It is a job discrimination faced my US and all over the world.

1. JobJob
DiscriminationDiscrimination
Presented By:
Bishal Tamrakar

2. DiscriminationDiscrimination
• Discrimination in its root meaning refers to the act ofDiscrimination in its root meaning refers to the act of
distinguishing one object from another.distinguishing one object from another.
• In modern usage, the term refers to "wrongfulIn modern usage, the term refers to "wrongful
discrimination," or distinguishing among people on thediscrimination," or distinguishing among people on the
basis of prejudice instead of individual merit.basis of prejudice instead of individual merit.
• E.g. – employment discrimination among religiousE.g. – employment discrimination among religious
groupsgroups
racial groups – Blacks & Whitesracial groups – Blacks & Whites

3. Job DiscriminationJob Discrimination
• Job discrimination is when business decisions, policiesJob discrimination is when business decisions, policies
or procedures are least partially based on illegitimateor procedures are least partially based on illegitimate
forms of discrimination that benefit or harm certainforms of discrimination that benefit or harm certain
group of people.group of people.
• Perfectly rational to discriminate between applicants forPerfectly rational to discriminate between applicants for
a job to only those who are most qualified based ona job to only those who are most qualified based on
meritmerit

4. Contd…Contd…
• Discrimination in employment involves three basicDiscrimination in employment involves three basic
elements:elements:
– It must be a decision not based on individual merit.It must be a decision not based on individual merit.
– The decision must derive from racial or sexualThe decision must derive from racial or sexual
prejudice.prejudice.
– The decision must have a harmful impact on theThe decision must have a harmful impact on the
interest of employeesinterest of employees
• It can be individual or institutional, intentional orIt can be individual or institutional, intentional or
unintentionalunintentional

5. Forms of discriminationForms of discrimination
• Isolated behavior (intentional)-Isolated behavior (intentional)-
– Intentionally discriminates based on personal prejudice.Intentionally discriminates based on personal prejudice.
– An act may be part of the routine, institutionalized behaviorAn act may be part of the routine, institutionalized behavior
of a group.of a group.
– The act must intentionally discriminate out of personalThe act must intentionally discriminate out of personal
prejudice.prejudice.
– An act may be part of the isolated behavior of a singleAn act may be part of the isolated behavior of a single
individual who unintentionally discriminates because he orindividual who unintentionally discriminates because he or
she uncriticallyshe uncritically

6. Contd…Contd…
• An act may be part of the systematic routine of a groupAn act may be part of the systematic routine of a group
that unintentionally discriminates because groupthat unintentionally discriminates because group
members uncritically incorporate the discriminatorymembers uncritically incorporate the discriminatory
practices of society.practices of society.
• Discriminatory acts can be categorized according to theDiscriminatory acts can be categorized according to the
extent to which they are intentional andextent to which they are intentional and
institutionalized.institutionalized.

7. Evidence of Job DiscriminationEvidence of Job Discrimination
• American being stereotypes about women regardingAmerican being stereotypes about women regarding
their careerstheir careers
• Stereotypes tends to bias people against women takingStereotypes tends to bias people against women taking
leadership positionsleadership positions
• Differences between men and womenDifferences between men and women

8. Types of EvidenceTypes of Evidence
• Statistical EvidenceStatistical Evidence
• Attitudinal evidenceAttitudinal evidence

9. • Affirmative action (Legal Context)Affirmative action (Legal Context)
Originated in the form of somewhat recent civil rightOriginated in the form of somewhat recent civil right
legislation.legislation.
Started in 1961Started in 1961
States that there should not be job discrimination basedStates that there should not be job discrimination based
on color, race, religion, sex or national originon color, race, religion, sex or national origin
1963 equal pay act1963 equal pay act
1964 civil right act1964 civil right act
1967 age discrimination in employment1967 age discrimination in employment
1990 Americans with disabilities act.1990 Americans with disabilities act.

10. Contd…Contd…
1963 equal pay act1963 equal pay act
1964 civil right act1964 civil right act
1967 age discrimination in employment1967 age discrimination in employment
1990 Americans with disabilities act.1990 Americans with disabilities act.

11. • Affirmative action (Moral Context)Affirmative action (Moral Context)
Arguments for affirmative actions.Arguments for affirmative actions.
 Necessary to break the cycle that keeps minorities &Necessary to break the cycle that keeps minorities &
women locked into poor pays, low prestige jobs.women locked into poor pays, low prestige jobs.
 Necessary to permit fairer competitionNecessary to permit fairer competition
 Its defenders argue that compensatory justice demandsIts defenders argue that compensatory justice demands
affirmative action programaffirmative action program
 Moral issues surroundings affirmative actions areMoral issues surroundings affirmative actions are
controversialcontroversial

12. • Affirmative action againstAffirmative action against
 Injures white men & violates their rightsInjures white men & violates their rights
 Itself violates the principle of equalityItself violates the principle of equality
 Non discrimination will achieve our social goals,Non discrimination will achieve our social goals,
stronger alternative action is necessarystronger alternative action is necessary

13. • Comparable WorthComparable Worth
 Idea that women & men should be paid on the sameIdea that women & men should be paid on the same
scale for doing different jobs if they involve equivalentscale for doing different jobs if they involve equivalent
skills, effort & responsibilityskills, effort & responsibility
 Women have been shunted into low paying jobs, thatWomen have been shunted into low paying jobs, that
they suffer.they suffer.
 From discriminating labor market & that justiceFrom discriminating labor market & that justice
requires that they receive equal pay for doing job ofrequires that they receive equal pay for doing job of
equal worth.equal worth.

14. Extent of discriminationExtent of discrimination
• Average benefitsAverage benefits
• Placing discriminated groups at lowest levels ofPlacing discriminated groups at lowest levels of
institutionsinstitutions
• More advantageous positions to preferred onesMore advantageous positions to preferred ones

15. • Discrimination in USDiscrimination in US
(i)(i) The income gap b/w Whites & minorities has notThe income gap b/w Whites & minorities has not
decreaseddecreased
(ii)(ii) Black unemployment is more than twice as high asBlack unemployment is more than twice as high as
WhitesWhites
(iii)(iii) Minority poverty rate is 2-3 times of WhitesMinority poverty rate is 2-3 times of Whites
(iv)(iv) Poverty rate of families headed by women is 3 timesPoverty rate of families headed by women is 3 times
that of male headed onesthat of male headed ones
(v)(v) Most higher-paying jobs go to white malesMost higher-paying jobs go to white males

16. • Glass ceiling – an invisible, but impenetrableGlass ceiling – an invisible, but impenetrable
barrier to further promotion sometimesbarrier to further promotion sometimes
encountered by women or minoritiesencountered by women or minorities
• Increasing problems for women & minoritiesIncreasing problems for women & minorities
(i)(i) Women & minorities make up most newWomen & minorities make up most new
workersworkers
(ii)(ii) Women are steered into low-paying jobs &Women are steered into low-paying jobs &
face a glass ceiling & sexual harassmentface a glass ceiling & sexual harassment

17. • Utilitarian arguments which claims thatUtilitarian arguments which claims that
discrimination leads to an inefficient use ofdiscrimination leads to an inefficient use of
human resourceshuman resources
• Rights arguments violates basic human rightsRights arguments violates basic human rights
• Justice arguments which claims thatJustice arguments which claims that
discrimination results in an unjust distribution ofdiscrimination results in an unjust distribution of
society’s benefits & burdenssociety’s benefits & burdens

18. UtilityUtility
• Discriminating job applicants on the basis of race,Discriminating job applicants on the basis of race,
sex, or other characteristics unrelated to jobsex, or other characteristics unrelated to job
performance is necessarily inefficient & contrary toperformance is necessarily inefficient & contrary to
utilitarian principlesutilitarian principles
• Objections encountered:Objections encountered:
(i)(i) The jobs shud be assigned on the basis of job relatedThe jobs shud be assigned on the basis of job related
qualifications only so long as such assignments willqualifications only so long as such assignments will
advance the public welfareadvance the public welfare
(ii)(ii) Society as a whole may benefit from some forms ofSociety as a whole may benefit from some forms of
sexual discriminationsexual discrimination

19. RightsRights
• Discriminatory practices violate the principleDiscriminatory practices violate the principle
in two ways :in two ways :
(i)(i) Racial & sexual discrimination is based onRacial & sexual discrimination is based on
stereotypes that see minorities as “lazy” orstereotypes that see minorities as “lazy” or
“shiftless” & women as “emotional” &“shiftless” & women as “emotional” &
“weak”.“weak”.
(ii)(ii) Placing members at lower positions, lowerPlacing members at lower positions, lower
salaries & lower job opportunitiessalaries & lower job opportunities

20. JusticeJustice
• Principle of equal opportunity – social &Principle of equal opportunity – social &
economic inequalities are to be arranged so thateconomic inequalities are to be arranged so that
they are attached to offices & positions open tothey are attached to offices & positions open to
all under conditions of fair equality ofall under conditions of fair equality of
opportunityopportunity

21. Discriminating practicesDiscriminating practices
• Recruitment practices – word of mouth referrals, onlyRecruitment practices – word of mouth referrals, only
White males, for MEN onlyWhite males, for MEN only
• Screening practices – disqualifying minority class whoScreening practices – disqualifying minority class who
are unfamiliar with the language, concepts & socialare unfamiliar with the language, concepts & social
situations in the aptitude & intelligence testssituations in the aptitude & intelligence tests
• Promotion practicesPromotion practices
• Conditions of employment – less wages & salaries toConditions of employment – less wages & salaries to
women & minorities, providing secretarial or clericalwomen & minorities, providing secretarial or clerical
positions only, less benefitspositions only, less benefits

22. Sexual HarassmentSexual Harassment
•Bullying & coercion natureBullying & coercion nature
•Widespread discriminationWidespread discrimination
•IllegalIllegal
Types :Types :
•Quid-pro-quoQuid-pro-quo
•Hostile work environmentHostile work environment

23. Dealing with sexual harassmentDealing with sexual harassment
Incase of sexual threats or offers fromIncase of sexual threats or offers from
supervisors, they should immediately seek legalsupervisors, they should immediately seek legal
adviceadvice
Employee encountering sexually harassingEmployee encountering sexually harassing
behavior from coworkers should make it clear thatbehavior from coworkers should make it clear that
behavior is unwantedbehavior is unwanted
Should document the behavior & report it to theShould document the behavior & report it to the
appropriate person or office in organization.appropriate person or office in organization.