-What is "reverse discrimination" and how should an employer respond to an employee's claim of reverse discrimination?
-Discuss the similarities and the differences between Title VII of the Civil Rights Act of 1964 with 42 U.S.C. 1981.
Reverse discrimination takes place when an employer favors a protected class that is covered in the anti-discrimination laws, to the point where the employer now discriminates against those that are not in the protected class. If the employer begins hiring, giving raises to, or promoting only people in the protected classes and automatically excludes all other employees, it would be considered reverse discrimination. This is actually one of the biggest problems with Affirmative Action Plans that are enacted by many larger employers. The AAP gives an advantage to those in the protected classes, which is exactly what it was designed to do. The problem is that many employers don't really understand how an AAP is legally supposed to be used, and they end up excluding all employees not covered by the AAP, ...
Solution includes 2 references.
Anti-Discrimination in the Workplace
What should these terms mean to the private sector HRM manager: "reverse discrimination" and "affirmative action"? What is the U.S. Supreme Court's stand on reverse discrimination and affirmative action? What do these terms mean?
In what ways are anti-discrimination efforts and valuing diversity in the workplace related, and not related? How do the terms "reverse discrimination" and "affirmative action" relate to an organization's anti-discrimination efforts? To their diversity initiatives? Provide employer examples.View Full Posting Details