MBEs is a form of reverse discrimination. The research indicates that the objective of establishing a level playing field is elusive, and driven by regulatory policy and subsequent legal actions, the procurement policies that are designed to provide preferential treatment to minority business enterprises often fall short of this lofty goal (Bates, 2009)
(2011) showed the numbers of affirmative action beneficiaries when eligible individuals were identified through class-based markers or group-based markers. Particularly when eligibility for certain positions was based on performance, skill sets, and knowledge, more individuals were identified in the subaltern group-based than in class-based situations as being eligible for affirmative action (Darity, et al
In 1972, a Revised Order No. 4 from the Secretary of Labor, followed the Executive Order, and directive form the Department of Health, Education, and Welfare about implementation of the affirmative action regulations arrived on higher education campuses (Fullinwider, 2013)
Lipson (2004) is clear that the actions of the courts have paved the way for this shift toward diversity practices and away from civil rights policies. Indeed, the state of Michigan has functioned as proving ground for this very struggle (Lipson, 2004)
, 2003, Balchflower & Wainwright, 2005) that minority-owned and black-owned firms were considerably more likely to be denied loans and to experience higher interest rates than were white males. A number of states have formalized the procurement processes for the public sector construction, with Proposition 209 in California serving as one of the more exacting models for policy (Marion, 2009)
, 2003, Balchflower & Wainwright, 2005) that minority-owned and black-owned firms were considerably more likely to be denied loans and to experience higher interest rates than were white males. A number of states have formalized the procurement processes for the public sector construction, with Proposition 209 in California serving as one of the more exacting models for policy (Marion, 2009)
2007. As it happened, the United States Court of Appeals for the Ninth Circuit granted class action certification on February 6, 2007 (Spangler, 2008) that will doubtless become one of the most important employment discrimination cases of the century
According to Teranishi and Briscoe (2008), high stakes college admission practices and processes in California manifested racialized ideologies. A strength of this research is that it extends beyond the more typical examination of how affirmative action influenced institutional admissions practices, to explore more deeply how these policies and practices impacted black high school students seeking admission to colleges and universities (Teranishi & Briscoe, 2008)
Within two weeks after learning that Spigarelli, an executive team leader, was pregnant, her supervisors made several statements regarding her ability to continue working while pregnant. They said that her "decision-making was being affected because of her pregnancy hormones and that she was being "too emotional…" and "…wasn't thinking right" (Bouboushian, 2012)
Drug Enforcement Administration and the Immigration and Customs Enforcement agencies. The employees -- who were providing translation services -- were "requested, required and demanded" by Metropolitan to take polygraph tests (Iredale, et al
There are many more particulars to this law, including these three: a) if a pregnant woman is not able to perform her job, she must be treated the same way as other "temporarily disabled" person (alternative assignments must be offered); b) pregnant women must be allowed to work as long as they can perform their tasks; and c) an employer must hold open a job for a pregnant woman for the same length of time jobs are held open for "employees on sick or disability leave" (EEOC). Present-day court case that challenged Title VII According to the National Women's Law Center, over the past 10 years, pregnancy discrimination charges filed with the EEOC have increased by "35%"; and low wage workers have been "hit the hardest" by employers (Watson, 2013)
HR policy -- ADEA Beth Zoller with the XpertHR.com organization warns HR departments that a good policy is to "…avoid any pre-employment inquiries or employment decisions" based on a person's age (Zoller, 2013)
HR policy -- ADEA Beth Zoller with the XpertHR.com organization warns HR departments that a good policy is to "…avoid any pre-employment inquiries or employment decisions" based on a person's age (Zoller, 2013)
This creates a situation where women often lack the economic power to fight for their rights and issues in their interest. Essentially, the research suggests that "the degree of gender stratification is inversely related to the level of economic power women can mobilize and conversely, the less economic power can mobilize, the more likely they are to be oppressed physically, politically, and ideologically" (Bolender 1)
Essentially, women make less than their male counterparts do in the same positions. Thus, the research suggests that "many of the women entering wage employment have moved into jobs considered socially appropriate for women, contributing to a persistent pattern of occupational gender segregation," (Mutari & Figart, 2003, p 110)
(For example, requiring all employees to have a "professional" appearance, then defining any styles of clothing or hairstyles associated with certain ethnic groups to be unprofessional, would be a form od Indirect Discrimination. (Ball) There are many reasons, beyond meeting legal requirements, that businesses should not discriminate based on irrelevant criteria and in fact promote diversity
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
One of the largest, and least diverse, fire departments in the entire country is the Fire Department of New York (FDNY), and it offers an ideal example with which to start an examination of discrimination in the fire service in general, because the Department has been accused of both gender and racial discrimination, and discriminatory practices both in regards to hiring and promoting. Most recently, a federal judge ruled against the FDNY, stating that "New York City intentionally discriminated against black applicants to the Fire Department by continuing to use an exam that it had been told put them at a disadvantage," resulting in a number of otherwise qualified minority applicants being rejected (Baker, 2010, p
Like New York, the Chicago Fire Department has suffered from gender and racial discrimination, and for largely the same reasons. In 2001 the NAACP back a lawsuit filed against the City of Chicago by "6,000 African-American firefighter candidates who allege that even after passing the city's written firefighter hiring test, only those who scored in the top 10% have been allowed to finish the preliminary process" (Dumas-Mitchell, 2001, p
Dallas and Chicago's contrasting experiences with discrimination against white men reveals some of the difficulties in combating discrimination, because too often attempts to rectify past wrongs do not confront the actual problem, but rather simply alter the trajectory of those wrongs toward a previously privileged target. Despite Dallas' history of overzealous affirmative action, the city has nonetheless been accused of gender discrimination, most recently in 2009, when "Dallas Fire-Rescue's highest-ranking civilian female sued the city […] alleging that she and other female employees in the male-dominated department were subjected to sexual discrimination and harassment" (Eiserer, 2009)