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Building A Diverse Workforce Trough Nondiscrimination

1698 words - 7 pages

Building a Diverse Workforce Through Nondiscrimination
Bruce E. Schwab
OMGT 5113 – Human Resource Management
October 9, 2012

Building a Diverse Workforce Through Nondiscrimination
American history has been marked by its people’s persistent and determined efforts to expand the scope of their civil rights. Although equal rights for all were affirmed in the founding documents of this country, many American’s were still denied essential employment rights. Because of the 1960’s Civil Rights Movement, many laws were passed and enacted barring an employer from discriminating against employees on most grounds. Aside from the quality of an employee's work or the nature of his or her ...view middle of the document...

Sadly, employers ignored this "voluntary” salary adjustment request for it was not until the passage of the 1963 Equal Pay Act, that it became illegal for employers to pay women lower rates for the same job based solely on their sex.
According to the Equal Pay Act of 1963 (effective June 11, 1964), no employer within an establishment in which employees are employed shall discriminate against employees on the basis of sex by paying wages to employees in such establishment at a rate less than the rate at which they pay wages to employees of the opposite sex for equal work that requires equal skill, effort, and responsibility (U.S. Equal Employment Opportunity Commission Clearinghouse, 2012). Since passage of the Equal Pay Act of 1963, women have made enormous progress in the workforce; however, it remains a fact that four-and-a-half decades later the basic goal of the act has yet to be completely realized (Brunner, 2007).
Age discrimination in the workplace
Workplace age prejudice is a discrimination practice that has profoundly plagued our society. In blatant acts of age discrimination, senior employees are not considered for employment or promotion despite their years of relevant experience and proven records of accomplishment (Mann, 2012). Not only does age discrimination affect the morale of senior employees, it also reduces the overall productivity of the same organizations that practice this discriminatory act.
In the United States, older workers today are protected from workplace discrimination by the Age Discrimination in Employment Act of 1967. The ADEA protects all workers over the age of 40 from employment discrimination. Therefore, employers cannot make decisions about hiring, firing, promotions, packages and training based on age (Mann, 2012). The Equal Employment Opportunity Commission enforces this law, which states; it shall be unlawful for an employer to fail or refuse to hire or to discharge any individual or otherwise discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of an individual’s age (U.S. Equal Employment Opportunity Commission Clearinghouse, 2012). Passage of this law has dramatically reduced incidents of age discrimination, however much like its counterpart the Equal Pay Act of 1963, the basic goal of the act has yet to be fully realized.
Americans with disabilities
Disabled people are dedicated and committed individuals who are proven survivors and whose life experiences have endowed them with unique problem solving skills and the ability to successfully meet challenges. Historically, individuals with disabilities have equal or better job performance, lower absenteeism, lower turnover rates, and better safety records (Work Without Limits , 2011). Yet for decades, employers have ignorantly discriminated against this pool of talented and loyal workers.
To protect and give people with disabilities a fighting chance to keep or secure...

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