...Patterns of Discrimination in Police Agencies George Phillip CJS/221 October 13, 2015 LaTishia Wheaton Introduction Purpose Different Forms of Discrimination Patterns Discrimination refers to the arbitrary denial of opportunities, rights and privileges on the basis race, gender, sex and other aspects. Discrimination can be both legal and illegal depending on the situation. In a real-estate contract, for example, a land lord can legally discriminate against someone depending on the applicant’s situation. If the rent contract mentioned “NO PETS”, the landlord can deny the applicant and then turn around and accept an applicant with no pets. If the landlord on the other hand, refused rent to a female applicant because of her gender and gives rent to a male applicant, this type of discrimination is illegal. Discrimination is classified into individual discrimination, institutional discrimination and structural discrimination. In this paper, we will define each form of discrimination and compare them to see differences and similarities they have. In this paper, we will talk mainly about racial discrimination however, keep in mind all three forms of discrimination apply not only to race but also to gender, ethnicity, sexual preferences, religion marital status and other things. Institutional Discrimination Institutional Discrimination is defined as unjust and discriminatory mistreatment of an individual or group of individuals by society and its institutions as a whole...
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...Theories on Wage Discrimination and Occupational Segregation Substantial research has been conducted proving that occupational segregation and wage discrimination still exist in today's society. Despite recent gains by women and minorities in the field of employment, other factors aside (such as skills, qualifications and education) women and minorities still fall behind men when considering pay and occupational choices. The consequences of such actions are that women are often concentrated in clerical and service jobs which overall result in less pay and opportunities for advancement. Blau, Ferber and Winkler (2001) point out that even though an almost equivalent number of men and women work in professional positions, men are still more likely to be concentrated in lucrative professions including law, medicine and engineering, whereas women are segregated into lower paying positions including teaching and nursing (p. 211). Several different theories lend credence and explanation to occupational segregation and wage discrimination forces. Some are more supply sided in nature while others depend more on institutionalized practices. Human and capital theory for example suggest that women generally anticipate "shorter and less continuous work lives than men" and are generally paid lower at the outset, thus have lower wage penalties for taking time off from work (Blau, Ferber and Winkler, 2001:213). The studies that will be most closely examined in this paper include theories...
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...AFRICA NAZARENE UNIVERSITY UNIT TITLE : BUSINESS RESEARCH METHODS UNIT CODE : BCM 308 TASK : GROUP WORK STUDENT NO. NAME : NEWTON WANYAMA 12M03EBA074 : LEWIS MUNDIA 12J03ABA007 : JAMES IKUA 12S03EBA003 : MARY ODERO 12S03ABA011 : GLADYS MUMO 12J03EBA011 : PENINAH MBUTHIA : GEORGE OLIWA QUESTION : Discuss the ethical issues in research? DUE: 8 JULY 2013 LECTURER: HANIEL NJOGU MUCHIRI INTRODUCTION When most people think of ethics (or morals), they think of rules for distinguishing between right and wrong, such as the Golden Rule ("Do unto others as you would have them do unto you’’. This is the most common way of defining "ethics": norms for conduct that distinguish between acceptable and unacceptable behavior. Most people learn ethical norms at home, at school, in church, or in other social settings. Although most people acquire their sense of right and wrong during childhood, moral development occurs throughout life and human beings pass through different stages of growth as they mature. Ethical norms are so ubiquitous that one might be tempted to regard them as simple commonsense. On the other hand, if morality were nothing more than commonsense, then why are there so many ethical disputes and...
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...Employee right against gender discrimination is traced back in the 1970s when the Women Rights movements demanded equality. These women, pressed for equal opportunity to the workplace, access to all occupations, to equal pay not just for similar work, but for comparable work. In 1979, the UN adopted the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW).” Despite the fact that the UN World Conference on Human Rights in Vienna confirmed that women’s rights were human rights.” Most people still think that there is gender discrimination in the workplace, and the employees have no right when it comes to these injustices such as gender-based discrimination on pay rise/payment, promotions, professionalism and assigned...
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...struck me and made an interconnection was what I need to focus on and that being my capstone paper. While spending time in Amsterdam and looking at Northern European policies around incarceration rates I wanted to compare the two countries. Unsure of what I wanted to research in the archives, and how this trip could later develop into another paper I needed to write, I started to piece things together as I began to recall articles read over the last two semesters in STPEC in order to bridge together the bigger picture of social and economic injustices impacting communities of color and working class populations....
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...Grutter V. Bollinger Research Paper 2 Abstract Barbara Grutter (plaintiff) which is a resident of Michigan who was denied admissions into the University of Michigan Law School. Lee Bollinger (defendant) was president of the University of Michigan. Grutter filed this suit because the University had discriminated against the basis of race. Supreme Court ruled that the use of affirmative action in school admissions is constitutional if it treats race as some factor. Is affirmative action still necessary for guaranteeing equal access to educational opportunities at elite universities and graduate schools? Should admissions decisions be based solely on academic criteria and merit? Key Words: affirmative action, Grutter V. Bollinger, and diversity. Grutter V. Bollinger Research Paper 3 Affirmative Action in Education Affirmative action was formed more than fifty years ago....
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...Type: Research paper Author(s): Pierre-Jean Messe Source: International Journal of Manpower Volume: 33 Issue: 4 2012AbstractPurpose – The purpose of this paper is to investigate whether employers’ attitudes towards older workers, especially regarding promotions, really affect their retirement intentions, distinguishing between men and women. Design/methodology/approach – First, the author uses the 1992 wave of the Health and Retirement Study to estimate, through a Fields decomposition, the relative contribution of the feeling of an older worker to be discriminated against regarding promotions; and to explain the self-reported probability to work full time after 62, decomposing by gender. Second, using the two first waves of HRS, the author removes any bias due to time-constant unobserved heterogeneity, to test whether the individual feeling of being passed over for promotion may be misreported, owing to a strong preference for leisure. Finally, the author examines the effect of a change in this variable over time on the intentions to exit early. Findings – The Fields decomposition shows that feeling passed over for promotion plays a non-negligible role to predict retirement plans but only for women. In addition, using panel data allows a misreporting bias to be exhibited that may lead to underestimating of the negative effect of discriminatory practices towards older workers on their retirement plans. Lastly, an increase between 1992 and 1994 in the age-discrimination towards...
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...higher degrees of inequality compared to coordinated market economies. Discuss. Student ID: 0956592 Word count (excluding references): 2492 This paper will discuss and analyze whether the flexibility of labour markets and the elite orientated education in liberal market economies, found in the UK and the US are the only reasons for higher degrees of inequality, compared to coordinated market economies. In order to understand the labour markets of liberal market economies and coordinated market economies, they must be defined in terms of their differences, which can affect the flexibility of their labour markets. Furthermore, it is important to note that there are numerous inequalities which may emerge in this analysis. Namely, gender inequality, class inequality, and wage inequality as well as some other perspectives will be examined. The aim of this paper is recognize which inequalities are more prominent in either liberal market economies or coordinated market economies, in relation to the flexibility of relevant labour market. Drawing on the work of Polanyi (1994), Esteves-Abe et al. (2001) suggest that market failures in economies can be avoided depending on the type and the extent of the social protection offered from national institutions. Liberal market economies, such as the US and UK, have an institutional framework which accents “general competences and skills”, deregulated labour markets within which management is largely in control, a short-term profitability...
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...within which it is located, which interestingly, is the historical context of the women's movement as well: the international conferences from Mexico (1975) through Nairobi (1985) to Beijing (1995) and the follow up on Beijing; the women's movement and the widespread network of non-government organisations with a mass base; the landmark "Status of Women" documents in the country - Towards Equality and Shramshakti. The objectives and goals of the National Policy include the creation of an enabling environment for women through economic and social policies, active protection of rights, equal access to decision making and social sector needs, strengthening institutional support systems and legal machinery, and forging partnerships within civil society. In short, the active and committed elimination of all forms of discrimination against all women. These objectives, the Policy affirms will be realised through a review and formulation of positive measures in the judicial legal system, decision making, through the economic and social empowerment of women. A cursory reading of the Policy gives the impression that it is a feminist charter. A feeling that we have a government with a feminist imagination. A more careful consideration throws up the basis for that likeness. The Policy incorporates all the major concerns and issues that the women's movement has engaged with over the past two and a half decades: domestic violence, rape, poverty, conditions of work,...
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...“Equal in Sports” The names of the three articles that are being used are “Minorities Coaches Do Not Face Discrimination in Hiring,” “Decision Making in Hiring: Intercollegiate Athletics Coaches and Staff,” and “Tackling Unconscious Bias in Hiring Practices: The Plight of the Rooney Rule.” The authors of the article that I am refuting, “Minorities Coaches Do Not Face Discrimination in Hiring,” are Roger Clegg and Greg Franke. This article was published in Opposing Viewpoints: Sports and Athletes in 2005. Also, there are two peer-reviewed articles that I am using to support my argument. The authors of one the editorials, “Decision Making in Hiring: Intercollegiate Athletics Coaches and Staff,” are Keith Harris, Richard E. Lapchick, and Neza K. Janson. This editorial was published in New Direction for Institutional Research in the winter of 2009. The author of the last piece of writing, “Tackling Unconscious Bias in Hiring Practices: The Plight of the Rooney Rule,” is Brian Collins. This piece of writing was published in New York University Law Review in June 2007. “Minorities Coaches Do Not Face Discrimination in Hiring” simply explains what its title says; that minorities coaches do not face discrimination in the hiring process for coaching job. Meanwhile, the two peer-review articles, “Decision Making in Hiring: Intercollegiate Athletics Coaches and Staff” and “Tackling Unconscious Bias in Hiring Practices: The Plight of the Rooney Rule”, explains in greater details that the...
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...The South African Competition Act of 1998, implemented on 1 September 1999, establishes a range of criteria for evaluating mergers and company practices that are deemed to harm economic efficiency, among other objectives. In particular, the Act prohibits a range of practices if the firm is ‘dominant’, including charging an ‘excessive price’, engaging in an ‘exclusionary act’, or price discrimination (Sections 8 and 9). ‘Dominance’ is defined as having at least a 45 percent market share, or less than 45 percent if the firm has market power (Section 7). A range of horizontal and vertical restrictive practices are also prohibited (Sections 4 and 5). For the implementation of the Act the links between structure and behaviour are therefore extremely important. This paper seeks to explore these relationships in a particular industrial sector, that of plastics, and in so doing to highlight issues in the implementation of competition policy. Plastics manufacture covers a supply chain or filière which runs from polymers to finished plastic products. a range of industries such as motor vehicles, packaging, textiles and clothing, construction and furniture. This implies that plastic products are more important in the development of manufacturing than their share of manufacturing production of 2.8 percent would suggest. The levels in the supply chain differ...
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...Patricia Hill Collins is the theorist I am choosing to analyze; she is currently a Distinguished University Professor of Sociology at the University of Maryland, College Park. Collins is also the former head of the Department of African American Studies at the University of Cincinnati, and the past President of the American Sociological Association Council. Collins was the 100th president of the ASA and the first African American woman to hold this position. Throughout this paper I will discuss several ideas Patricia Hill Collins focuses on throughout her career. This paper will cover topics such as Intersectionality, The Matrix of Domination, Oppression, The Hegemonic Domain of Power, Resisting Power, and Subjugated Knowledge. I will also...
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...The Aboriginal people of Canada hold significant importance to Canadian history and our country today, yet as a whole, the Aboriginal people of Canada differ from non-aboriginals in access to health care and overall health outcomes. Although the overall health of Aboriginals has been improving over the past 20 years (Health Canada, 2013), as a group, Aboriginal people still have the shortest life expectancies and poorest health (HCC, 2012). Literature and antidotal research as cited several factors they negatively affect health outcomes. An important barrier that this paper will discuss the concept of cultural safety as a barrier to access health care by Canadian Aboriginals. It will then define cultural safety and discuss the evolution of...
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...Equality, Diversity and Inclusion: An International Journal Equality and diversity in employment relations: do we practise what we preach? Jane Holgate Sue Abbott Nicolina Kamenou Josie Kinge Jane Parker Susan Sayce Jacqueline Sinclair Laura Williams Article information: To cite this document: Jane Holgate Sue Abbott Nicolina Kamenou Josie Kinge Jane Parker Susan Sayce Jacqueline Sinclair Laura Williams, (2012),"Equality and diversity in employment relations: do we practise what we preach?", Equality, Diversity and Inclusion: An International Journal, Vol. 31 Iss 4 pp. 323 - 339 Permanent link to this document: http://dx.doi.org/10.1108/02610151211223021 Downloaded on: 01 December 2014, At: 02:26 (PT) References: this document contains references to 46 other documents. To copy this document: permissions@emeraldinsight.com The fulltext of this document has been downloaded 3118 times since 2012* Downloaded by UNIVERSITY OF LEICESTER At 02:26 01 December 2014 (PT) Users who downloaded this article also downloaded: C.W. Von Bergen, Barlow Soper, John A. Parnell, (2005),"Workforce diversity and organisational performance", Equal Opportunities International, Vol. 24 Iss 3/4 pp. 1-16 http:// dx.doi.org/10.1108/02610150510788033 Vidhi Agrawal, Vidhi Agrawal, (2012),"Managing the diversified team: challenges and strategies for improving performance", Team Performance Management: An International Journal, Vol. 18 Iss 7/8 pp. 384-400 http://dx.doi.org/10.1108/13527591211281129...
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...Ageism and the Elderly By: Amanda Dewey Sociology/120-Axia College November 20, 2009 Professor Travis Yelton In my opinion of ageism and the elderly there are minor debates that the combined age of the American people is rising, plus the people of aged Americans is one of the major developing demographic groups over the course of the previous two decades, growing admittance to medical care, rising excellence of care, and health developments in general have led to a extensive life distance and later revolt personal and career growth in the over 65 demographic assimilations. To a greater extent, seniors are effectivemaintain their jobs into their 70s and yet their 80s, and the feasibility of the labor force is not longer reliant on reviews of age. Simultaneously, arguments have been waged concerning the effectiveness of an aged personnel and the value of the elderly in the era of high technology. Aging emphasize the involvement of the aging or elder individual in social activities and engagement in society. The social conflict perspective criticizes these approaches because they don't take into account the effect of social structures, social stratification, and class on patterns of aging. Individuals from the upper classes...
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