Diversity discrimination
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Diversity refers to differences between people in aspects like gender, race, religion, and disabilities. Discrimination in the workplace based on these differences is illegal. The document discusses types of diversity discrimination and provides a case study on a racial discrimination lawsuit against Coca-Cola by African American employees in 1999 that resulted in a $192 million settlement. Indian laws protecting against caste-based discrimination are also mentioned.
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IT CLUB, Sainik School Amaravathinagar
Post: Amaravathinagar
Dist: Tiruppur, Tamilnadu
Club I/c
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DCSc & Engg,PGDCA,ADCA,MCA,MSc(IT),MTech(IT), M.Phil (Comp Sci)
For Any Queries Please feel free to contact:
Email Id : praveenkumarjigajinni@gmail.com
Cell No: 9431453730
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For Any Queries Please feel free to contact:
Email Id : praveenkumarjigajinni@gmail.com
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Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government;
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Directions:
State where you think the company is at when the lawsuit occurred: exclusion, symbolic inclusion, prescribed inclusion, inclusion.
Where do you think they are today?
Some of the most expensive discrimination settlements of 2013 taken from: http://www.insidecounsel.com/2014/07/08/top-10-most-expensive-discrimination-settlements-o?page=4
$160 million – McReynolds, et al. v. Merrill Lynch & Co.
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The end points of the axis of the Earth are called poles.
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towards the Pole Star is
called North Pole.
The opposite end is called
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Prepared By
IT CLUB, Sainik School Amaravathinagar
Post: Amaravathinagar
Dist: Tiruppur, Tamilnadu
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Praveen M Jigajinni
DCSc & Engg,PGDCA,ADCA,MCA,MSc(IT),MTech(IT), M.Phil (Comp Sci)
For Any Queries Please feel free to contact:
Email Id : praveenkumarjigajinni@gmail.com
Cell No: 9431453730
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This training document provides information about workplace discrimination and supervisory compliance. It defines discrimination and outlines protected classes such as race, color, religion, national origin, age, sex, disability, and more. For each protected class, examples of discrimination are given along with case studies and questions. Managers are taught to avoid discriminatory practices, provide reasonable accommodations, and establish inclusive operations. The goal is to educate leaders on discrimination, promote fair treatment, and prevent unlawful employment decisions.
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Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin;
The Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination;
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State where you think the company is at when the lawsuit occurred: exclusion, symbolic inclusion, prescribed inclusion, inclusion.
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Let’s apply our knowledge of od development model of inclusion
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Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin;
The Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination;
The Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older;
Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government;
Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and
The Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discrimination.
The U.S. Equal Employment Opportunity Commission (EEOC) enforces all of these laws. EEOC also provides oversight and coordination of all federal equal employment opportunity regulations, practices, and policies.
Directions:
State where you think the company is at when the lawsuit occurred: exclusion, symbolic inclusion, prescribed inclusion, inclusion.
Where do you think they are today?
Some of the most expensive discrimination settlements of 2013 taken from: http://www.insidecounsel.com/2014/07/08/top-10-most-expensive-discrimination-settlements-o?page=4
$160 million – McReynolds, et al. v. Merrill Lynch & Co.
The largest settlement of 2013 has its roots eight years earlier, when in 2005, broker George McReynolds accused Merrill Lynch & Co. of giving white brokers more lucrative accounts while denying black employees equal pay and career advancement opportunities. McReynolds filed a lawsuit on behalf of 700 black brokers who worked for Merrill. Before the suit was settled out of court in August, it had seen two appeals in the Supreme Court and survived Merrill Lynch's acquisition by Bank of America in 2009.
$39 million – Calibuso, et al. v. Bank Of America
In 2010, a group of female advisors lead by Judy Calibuso at the newly acquired Merrill Lynch unit of Bank of America (BoA) filed suit for what they alleged was systematic discrimination. The plaintiff’s contended that policies and practices at their workplaces were designed to pass over women for business opportunities and advancements. In addition to the money paid to the class, BoA was .
Jack C. Career project 8th grade Cavanaugh
The document discusses changes to equal employment rights since the passage of laws protecting employees from workplace discrimination based on attributes such as race, gender and religion. Statistics show discrimination complaints decreased until 2000 but have risen since, and monetary settlements have increased to $72.1 million in 2009, indicating more work is still needed to ensure fair hiring practices. The Equal Employment Act helped minorities facing discrimination obtain jobs and stay out of poverty and crime.
Disability, policy, and the public workplace
This document discusses disability policy and the public workplace. It provides background on discrimination faced by disabled individuals, the disabled rights movement, and key disability laws like the Rehabilitation Act, ADA, and ADAAA. It summarizes provisions and requirements of the ADA regarding employment (Title I), public services (Title II), and public accommodations (Title III). It also discusses issues like unfunded mandates, Supreme Court interpretations, definitions of disability, required accommodations, income/poverty disparities, and challenges regarding education and unemployment rates faced by disabled individuals. The conclusion emphasizes the importance of diversity and social equity for the disabled community in the public sector workplace and in the development of disability policy.
Affirmative Action
Affirmative action aims to promote equal opportunity and representation for groups that have faced discrimination by providing preferential treatment in areas like education and employment. While proponents argue it has helped increase opportunities and representation, critics believe it can lead to reverse discrimination by prioritizing factors like race and gender over merit. The Supreme Court case Regents of the University of California v. Bakke established that while universities cannot use quotas, they can consider race as one of many factors in admissions.
Discrimination Lawsuits.pptx
General Electric faced lawsuits in 2005 and 2010 alleging racial discrimination against African American workers. The 2010 suit claimed a supervisor used racial slurs and denied breaks and medical care to black workers. Southern California Edison was also sued in 2010 by black workers alleging discrimination in promotions, pay, and job assignments despite previous lawsuits and settlements in 1974 and 1994. Approximately 4,500 black truck drivers sued Walmart between 2001-2008 for racial discrimination in hiring. Walmart denied wrongdoing but settled for $17.5 million. IBM provides an example of the economic losses from discrimination - they fired a highly skilled transgender employee, Lynn Conway, who went on to revolutionize the computer industry, costing IBM significant potential profits. Nondiscrimination policies
Racial, ethnic, and cultural predjudice
1) This document summarizes a case of age discrimination against Bobby Dean Nickel by Staples. Mr. Nickel, who was 64 years old at the time, endured harassment and name-calling from coworkers and managers due to his age.
2) After refusing to resign, Mr. Nickel faced false accusations and increasing harassment, including being suspended for taking a 68-cent bell pepper from the company cafeteria. He filed a lawsuit in 2012 and was ultimately awarded $3.2 million.
3) The summary outlines laws violated in the case, such as the Civil Rights Act, and steps managers could have taken to prevent discrimination, like diversity training and cultural sensitivity seminars.
Senator Barrack Obama Resume
Barack Obama is a U.S. Senator from Illinois seeking the office of President of the United States. He has over 20 years of experience as a community organizer, civil rights attorney, law professor, and state and U.S. Senator advocating for political and social change. Obama was elected to the U.S. Senate in 2004 and serves on several influential committees. He has authored two bestselling books and been honored numerous times for his leadership and influence.
Diversity and inclusion 360 commission
The ABA Commission on Diversity and Inclusion 360 was created to advance diversity and inclusion over the next decade. It has four working groups addressing barriers in the legal pipeline, implicit bias training, diversity efforts internally and externally, and economic opportunities for diverse attorneys. The Commission has developed resources like a national pipeline directory, model diversity plans, and implicit bias videos and toolkits. It is also advocating for policies and resolutions around CLE credits, jury diversity, the economic case for diversity, and amending Model Rule 8.4 to address discrimination.
Diversity and-inclusion-timeline-powerpoint
A history of the diversity and inclusion movement in the workplace, from civil rights to the present day, including legal and social landmarks such as the EEOC authority to sue for discrimination, the Family and Medical Leave Act, Americans with Disabilities Act, the rise of the first black female CEO of a Fortune 500, and the #Metoo Movement.
Focused on Change: Corporate Social Responsibility
Kirkland's biennial publication highlighting the Firm's pro bono work, Foundation contributions, diversity programming and green initiatives.
Not On the Menu: Sexualized Dress Codes in Ontario
This document provides an overview and agenda for a presentation on sexualized and gender-based dress codes in Ontario. The presentation will cover the Ontario Human Rights Code and how it relates to gender and harassment. It will discuss recent media focus on sexualized uniforms in the restaurant industry and an Ontario Human Rights Commission inquiry report on dress codes. The presentation will also review relevant case law and provide best practices for designing compliant dress code policies.
Supporting deaf or hard of-hearing individuals in the workplace
Reviews ADA regulations for customers and employees that are deaf or hard of hearing, and provides suggestions for what you can do to be in compliance with these regulations
The economics of legalized recreational marijuana
The document provides an overview of the economics of the legalized recreational marijuana industry in the United States. It discusses the shifting public perception and legalization efforts in various states. It also summarizes some of the business challenges in the industry, including issues around taxation, banking access, funding, jobs, and the impact on state economies. The document concludes by predicting that the federal government will likely maintain the status quo and continue to allow individual states to determine their own marijuana policies.
Cannabis Commerce Coming of Age NORML Conference 2011
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Legal & ethical issues in retailing
This document discusses legal and ethical issues in retailing. It covers two main categories of issues - ethical issues and legal issues. Ethical issues relate to explicit and implicit codes of conduct, while legal issues involve laws that make certain activities punishable. Specific topics covered include misuse of company assets, employee theft, consumer fraud, ethics policies, relationships with customers, site location considerations regarding environmental and zoning laws, equal employment opportunities, compensation, employee safety and privacy laws, and unethical advertising practices. Unethical purchasing practices for merchandise such as terms and conditions, commercial bribery, and chargebacks are also examined.
Equal Opportunity Employment
This document summarizes key aspects of equal opportunity employment legislation discussed in Chapter 3 of the textbook "Fundamentals of Human Resource Management". It outlines laws such as the Civil Rights Act of 1964 which prohibit discrimination in hiring, pay, and conditions of employment based on attributes such as race, religion, gender and national origin. It also discusses the Equal Employment Opportunity Commission and how affirmative action aims to correct past discrimination. Adverse impact and treatment are explained as are additional laws regarding discrimination based on attributes like age, disability, and family status.
Diversity in the Workplace by PSRC
The document discusses diversity in the workplace. It defines diversity as variety resulting from people from different racial, ethnic, and cultural backgrounds working together. It notes the five largest racial/ethnic groups in the US and how cultural heritage, language, religion, gender, age, and disability can impact diversity. The document also discusses the benefits of diversity, promoting diversity, discrimination laws, and organizations like the EEOC that enforce these laws.
Diversity in the Workplace by Public Schools of Robeson County
The document discusses diversity in the workplace. It defines diversity as variety resulting from people from different racial, ethnic, and cultural backgrounds working together. It notes the five largest racial/ethnic groups in the US and how cultural heritage, language, religion, gender, age, and disability can impact diversity. The document also discusses the benefits of diversity, promoting diversity, discrimination laws, and organizations like the EEOC that enforce these laws.
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本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
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◇申请留学生创业基金
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1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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QU本科学位证成绩单【微信95270640】《皇后大学毕业证书原版制作QU成绩单》【Q微信95270640】《仿制QU毕业证成绩单皇后大学学位证书pdf电子图》，A.为什么留学生需要操作留信认证?
留信认证全称全国留学生信息服务网认证,隶属于北京中科院。①留信认证门槛条件更低,费用更美丽,并且包过,完单周期短,效率高②留信认证虽然不能去国企,但是一般的公司都没有问题,因为国内很多公司连基本的留学生学历认证都不了解。这对于留学生来说,这就比自己光拿一个证书更有说服力,因为留学学历可以在留信网站上进行查询!
B.为什么我们提供的毕业证成绩单具有使用价值？
查询留服认证是国内鉴别留学生海外学历的唯一途径，但认证只是个体行为，不是所有留学生都操作，所以没有办理认证的留学生的学历在国内也是查询不到的，他们也仅仅只有一张文凭。所以这时候我们提供的和学校颁发的一模一样的毕业证成绩单，就有了使用价值。
实体公司，专业可靠，办理加拿大毕业证|办美国成绩单|做德国文凭学历认证|办新西兰学位证，办澳洲文凭认证，办留信网认证（网上可查，实体公司，专业可靠）铸就十年品质！信誉！实体公司！
文凭办理流程：
1客户提供办理信息：姓名生日专业学位毕业时间等（如信息不确定可以咨询顾问：微信95270640我们有专业老师帮你查询）；
2开始安排制作毕业证成绩单电子图；
3毕业证成绩单电子版做好以后发送给您确认；
4毕业证成绩单电子版您确认信息无误之后安排制作成品；
5成品做好拍照或者视频给您确认；
6快递给客户（国内顺丰国外DHLUPS等快读邮寄）。
7完成交易删除客户资料
高精端提供以下服务：
一：皇后大学皇后大学毕业证文凭证书全套材料从防伪到印刷水印底纹到钢印烫金
二：真实使馆认证（留学人员回国证明）使馆存档
三：真实教育部认证教育部存档教育部留服网站可查
四：留信认证留学生信息网站可查
五：与学校颁发的相关证件1:1纸质尺寸制定（定期向各大院校毕业生购买最新版本毕,业证成绩单保证您拿到的是鲁昂大学内部最新版本毕业证成绩单微信95270640）
A.为什么留学生需要操作留信认证?
留信认证全称全国留学生信息服务网认证,隶属于北京中科院。①留信认证门槛条件更低,费用更美丽,并且包过,完单周期短,效率高②留信认证虽然不能去国企,但是一般的公司都没有问题,因为国内很多公司连基本的留学生学历认证都不了解。这对于留学生来说,这就比自己光拿一个证书更有说服力,因为留学学历可以在留信网站上进行查询!
B.为什么我们提供的毕业证成绩单具有使用价值？
查询留服认证是国内鉴别留学生海外学历的唯一途径但认证只是个体行为不是所有留学生都操作所以没有办理认证的留学生的学历在国内也是查询不到的他们也仅仅只有一张文凭。所以这时候我们提供的和学校颁发的一模一样的毕业证成绩单就有了使用价值。娃拒绝父亲送说往车上一躺就等着下车决无丢失的道理有手机在身联系也方便再说他都岁了还有大半车的小伙伴相伴他不怕在父亲千叮咛万嘱咐中山娃依依不舍地爬上车朝窗外不住地挥手别了父亲别了父亲的城别了我的暑假生活我的城市生活望着窗外挥舞的大手还有那张微驼的背一向坚强的山娃禁不住泪如雨下当我坐下来想写这封信时“感恩两字在我脑海中回旋很幸运我有这样的机会能将埋在心底深深的感激之情得以表达从婴儿的“哇哇坠地到哺育听
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在线办理(UVic毕业证书)维多利亚大学毕业证录取通知书一模一样
学校原件一模一样【微信：741003700 】《(UVic毕业证书)维多利亚大学毕业证》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
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二.真实使馆公证(即留学回国人员证明,不成功不收费)
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四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
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◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
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Diversity discrimination
- 1. DIVERSITY DISCRIMINATION Presented By:- Kumari Mahima Varun Kumar IMED,Pune
- 2. “The term DIVERSITY refers to the many factors that make people different. Diversity involves respecting people’s differences. When diversity is supported, everyone is allowed to maintain his/her individuality. People are not forced to change how they live, speak, look, or think so as to be more like the majority.” What is Diversity?
- 3. Differentiate between positive and negative interpersonal skills in a variety of workplace settings. Discrimination at the Workplace
- 4. Types of Diversity Discrimination Gender Racial Colour National Origin Language Religious Disabilities Age Height and Weight Sexual Orientation Sexual Harassment
- 5. Case study on coca-cola lawsuit (Re racial discrimination in USA)18 February 2014
- 6. ISSUE • In April 1999, a class action lawsuit was filed against the Coca Cola Company by four current and former African-American employees for racial discrimination under the US Civil Rights Act. • The plaintiffs, on behalf of themselves and 2200 similarly situated African-American colleagues, alleged they had suffered discrimination in pay, promotions and performance evaluations. • They provided statistics showing that the median salary for African American employees was about one-third less than that of whites within the company. • The plaintiffs also claimed that “glass ceiling” and “glass wall” policies kept African- Americans from rising to top positions and in particular departments within the company. • Few African-Americans had advanced to senior levels in the company, compared to the significant representation of African-Americans among all salaried employees. • The plaintiffs argued that Coca-Cola failed to prevent and remedy this discrimination.
- 7. SETTLEMENT • In 2000, Coca-Cola agreed to a $192 million settlement, the largest settlement ever in a corporate racial discrimination case. • In the settlement agreement, Coca-Cola denied the allegations, but agreed to make sweeping changes to its personnel policies and procedures. • In addition, the settlement gave an outside panel, jointly selected by Coca-Cola and the plaintiffs’ lawyers and approved by the court, limited authority to revise the company’s personnel policy. • This panel, the Task Force, served as a watchdog for five years and was charged with evaluating Coca-Cola’s compliance with the terms of the settlement agreement. • The Task Force issued its final report in December 2006, finding that its “mission has been a success” and that the company had “made significant progress.”
- 8. • Article 14, 15, 16, 17 and 18 of Constitution of India Caste Disabilities Removal Act, 1850 • Hindu Succession Act, 1956 - Abolished the "limited owner" status of women who owned property, amended in 2004 to give daughters equal inheritance rights with sons. • Scheduled Caste and Scheduled Tribe (Prevention of Atrocities) Act, 1989 DIVERSITY DISCRIMINATION LAWS IN INDIA