...Introduction Racial disparity and discrimination is not a new concept to any nation. In fact, many were built on the back of slave labor, whether the slaves were indigenous peoples or imported bodies. While many nations have undertaken measures to overcome racial disparity, others have encouraged racial democracy. Brazil, a modern and industrialized nation, suffers from racial discrimination based on their position in the world economy and built on the ideology of the past. History Brazil’s history is rife with racism and slavery, dating back to its discovery by Pedro Alveres Cabral in 1500. Brazil was originally settled with the intention of harvesting Brazilwood. However, over time the profits from that were supplanted by sugar, which soon became the major export (Phillips 117). Over a short period of time, Brazil became the leading producer of sugar in the Atlantic world. The production of all these exports meant cheap labor was needed. During this time, the Portuguese were sending between 4,000 and 5,000 slaves per year to Brazil from Angola and West Africa; by the 18th century, one million slaves had been imported (117). The continually shifting landscape meant that Brazil’s exports continued to shift. By the time the 19th century came around, Brazil’s major export was coffee as sugar production had shifted to the Caribbean Islands. The continued influx of European slaves and citizens resulted in an uneven population. European labor was generally more skilled...
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...Affirmative Action and Social Psychology Tamara Hill PSY11017VA016-1134001(Social Psychology) Profess. Jason Hamilton June 08, 2012 Bottom of Form Over the years there are a number of laws that have been put in place that has shaped society and paved the way for many to succeed. The Affirmative Action Law is one of the laws that were established to provide an equal playing field in many environments such as schools, employment, businesses and our daily lives in society. For many years there have been unrepresented groups that experienced discrimination during times of enrollment into schools, on the job promotions and even when trying to receive bank loans to start up his or her own business. Since the establishment of Affirmative Action in 1961it has paved the way to ensure that unrepresented groups are represented throughout society as we know it today. This law has been amended several times to ensure that no minority group is unrepresented in any circumstance. In the 1960’s Affirmative Action in the United States was used as a tool to address the persistent discrimination against African Americans. This specific term was first used to describe US government policy in 1961. President John F. Kennedy in 1961 mandated "affirmative action to ensure that applicants are employed, and that employees are treated equally during employment, without regard to their race, creed, color, or national origin (Peters...
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...Affirmative action, is often utilized so that schools are able to be diversified and not discriminate against certain races or populations. Fisher believed that by using affirmative action, Universities were violating the fourteenth amendment: equal protection. She believed that if affirmative action was not a hoop she had to jump through, she would have made it into The University of Texas. The case made it all the way to the Supreme Court where the jury ruled in the University of Texas' favor, 7-1. Justice Kagan did not participate in this particular court case because she was affiliated with it in the lower circuits when she was the attorney general. This is only one of the few cases that have involved affirmative action and made its way all the way up to the supreme court, but it is certainly one of the most popular. The question they were left with was “Does the Equal Protection Clause of the Fourteenth Amendment permit the consideration of race in...
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...Affermative Action Two words that can bring about emotionally charged debates on the validity of this policy. Is it a fair practice, as proponents argue, or simply a form of reverse discrimination? It is not always been easy to decide on this issue -- for the Supreme Court or society. As it intended, affirmative action means that people from a particular group should enjoy special consideration or benefits in job placement or college admissions. Usually, when one speaks of affirmative action, it is in relation to racial discrimination (although women, as a minority group, are also included), and some people feel that the government should have unrestricted freedom in developing plans to make up for past offenses. Other people argue that enforcing this plan is little more than an obviouse reverse discrimination, and it should not be allowed. The Supreme Court has placed affirmative action plans into two basic groups--quota plans and race-plus plans. Under a quota plan, a state or local government has to use different criteria when considering someone of a minority group for a job or admission to a university. There is usually a quota for the number of people of the particular group who must be granted benefits, based on percentage of the population. Race-plus uses as its guidelines the particular racial characteristics of a certain group, and this is to be considered a plus in making the decision on who does or does not receive the benefit (McWhirter, 1). Affirmative action...
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...PENSACOLA STATE COLLEGE COURSE: MANAGIIGING DIVERSITY SEMESTER: SUMMER, 2015 INSTRUCTOR: MOLLIE ANDRAE Q 1. Which dimensions of business case for diversity are the most persuasive? Why? No matter which definition you put on work diversity, most organization if not all are acknowledging the importance of making diversity a business consideration. “Our work place is changing and diversity is no longer the exception, it is the norm now. It is good for business and when we achieve unity in diversity, everyone wins”. (Lativin, D.). Changes in the workplace are the result of various shifts in U.S. demographics. Among these are the country’s racial and ethnic makeup. People of color have reached over 100 million, according the U.S. Census Bureau. The dimensions of business case for diversity may vary from organization to organization depending on their priorities but the case for business diversity is somewhat the same across the board. The demographic shift creating a new customer base and workforce is not the only reason to implement diversity initiatives within a company’s business strategy. Increased globalization, improved financial results and employee retention are all part of a growing business case for diversity. To me, one of the most persuasive case for diversity is winning the competition for talent. The United States is the most diverse country in the world and no wonder is so economically successful and world super power as compared to other developed nations...
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...Therefore, these workers are immigrating to countries where they have the greatest opportunity. (p. 5) In order to attract the most talented workers, and stay competitive in the global marketplace, employers will have to learn to value the diverse talents that their changing workforce brings to the table. They will have to use these diverse talents to their competitive advantage instead of trying to fit all workers into the same mold. If the world (not just the United States) does not learn how to deal with the expanding diversity of the workforce, talented individuals will search for greater opportunities and greater respect elsewhere. In the article “From Affirmative Action to Affirming Diversity”, R. Roosevelt Thomas explains how affirmative action served its purpose, but is no longer applicable. Affirmative action got the numbers in the workforce, but it hasn’t...
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...of business and organizations. Globalization requires multinational organizations to eliminate borders and barriers of trade between nations resulting in a shift in traditional patterns of investment, production, distribution and trade. Due to elimination of geographical boundaries, multinational organizations face some unique cross-cultural people management challenges that can be addressed by effective diversity management initiatives. In this paper, I will present solutions to such unique issues from a hypothetical leader’s perspective. In the first section of the paper, I will explain the concept of diversity management through a thorough literature review, and propose an effective leadership style that can help to reinforce the affirmative action plans and foster diversity in multinational organizations. In the second section, I will assume the role of a human resource practitioner in a hypothetical multinational organization and explain my role as a transformational leader in solving a cross-cultural people management issue. Diversity Management Although...
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...| | | Strategic Staffing & Diversity | | | | | | | | | |Alexia Huggins | |alexiahug@yahoo.com | | | |Keller Graduate School of Management | |Professor Brey ...
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...Introduction Attention grabber. A tremendous challenge in organizations is learning how to efficiently diversify the workplace (Hostager & De Meuse, 2008). As we continue to emerge from the global recession the marketplace continues to remain extremely competitive. Even within this contentious environment, however, one could say organizations have become increasingly open minded about diversity. Competition is coming from all over, and because of this, organizations have to become more resourceful and seek for competitive advantages. Diversity has now become essential for management in order to ensure success. Diversity brings forth more creativity and it can have a positive effect on the way individuals work. People bring their cultural principles with them to work so it is important to identify culture orientation. However, because diversity is still somewhat a challenge, managers need to teach their employees as well as themselves the skills and abilities needed to work in a multiethnic environment. (Green, Lopez, Wysocki, & Kepner) This paper will highlight ways to create and maintain a diverse workforce, as well as the benefits and challenges of diversity as well as equal employment opportunity programs. Background For a long time “diversity has been one of the most controversial and least understood topics”. (Rohini, 2008 ) A recent survey conducted among human resources (HR) and diversity practitioners examined how they defined diversity (Society for Human Resources...
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...numerically fixed race or gender balance is suspect under Title VII.[2] Under both bodies of antidiscrimination law, quotas are regarded as discrimination. If a civil rights initiative can be portrayed as encouraging employers to adopt quotas, its political demise is nearly certain in the United States.[3] Narrow forms of affirmative action have survived, legally and politically, only to the extent that they can be distinguished from quotas. Quotas are so widely regarded as legally, politically, and morally repugnant that they are taboo: The “q-word”[4] is rarely the subject of any serious debate, even by those who favor stronger civil rights protections for women and minorities. The related belief in the illegitimacy of ever pursuing numerically informed demographic balance – especially along lines of race or gender -- is gaining strength in the Supreme Court’s major antidiscrimination cases in the last several years.[5] It is widely accepted – even by civil rights advocates – that pursuing racial or gender balance as a goal, “for its own sake,” would be illegitimate.[6] This principle threatens the constitutionality of race-based affirmative action, which may meet its demise in Fisher v. Texas next Term. Meanwhile, in Europe, quotas have made a definitive comeback, as a way of pursuing gender equality. Legislative and constitutional transformations over the last few years have led to the adoption of various policies requiring gender parity quotas in positions of political...
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...Diversity in the Workplace Alain Kraussman Hall Baker College Online Human Behavior Management of Organization/BUS615 December 6, 2012 Introduction Diversity is defined as “the condition of having or being composed of differing elements: variety; especially: the inclusion of different types of people (as people of different races or cultures) in a group or organization” ("diversity," 2012). These differing elements are becoming more and more prevalent in today’s society, and especially in the business world. Emigrants from every country in the world have made their way to the shores of America, and from there, to millions of companies and organizations across the nation. From the owner of the neighborhood corner store to the CEO position at Citigroup and Pfizer, foreign-born employees are giving this country a new, diverse, face. Diversity is not just of race, but of age, gender, ethnicity, religion, and disability. In every decade since 1900, the percentage of women 16 years and older in the workplace has increased, going from just 18.3 percent in 1900 to 53.6 percent in 2010 ("Women in the," 2007). The same holds true of disabled workers. In December 1976, there were roughly 2,088,242 blind and disabled workers in the United States. Growing nearly every year since, the Social Security Administration reports that as of December 2011, there are 6,996,435 blind and disabled people in the workforce ("Ssi annual statistical...
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...employees. It was asking the following question: What can you do to help people overcome the unethical corporation. It all started in 1994, when six black employees charged racial discrimination against Texaco. They felt that they did not get neither relevant positions nor pay due to circumstances that are not connected with their work dedication or achievements. It ended in 1997 with the historic settlement and two more years of ‘affirmative’ taken by the corporation to solve the issue and save its reputation. The aforementioned $176 million was managed in the following way: $115 million was paid to 1400-1500 aggrieved employees; $20 million was used for salary increases to the aggrieved party; $35 million was spent on special training programs. That was small potatoes in terms of all the measures taken by Texaco. The CEO took a difficult decision to proceed making a considerable change in the company’s culture regardless of a number of economic complications. It is necessary to mention that the company’s effort was an affirmative series of actions aimed not merely at managing the lawsuit settlement, but at changing the corporate culture and avoiding any possibility...
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...1. Define BFOQ and list to which characteristics it applies. Bona Fide Occupational Qualification (BFOQ) is a defense that acknowledged discrimination. It allows an employer discriminate for reasons of religion, sex, national origin, age, when this factors can affect the normal operations of a particular business. (Cornell University Law School, 2010) To be able to use BFOQ , the employer needs to prove that the job requires certain type of worker for the success and safety of the business. They need to demonstrate that is necessary to have a specific type of worker with specific characteristic to be able to perform the job in an effective matter. For example Churches have the right to use BFOQ to hire only people with their religion denomination to be able to work there because their believe can affect the way the Church operates. 2. What is the purpose of the Glass Ceiling Commission? Glass Ceiling is the term given to the invisible barriers that prevent women and minority advance or move to a management position in a company (Glass Ceiling Commission-National Archives and Records, 1995). The Civil Rights Act of 1991 created The Glass Ceiling Commission to address the barriers by of studying the manners in which business fills management and decision making positions, the developmental and skill-enhancing practices used to foster the necessary qualification for advancement into such positions, and the compensation programs and reward structures currently utilized...
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...Job Discrimination: Its Nature * Discrimination in its root meaning refers to the act of distinguishing one object from another. * In modern usage, the term refers to "wrongful discrimination," or distinguishing among people on the basis of prejudice instead of individual merit. * Discrimination in employment involves three basic elements: * It must be a decision not based on individual merit. * The decision must derive from racial or sexual prejudice. * The decision must have a harmful impact on the interest of employees Forms of Discrimination: Intentional and Institutional Aspects * Discriminatory acts can be categorized according to the extent to which they are intentional and institutionalized. * An act may be part of the isolated behavior of an individual: * Intentionally discriminates based on personal prejudice. * An act may be part of the routine, institutionalized behavior of a group. * The act must intentionally discriminate out of personal prejudice. * An act may be part of the isolated behavior of a single individual who unintentionally discriminates because he or she uncritically adopts the practices and stereotypes of his or her society * An act may be part of the systematic routine of a group that unintentionally discriminates because group members uncritically incorporate the discriminatory practices of society. Discrimination: Its Extent * Discrimination exists when a...
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...Labelling someone means to attach a feeling, meaning or definition to them, e.g. teachers might label their students as troublesome, or intelligent, mature or irresponsible. Interactionist theorists study face-to-face interactions where labelling occurs, looking at different ethnic differences in achievement. They focus on the range of labels that teachers will provide them with due to their different ethnic backgrounds. Their studies prove that teachers often see black and Asian pupils as far from being the ‘ideal pupil’. An example of this is that black pupils are often seen as a disruption to the class and the Asians as unreceptive. These negative labels may lead teachers to treat ethnic minority pupils differently and this could result to failure. A good example of black labelling is from the studies by Gillborn and Youdell; Gillborn found that teachers were quick to tell black students off for behaviour rather than others. They found that black pupils were expected by teachers to disruptive and have behavioural problems which would be seen as threatening or challenging authority. When this was interpreted wrongly, this resulted in negative feedback from the black students which also resulted in further conflict. They both conclude that most of the conflict that occurs between white teachers and black pupils comes from the racial stereotypes that teachers hold. Bernard Coard explains how the ethnocentric curriculum may create under-achievement. An example of this is the history...
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