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Age Discrimination as Applied to Faculty, 2005.
An essay examining the problem of age discrimination as it applies to the faculty of higher learning institutions.
2,250 words (approx. 9.0 pages), 5 sources, APA, £ 54.95
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Abstract
This report discusses age discrimination and its application to faculty. The paper describes the issue, discusses opinions related to the issue, analyzes relevant case law, discusses the implications of age discrimination for leaders in higher education and draws a conclusion.
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Institutional Discrimination of Homosexuals in Canada, 2006.
This paper defines institutional discrimination and explains how it applies to homosexuals in Canada by denying them access to some governmental institutions.
900 words (approx. 3.6 pages), 0 sources, £ 24.95
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Abstract
This paper argues that Canadian homosexuals face institutional discrimination. This prejudice upholds stereotypes of gays as well as impacts their ability to have equal rights in a free society. Institutional discrimination as a term is defined and applied to the current situation faced by homosexuals in Canada. The author contends that although overt discrimination against homosexuals is disappearing, institutional discrimination maintains the status quo.
From the Paper
"Overt discrimination against homosexuals seems to be disappearing. However, homosexual people in Canada still don't have the same access to institutions that other Canadians do. This would seem to indicate that homosexual Canadians are facing a high degree of institutional discrimination. Institutional discrimination is defined as the policies and or behaviours of an institution that negatively impact subordinate and or minority groups in a society (Pincus 1996: 186). Institutional discrimination of homosexuals is basically used to maintain the dominant status of heterosexuals in Canadian society by excluding homosexuals from these institutions. In order to become full and equal members of Canadian society homosexuals need to be able to be a part of any institution they wish."
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Religious Discrimination, 2002.
An examination of employment law as it applies to religious discrimination.
900 words (approx. 3.6 pages), 3 sources, £ 24.95
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Abstract
This paper examines the breadth of employment law, particularly as it applies to religious discrimination. The essay discusses the Civil Rights Act of 1964, specifically Chapter VII, as it pertains to the issue and offers specific examples of potential religious discrimination.
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Labor Market Discrimination, 2002.
This paper discusses various types of discrimination in the labor market, especially discrimination against women.
2,810 words (approx. 11.2 pages), 11 sources, MLA, £ 57.95
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Abstract
This paper defines discrimination as an insidious factor, which prevents one or more individuals from getting the same treatment, remuneration, and opportunities that others who belong to the same category, with the same qualifications, the same abilities and capabilities get from a business enterprise, whether private or government-owned. The author points out that, in corporate discussions, men have a tendency to interrupt women and to decide on the agenda more than women interrupt men or decide on discussion topics; women?s interruptions are seen as violations of norms of subservient behavior; whereas, men?s interruptions are encouraged. The paper relates that gender discrimination is illegal according to the Title VII of the Civil Rights Act of 1964, as amended, which covers employers with 15 or more full-time or part-time employers and prohibits discrimination in hiring, firing and other conditions of employment on the basis of race, color, religion, sex or national origin.
Table of Contents
Introduction: Types of Discrimination in the Labor Market
Wage Discrimination
Occupational Discrimination
Human Capital Discrimination
Case Study: Discrimination Cases Against Wal-Mart
Gender Discrimination - Definition
How Gender Bias Influences the Wages of Women
Wage Disparity
Illegality of Pay Discrimination
Economic Disparities by Gender, Race, and Ethnicity
Women?s Working Conditions
Glass Ceiling
Sexual harassment
Impact of Gender Discrimination ? Gender and Production Possibilities
Solutions:
Government Acts ? Civil Rights Acts Affirmative Action
Conclusion
From the Paper
"Wal-Mart, the biggest supermarket in the United States has had its fair share of lawsuits involving racial discrimination, sexual harassment, age discrimination and other employment problems. The costliest is a class suit, which, if won by the accusers, could result in Wal-Mart paying hundreds of millions of dollars in damages to some 700,000 women workers. The women hope to be able to ?shatter the largest glass ceiling, at Wal-Mart,? dismantle procedures and practices and allow women workers better options at work."
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Discrimination in the Modern Workplace, 2001.
This paper takes a look at the issue of discrimination of employees in a workplace. It defines what discrimination is and examines different forms of discrimination.
1,400 words (approx. 5.6 pages), 7 sources, MLA, £ 32.95
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Abstract
The writer of this paper addresses this sensitive issue which has come to light more due to the globalization of many companies. The paper examines different forms of discrimination such as race, sex, national origin, religion, age and disability. It also looks at manners in which one can be discriminated against.
From the Paper
"With the 21st century workplace ahead of us and a country full of diversity surrounding us, the changing ethnic, racial, age, and gender composition of the workforce will become more evident in the years to come. This modern workplace will bring in a group of diverse employees to accompany tighter labor markets and changing worker demographics. These changes in the modern workplace will have important implications for employers across the country. ?High skills and knowledge are important to American firms competing in a global economy.? (Dresser, 1996) As always, the best measure of a employee or potential employee is skills and knowledge. But we all know that it doesn?t always work that way. And, while the U.S. workforce as a whole has a higher educational level than ever, some problems evolving in the modern workplace are clear; discrimination is part of the problem. All the greater knowledge and skills level the United States is welcoming is coming to employers in all new packages."
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Employment Discrimination, 2004.
This paper defines ?employment discrimination? and identifies the sections of the society most likely to become its victims.
1,305 words (approx. 5.2 pages), 4 sources, APA, £ 30.95
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Abstract
This paper explains that the most important legislation in connection with employment discrimination is Title VII of the Civil Rights Act of 1964, which clearly states that employers cannot discriminate of sex, color, or race. The author points out that, as long as a person is able and willing to work, he or she cannot be discriminated against, provided their skills match the job for which they have applied. The paper reviews six rules, which should be part of every employment evaluation process: consistency, bias suppression, accuracy, correctability, representativeness, and ethicality.
Table of Contents
Definition: Employment Discrimination
Discrimination on the Basis of Sex
Discrimination on the Basis of Race
Age Discrimination
Discrimination on the Basis of Disability
Rules of Evaluation
From the Paper
"Discrimination on the basis of race is a very old issue and concern. Organizations today try their best to minimize risks of discrimination, on the basis of racial background, but the problem still exists and it plagues our organizational culture in the United States. Racial discrimination is obvious and thus can be easily detected; almost 78 percent of working Americans believe that their employers discriminate on the basis of race. One of my very close friends became victim of reverse discrimination when she was denied a job she deserved on the basis of company?s fixed quota for minorities. While Debra is extremely bright and quite a diligent worker, she was denied an entry level job at JC Penny and instead a black woman, slightly older than herself, got that job simply because the company had a policy of hiring as many black employees in a year as whites."
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Reverse Discrimination, 2002.
An analyses of reverse discrimination.
650 words (approx. 2.6 pages), 1 source, £ 18.95
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Abstract
This article on reverse discrimination applies the concept of Paul Taylor.
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Discrimination in the Workplace, 2007.
A discussion on discrimination against homosexuals in the workplace.
1,907 words (approx. 7.6 pages), 6 sources, APA, £ 41.95
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Abstract
The paper examines discrimination in the workplace as it relates to homosexuals. The research indicates that workplace discrimination against homosexuals does occur and that such discrimination can have lasting effects. The paper examines how there is no federal law that prohibits discrimination against homosexuals in the workplace, however many states have laws against such discrimination. The paper includes a survey of questions related to homosexual discrimination in the workplace. The survey indicates that human resource managers are concerned about discrimination based on sexual orientation and believe that companies should have anti-discrimination policies that are inclusive of sexual orientation.
Outline:
Introduction
Defining Discrimination Against Homosexuals In The Workplace
Discrimination Against Homosexuals In The Workplace
Survey
Findings of this Survey
Conclusion
References
From the Paper
"Although the federal government has been slow to act regarding federal law that prohibits discrimination based on sexual orientation, there are several state and local governments that have legislation that prohibits discrimination based on sexual orientation. In fact, at least 12 states and Washington, D.C. have laws that ban discrimination based on sexual orientation (Horvath & Ryan 2003). In addition, there is a executive order that prohibits discrimination on the basis of sexual orientation within the federal government (Sexual Orientation Discrimination in the Workplace)."
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Discrimination in the Workplace, 2006.
This in-depth paper analyzes the issue of discrimination in the workplace, while supplying a comprehensive evaluation to key issues relevant to this topic.
3,067 words (approx. 12.3 pages), 7 sources, MLA, £ 61.95
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Abstract
The writer of this well-researched paper contends and explains why discrimination in the workforce is a growing problem that has affected thousands of organizations, large and small operating in today's global marketplace. This paper defines discrimination in the workplace as any type of behavior, action, belief, value or attitude that impacts another individual in a negative manner, that is based on one's racial identity, gender, sex, disability status, age or some other personal factor. This paper cites the many laws and acts that have been enacted to protect individuals from various forms discrimination. The most basic law that protects employees from discrimination on the job is Title VII of the Civil Rights Act of 1964, which prohibits job discrimination on the basis of race, skin color, age, gender, religious belief or national origin. The paper also details the impact of affirmative action in the workplace. Depending on the organization, affirmative action is necessary in an environment where one population or subgroup of people has been continually underrepresented or disadvantaged. This paper analyzes the impact these laws have on human resource departments. Human resource departments have an obligation under the law to inform all employees of their legal rights relating to discrimination in the workplace.
Table of Contents:
Introduction
Discrimination
Discrimination Laws
Affirmative Action in the Workplace
Human Resources and Discrimination
Conclusions/Recommendations
References
From the Paper
"Affirmative action may be necessary in an employment environment where one population or subgroup of people has been continually underrepresented or disadvantaged. It truly depends on the organization. It can be a means of protecting certain classes or groups of people and ensuring that everyone in the workplace is afforded the same access to employment and the same employment opportunities. It is not designed to be a form of reverse discrimination. There is adequate evidence suggesting that discrimination still exists in the workplace. Until discrimination is completely abolished and is no longer an issue, a need for affirmative action programs and other programs geared toward eliminating inequities continues."
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Beauty and Discrimination in Modern Society, 2002.
A discussion on how beauty discrimination is similar to racial or sexual discrimination.
1,400 words (approx. 5.6 pages), 2 sources, £ 36.95
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Abstract
This essay will argue that such discrimination is logically analogous to racial or sexual discrimination. However, this discrimination becomes morally justifiable if we acknowledge that human relations are also generally economic relations.
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Obesity and Discrimination, 2002.
A discussion of weight-based discrimination and harassment.
4,879 words (approx. 19.5 pages), 20 sources, MLA, £ 86.95
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Abstract
This paper looks at how bias against overweight and obese individuals is perhaps the last form of acceptable discrimination. It shows how overweight people are subject to both subtle and blatant forms of discrimination, from childhood to adulthood and how discrimination occurs in family, social and professional situations as well. It takes an interdisciplinary approach to the issue of obesity and discrimination, drawing on diverse literature from fields including psychology, law, pediatrics and economics. The extent of discrimination is explored through a critical survey and integration of current research on the social and professional effects of obesity.
Outline
Introduction
Definition of Terms
Statistics on the Overweight and Obese
Effects of Weight-based Discrimination
Reasons Behind the Discrimination
Advocacy for the Overweight and Obese
Conclusion
From the Paper
"Roehling (1999) believes that most weight-based discrimination stems from the fact that we "tend to blame overweight people for their condition." Discrimination based on weight is seen as more acceptable because, unlike race or gender, people see bodyweight as a choice, not an immutable characteristic (Roehling 2002). This argument stems from the misconception that obesity is a voluntary condition, that overweight people could lose weight simply if they stopped eating and shored up their willpower (Solovay 2000). However, research has since shown that this is not true, and that obesity is caused by a variety of genetic, psychological, physiological and even environmental factors. These could include a deficiency in leptin hormones and the "thrifty gene." In fact, trying to lose weight is often accompanied by significant health risks (Roehling 2002)."
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Discrimination, 2002.
A look at the issue of discrimination in the American educational system with an empahsis on the discrimination faced by Hispanic-Americans.
1,150 words (approx. 4.6 pages), 5 sources, £ 30.95
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Abstract
This paper discusses discrimination in American public and higher education, especially in regard to Hispanic-Americans. Focusing upon distinctive ethnic learning styles, the paper concludes that many Hispanic-American students suffer academic discrimination because teachers don't understand how important ethnic learning styles are to a student's success.
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Positive Discrimination and Racism, 2007.
A discussion regarding whether positive discrimination (affirmative action) is essential in order to eradicate racism and discrimination against Asians and Blacks.
5,512 words (approx. 22.0 pages), 27 sources, MLA, £ 93.95
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Abstract
This research paper explores affirmative action policies and makes the case that the adoption of affirmative action policies would defeat the original intent of racial discrimination laws. The paper supports the position that affirmative action is a bad idea and that it has the potential to reverse the progress made in regards to ending discrimination against blacks and Asians in the UK.
Outline:
The Controversy
Affirmative Action in the UK
The Effects of Affirmative Action in the United States
Affirmative Action in India and Brazil
Heart of the Problem
Solutions
From the Paper
"However, that is not to say that quotas do not have their place. Areas that are apparently "white" dominated need to be aware of the situation so that they can make a conscious effort to correct the situation. However, instead of being mandated and threatened with economic sanctions, partnering efforts between the private sector and government need to be initiated that specifically address the problem. Partnership between business and government is the key to the solution, not shifting all of the burden to the private sector. The manner in which the current proposal is written shifts the lion's share of responsibility from the government to the private sector. This type of blaming and shirking of responsibility will place an undue burden on the private sector that could have the effect of stunting economic growth. Business and government need to see affirmative action as a partnership rather than a mandate. "
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Whole-Faculty Study Groups, 2004.
An analysis of the effect of whole-faculty study groups on teachers.
4,415 words (approx. 17.7 pages), 27 sources, MLA, £ 79.95
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Abstract
This paper explores the role of whole-faculty learning or study groups in facilitating improved methods of teaching and learning by school administrators and teachers. It draws upon several related research studies conducted in recent years and looks at how a common goal of the studies was to build the capacity of school staff to improve educational standards and methods effectively for continuous improvement and decision making to ultimately improve student learning. This paper sheds light on whether or not whole-faculty learning groups have a positive impact on school faculties and how these faculties could learn from existing data and contribute to improving the organizational culture and structure necessary to improve the school system. Examples from recent research studies are used to illustrate why whole-faculty learning groups provide an ideal organizational structure to address both the challenges schools face and the needs of teachers as school staffs seek to learn from one another and use shared information effectively to improve student learning.
Outline
Abstract
Introduction
Statement of the Problem
Literature Review
About WFSGs
How the WFSG Model Works
Success of the WFSG Strategy
How Teachers Use WFSGs
Functions of WFSGs
A Faculty Decision Making Model
Guiding Principles of WFSGs
Purpose of the Study
Research Questions and Hypothesis
Bibliography
From the Paper
"The need for a rapid, sustainable change is prevalent in our American culture whether it is for weight-loss to plastic surgery. The public school system is not an exception in this trend. Public schools are increasingly interested in change methods that Hord (1997) refers to as the microwave theory for school improvement. Just like it takes time and consistent, steady hard work to achieve comprehensive and sustainable change in weight loss, the same is true for educators as they work to learn new practices to assist students in their achievement. Research shows that professional educators working cooperatively toward better education makes the greatest difference in improving education for all students."
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