Diversity in the Workplace
BSHS/425
March 14, 2016
Harold Dobbins
Diversity in the Workplace
Connie is a 52-year-old woman who refuses to walk specimens from surgery to the laboratory. Her refusal is based on the grounds it is too far of a walk, even though transporting specimens is part of her job description. When a coworker of Connie's who is 34 asks the manager why this is being allowed. The manager tells the coworker you are younger than Connie, so it should not be a problem for you to take the specimens. The younger coworker has since had to take up the slack because she is young. While this may be a stretch for age discrimination, discrimination in the workplace happens. There are federal and state laws in place to deal with these issues. Companies hire human resource managers who specialize in making sure employees are treated fair. There are also risk management strategies in place to reduce the risk of discrimination.
Federal and State Legislation
The Federal Government has passed several laws in the past 50 years in regards to workplace discrimination. The first piece of legislation that passed was the Civil Rights Act of 1964. Title VII of this Act offers protection against employment discrimination based on race, color, sex, national origin, and religion. Employers are not allowed to refuse employment based on stereotypes, race-like characteristics, or because the applicant is married to a person of a different race or nationality ("Title VII of the Civil Rights Act of 1964," 2016).
The Equal Opportunity Employment Act of 1972 was the second law passed concerning discrimination. This act gives the Equal Employment Opportunity Commission (EEOC) the power to sue an organization or company in federal court. The EEOC will sue in federal court if they find the organization has discriminated against an employee or applicant ("Equal Employment Opportunity Act Law & Legal Definition," n.d.).
Discrimination is not always...