Workplace Diversity and Nondiscrimination Essays

Workplace Diversity and Nondiscrimination Essays Workplace Diversity and Nondiscrimination Essay Workplace Diversity and Nondiscrimination Essay Discrimination at the workplace is not an unusual case nowadays; employees are being harassed on the behalf of their color, race, gender and creed and other minorities.   In this regard, the management of specific company must be able to handle this diversity efficiently (Bruhn, 1996). In order to ensure that employees are being protected, national and international organization is being established.   One of these is the International Labor Organization.   In accordance with ILO Convention, workplace discrimination is defined as â€Å"any difference, segregation or partiality done because of   race, color, gender, religion, political choice, countrywide origin or communal derivation (including   other characteristics too) that is intended to   the effect of invalidating or weakening equality of opportunity and conduct in service or profession, will be taken as workplace discrimination. Primarily, the goal of this paper is to cite some criminal ju stice system regarding workplace diversity and nondiscrimination. Criminal Justice System: Federal Laws and Policies against Discrimination The awareness of different people regarding workplace discrimination, specifically for those minorities with different race, culture and creed or even in terms of gender has pave the way for establishing laws and policies to protect them against discrimination and other maltreatment. Federal government has been able to formulate laws and policies prohibiting workplace discrimination to protect employees against maltreatment because of diversity. . Ø   In accordance with ‘Title Seven’ of the Civil Rights Act- 1964, employment unfairness oriented due to race, color, religious conviction, sexual category, or national basis, is highly prohibited. Ø   The Equal Pay Act, 1963 (EPA) is meant to protect person, who perform considerably equal work in the same organization but receive lower wedge due to sexual-discrimination. Ø   Employment Act1967 (ADEA) protects employees on their age basis. This is very useful for individuals who are 40 years of age or older; Ø     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   First and Fifth Title of the â€Å"Americans with Disabilities Act of 1990 (ADA)† was included to bar service inequity against competent individuals with disabilities. This is equally applicable every sector incorporating private sector, state and local governments. Ø     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Rehabilitation Act of 1973 encompasses few best laws in its sections 501 and 505.   These articles are comprised to stop distinction aligned with ‘experienced individuals’ with not a perfect physical state and their employment in federal government. United State Equal Employment Opportunity Commission (EEOC) implements every law, which is mentioned above. EEOC also makes available ‘failure to notice’ and ‘synchronization’ of almost every federal equivalent work opportunity system, carrying out, and course of action. The Civil Service Reform Act of 1978 (CSRA) also works in the direction of non-discrimination at workplaces, as it bars every discrimination with personnel in companies (EEOC v Wyoming, 460 US 226, 1983). Though there are many laws to prohibit distinction in employment. There are few cases, in which court has given a verdict against the employee, who had filed case due to discrimination at workplace. As in accordance with, U.S. 1st Circuit Court of Appeals; on ‘Civil Rights’, Health Law, Labor Employment Law; Title: Carroll v. Xerox Corp. In this case the plea of the employee got rejected because he was suffering from severe chest pain and was not able to handle the work load. This was a claim contending disability (Carroll v. Xerox Corp, 2002). . As per the case of Brown versus City of Tucson, a city police department did not hit back against a female police officer for the breach of the ADA. They instituted an investigation into an investigation and suspended her, but the officer was alleging that department hampered her ADA rights. Nevertheless, job related partiality rate is high but prohibition laws are effective. Though in some cases go beyond their reach (Beason v. United Techs, Corp, 2003). All in all, it can be concluded that employees have rights to be protected and the employers should always ensure that their employees should not be discriminated in any way. The management must be able to initiate some changes to adhere to the needs of equal labor.