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Maria's Situation

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Maria’s Situation

Workplace discrimination is an extremely relevant issue here in the United States. According to federal officials, as per Foy (2012), “Workplace discrimination complaints based on national origin — which often involve language ability — rose by 76 percent from 1997 to 2011, when more than 11,800 complaints were lodged with the U.S. Equal Employment Opportunity Commission.” The scenario presented is an excellent example of what could be a true to life example of this type of issue and does indeed raise the question of whether discriminatory practices are to be considered in Maria not receiving a promotion. We learned several important factors from both sides of this issue. Maria, who has a graduate degree, has been working in the company for ten years, seven in this current position is a native-born American and is of Latin descent with a distinctive accent. Some of Maria’s coworkers state that she is loud and aggressive and Maria has had past tardiness and attendance issues which she stated were due to family reasons. The man who received the promotion is a white anglo male named Alex. He has a graduate degree but hasn’t been with the company or in his current position as long as Maria. His job evaluations are better than Maria’s and he is considered an “up and comer” in the company. Both sides of this issue could make valid arguments on whether the company’s decision could be considered discrimination or not. It seems to me the three types of discrimination that may be considered in this situation are gender discrimination, cultural discrimination, and language discrimination. In this paper I will look at all factors involved from both sides and come to a conclusion on whether the company was in fact in the wrong. First let’s take a deeper look at Maria and her offenses in relation to her gender and her culture. Maria is a

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