Anti-discrimination laws are an excellent tool for creating honest relationships in society. Some of these laws, for example, the Civil Rights Act of 1964, protect the rights of citizens for comfortable and safe working conditions. This paper aims to examine a case of civil rights violation of the fictional Flora Tucher, explain the importance of harassment laws, and describe two forms of sexual harassment discrimination.
Title VII of the Civil Rights Act of 1964 protects the rights of citizens in employment and prohibits discrimination based on race, color, religion, gender, or national origin ( Title VII of the Civil Rights Act of 1964, n.d.). Passing a math test and an aptitude test by Flora Tucher was legal, as the sales worker must be able to count, and this has nothing to do with any of the features listed above, which are protected by law.
Other important and influential anti-discrimination laws contribute to the creation of a safe environment in the workplace. These are the Age Discrimination in Employment Act of 1967 (ADEA) and the Americans with Disabilities Act of 1990 (ADA) ( Harassment, n.d.). These laws expand the scope of civil rights protection and are often violated nowadays. Besides, in the 21st century, the sexual harassment topic sparked a lively discussion after the trial over Harvey Weinstein. The case had a huge resonance and prompted the start of the #MeToo movement.
According to Title VII, harassment happens if abusive behavior becomes a condition for continuing the work at the enterprise. It also occurs if the actions are severe enough to create a work environment that a sensible person considers intimidating, hostile, or abusive. There are two types of sexual harassment sexual harassment quid pro quo and sexual harassment of a hostile work environment ( Types of sexual harassment, n.d.). Therefore, if someones boss likes to hug his subordinates for a job well done, this cannot be considered sexual harassment if his actions are not offensive and do not cause protests.
Thus, an explanation was given as to why Flora Tuchers math and aptitude testing was legal. Other laws protecting the civil rights of employees were discussed as well. Also, a presentation was given on what cases of violation of personal boundaries in the workplace can be considered harassment, and two types of sexual harassment were described. Harassment can be expressed verbally or through action and has to be necessarily offensive.
The topic of discrimination is always relevant, since prejudice and aggression never have a valid reason. Discrimination against Muslims in recent decades has become particularly acute due to the activities of terrorist organizations, which are most often represented by radical Islamists. However, the actions of a small group of people should not affect the lives of all supporters of a particular religion. Nevertheless, as multiple sources on this subject demonstrate, many people continue to experience legal, economic, and social discrimination just because they profess Islam or even look like its representatives.
Main body
The author of the article American Muslim minorities cites numerous examples of discrimination against Muslims in the U.S. after the attacks of September 11, 2001. According to Moore (2012), the U.S. government, as well as media, disseminated stereotypes related to Islam and its representatives. The government has passed several discriminatory laws such as the U.S. Patriot Act and the CLEAR Act, which allowed to strengthen the monitoring of Muslims, as well as to conduct a series of unnecessary deportations (Moore, 2012).
These legal measures and the medias impact caused the Americans to fear and many prejudices against Muslims, which led to increased discrimination. Muslims no longer feel safe in their own homes or mosques because of the constant threats to their lives and even real cases of violence (Moore, 2012). In addition, social intolerance also shifted to the working level, where it manifested itself in economic discrimination and the injustice toward Muslims. However, Islamic organizations work to spread knowledge about their religion and dispel myths. They conduct educational and cultural events, as well as resolve religious conflicts and teach civil rights to the population.
Conclusion
Therefore, it is worth noting that despite the democratic freedoms that American society promotes, discrimination against certain groups of the population still has legal, economic, and social manifestations. This situation is illogical and unfair, since the global religious community cannot be held responsible for the activities of all of its representatives. For example, many cases of mass executions were committed by White people; however, this did not affect the social and economic status of the race. For this reason, efforts to eliminate discrimination should come not only from Muslims but from all residents of the United States or other countries of the world.
Reference
Moore, A. (2012). American Muslim minorities: The new human rights struggle. Human Rights & Human Welfare, 91-99. Web.
Nowadays, gender stereotypes and sexual discrimination make people confront various issues which may lead to negative consequences. For instance, Sandberg (2010) discusses why men reach top positions in the workforce much more often than women. During her lecture, Sandberg addresses this problem by providing current statistics on the male and female employment gap, suggesting that it is highly more challenging for women to choose between personal life and career success. Overall, the Ted Talk is highly insightful, offering the viewers a chance to reflect on modern gender inequality difficulties. In this Ted Talk, Sandberg also raises a question regarding the changes that are needed to alter the current disbalance in the number of men and women that achieve professional excellence. From my perspective, this is a vital issue, and I would like to explore the possibilities for addressing it.
One of the most critical reasons for inequality is related to gender differences established in society. Brown et al. (2022) discuss so-called gender roles, which are differences in how men and women are supposed to act (para. 9). Such a phenomenon should not exist in the first place because men and women might presume that there is a particular script they should follow while living their lives. As such, this issue is especially important for me, as I strongly believe that every individual is free to choose their path in life regardless of their gender. However, I know several people who believe that women should spend more time at home doing housework while men should work more and make money for the family. Thus, my question for the class is: how can society alter the current views on gender roles to promote equality?
Additional Activity
A wrong understanding of gender differences has resulted in even more crucial issues, such as gender stereotypes, discrimination, and sexual harassment. These phenomena are highly common nowadays, and many people are forced to endure these negative events in adolescence. For example, Brown et al. (2022) reported that most teenagers suffer from unwanted touching and various jokes, becoming victims of sexual harassment and discrimination even before finishing high school. I am certain that such circumstances can negatively affect peoples mental state and future life, and society should pay more attention to how gender stereotypes and discrimination influence individuals.
References
Brown, C. S., Jewell, J. A., & Tam, M. J. (2022). Gender. In R. Biswas-Diener & E. Diener (Eds), Noba textbook series: Psychology. DEF publishers.
Discrimination in the workplace is a common occurrence especially when people from minority communities are denied employment. In addition, discrimination based on is gender is evidenced when men harass women at the workplace. According to Paludi (2012), continued discrimination in the place of work is likely to happen in a situation where people from the minority community are not represented within the ranks of an organizational structure. In this regard, the minority lacks a representative among the organizations executives. Workplace discrimination is considered both an unethical and immoral practice since it promotes poor relationships among employees.
Proposal
Topic scenario
In Marias case, racial, gender, and structural discrimination is promoted by the company. According to Harvey and Allard (2014), structural discrimination is described as the continued support of a discriminatory culture against other employees within an organization. The topic is critical in understanding various issues that arise concerning discrimination in the workplace. In this context, understanding the legal perspective on gender, racial and structural discrimination is necessary (Harvey and Allard, 2014). Moreover, the implication of such discrimination activities is a concern for the organization.
The topic provides an insight into the importance of cultural diversity in the organization. Apparently, the workplace is an essential environment for promoting cohesion, unity, and diversity. The differences in culture and socio-economic backgrounds produce different traits among the people. In most cases, diversity among the employees is a positive element for improving organizational productivity and performance. In fact, diversity is attributed to different abilities that can be harnessed to achieve a common goal.
Expectations
The study aims at investigating whether a company has invested in measures aimed at reducing negative practices among the employees. From the topic scenario, the organization can initiate seminars and workshops to train the employees about personal responsibility in eradicating work-related discrimination. From this perspective, positive employees attitude is developed from training and education.
On the other hand, the company can balance the number of employees in every department to establish equity. In addition, the strategy improves employees performance and interpersonal relations (Gregory, 2003). The study expects the organization to introduce employees training especially on communication principles and interpersonal relationships. From the topic, policies that deter discrimination in the workplace will be discussed in detail.
How to conduct the research
The research will investigate how the organization views and promotes diversity. According to Paludi (2012), diversity in a working environment is a positive element. The research will investigate whether diversity offers the organization a chance to monitor employees behavior and attitude towards the current job. In addition, the research will assess whether the organization has used diversity to harness different abilities for the common good.
In addition, the research will focus on whether the employees are trained on communication principles. The researcher will observe whether the employees are advised on how to relate with fellow workers and the customers. Information on conflicts how is avoided in the workplace by educating workers on interpersonal relationships and work ethics is an important aspect of the research.
Moreover, the research will evaluate how the company can devise policies that deter discrimination in the workplace. In this context, the policies are to determine penalties for an employee who engages in discriminatory activities. Other important aspects of the research will focus on the role of the human resource department in resolving discrimination cases. In this regard, the human resource department is to issue disciplinary measures against an employee who violates the discrimination policy. Investigating the employees adherence to the organizations rules and policies is a critical element in deterring discrimination in the workplace. The research will evaluate the effectiveness of the established punitive measures.
References
Gregory, R. F. (2003). Women and Workplace Discrimination: Overcoming Barriers to Gender Equality. New Brunswick, NJ: Rutgers University Press.
Harvey, C & Allard, M. J. (2014). Understanding and Managing Diversity: Readings, Cases, and Exercises. Upper Saddle River, NJ: Pearson Education, Limited.
Paludi, M. A. (2012). Managing Diversity in Todays Workplace: Strategies for Employees and Employers. Santa Barbara, CA: ABC-CLIO, LLC.
Currently, persons living with HIV face significant stigma from society. From the stories shared by the film participants, mostly, they face discrimination from healthcare professionals who refuse to serve them for no reason. Members of the community may socially isolate themselves from these individuals. In public places, some people might refer to them as Positives or HIVers. The mental health and emotional well-being of the population living with this virus are affected due to the humiliation and judgment they face from their fellows around them. Some develop a negative self-image and live in an era where others may expose or reveal their status to the community. However, the stigma and discrimination may be minimized through talking and acting positively to the affected.
Through different experiences of victims who have survived the global pandemic, discrimination and stigma must be addressed by every person who comes across them to fight the virus effectively and efficiently. It can help the patients come out well and have exact statistical data on the population that has HIV. The feeling of disgrace is caused by a lack of awareness and information combined with outdated beliefs (Van Ness, 2021). The social workers can resolve this by normalizing the subject and discussing it openly. When people know, there is a chance to correct misconceptions as they help others learn about the ailment.
In conclusion, stigma and discrimination are reduced through the words and actions taken in everyday life. Social workers should train people in society regarding their status. Proper counseling is critical as individuals get tested to prevent denial of their health since it can help fasten their mental healing process. Healthcare facilities should practice their code of ethics and ensure confidentiality is maintained. Otherwise, their self-esteem and businesses are affected if the community learns about their HIV status, mainly if they operate as sex workers or food vendors.
Equal Pay Act is an American law adopted in 1963. Its main provision is to prohibit discrimination on account of sex in the paying of wages nationwide ( S. 1409, 1963). As one of the defining laws regarding labor and employment in the USA, it is essential to know about both employees and managers. For example, a female employee without such knowledge may be convinced that she falls under the category not covered by the Act, such as outside salespeople, although there are no such categories since the Education Amendments of 1972. For a manager, knowing the Act is mainly about understanding the legal consequences of wage discrimination by gender.
Employee Branding
Employee branding is an approach to talent management created under the conditions of competition for talent. One may define employee branding as a set of attributes and qualities& that makes an organization distinctive, promises a particular kind of employment experience, and appeals to those people who will thrive and perform best in its culture (Bewrdwell, 2017, p. 150). Knowing about employee branding is crucial for managers and employees alike. For a manager, this knowledge may help to pursue a specific image of an organization consciously to improve its competitiveness. For a potential employee, it allows making informed choices by distinguishing between tangible qualities of the workplace and its abstract image promoted by employee branding.
Upward Appraisal
The upward appraisal is a type of performance appraisal in an organization. One may define it as the process in which the employees evaluate their managers performance (Brown & Redman, 2017). Both employees and managers may benefit from the knowledge of this concept. For example, employees should know that upward appraisal should be anonymous to minimize the chances of managerial retribution. Managers should be aware that upward appraisal is unlikely to succeed in small units or organizations unless they effectively promote truth-telling. It happens because smaller organizations make it easier to identify the responders, which is why they will likely opt for avoiding trouble rather than providing accurate feedback.
References
Beardwell, J. (2017). Talent management. In Beardwell, J., & Thompson, A. (Eds.), Human resource management: A contemporary approach (pp. 145-178). Pearson.
Brown, M., & Redman, T. (2017). Performance appraisal. Wilkinson, A., Redman, T., Dundon, T. (Eds.) (7th ed.), Contemporary human resource management (pp. 189-210). Pearson.
1409 (88th): An Act to prohibit discrimination on account of sex in the payment of wages by employers engaged in commerce or in the production of goods for commerce and to provide for the restitution of wages lost by employees by reason of any such discrimination. (1963). GovTrack. Web.
Womens entrance into those areas that have been closed for them before should become a reason for triumph. However, those areas usually create barriers to womens participation. The authors developed a content analysis to examine characteristics and trends of newspapers that reported sexual violence in the American army and find evidence of institutionalized issues regarding the treatment of women (Bell et al., 2017). They found, sampled, and analyzed 1955 newspaper articles about sexual crimes committed in the American army. The results showed that not all of the perpetrators and victims from the reports were connected to the military, and most of the victims were women. Besides, every year, the number of articles about sexism against women in the army increases significantly if there are major sexual scandals.
The study examines a number of newspaper articles from the years 1991-2013. The connection with the original research problem is that all the materials were about sexism and sexual harassment, assault, and violence in the military. The purpose of the article was to understand when and why the number of printed stories about sexism in the army increases and who are the main victims and perpetrators.
Sexual Harassment in the Military
Despite policy initiatives and extensive research, sexism remains to be a severe issue in the army. According to Harris et al. (2018), lack of data limits the opportunity of linking individual contexts with independent measures of the environment. A survey was the method of gathering statistics of sexual harassment in the army and its influence on the environment. Randomly chosen military personnel had to respond to several questions, including the following: Within the past 12 months, I have personally experienced an incident of sexual harassment within my current organization (Harris et al., 2018, p. 31). The answers allowed the author to understand and estimate the current situation.
The results demonstrate that reducing sexual harassment and gender-related behavior, promoting women, and creating working environments where complaints of sexism would be responded to quickly and taken seriously, helps to mitigate sexism. The survey proved that the compositions of units by rank, ethnicity, race, and sex do not influence significantly the likelihood of sexual harassment reports (Harris et al., 2018). However, enlisted personnel, Hispanics, and women are more likely to become sexually abused and report harassment experiences in the military.
This article studies the influence of the environment on the number of sexual assaults in the military. Moreover, it provides the definition of sexism, which includes generalized sexist or sexual behaviors or comments that embarrass, degrade, or insult women or men (Harris et al., 2018). The article states that an environment can be sexist, although the behaviors creating that situation may not constitute legally defined sexual harassment (Harris et al., 2018, p. 28). Another connection is that the participants were asked whether they have experienced sexism in the military.
Sexual Assault Prevention in the Military
Within the U.S. military, sexual harassment and assault are still rather significant and important concerns. Since there were previous programming efforts that did not work successfully and did not change the situation for the best, the authors of this article decided to discuss sexism in the military and provide several recommendations. To achieve the results, the authors of the article gathered some statistics and information. According to Gidycz et al. (2018), an estimated 14,881 U.S. service members experienced unwanted sexual contact in 2016, including 0.6% of men and 4.3% of women (p. 240). As for the chosen method, the authors decided to analyze several previous studies on sexual assault prevention, define their advantages and disadvantages to find the best recommendations; there were no participants in this study.
One of the described sexism prevention programs was the Mens Program. According to Gidycz et al. (2018), it may lower mens acceptance of rape myth, reduce their intent to commit sexual assault, and increase their empathy for female sexism victims. However, there was no concrete evidence that this program affected the likelihood of sexual harassment (Gidycz et al., 2018). As for the recommendations, which are the results of the article, they include focusing on the entire continuum of harm, engaging leaders at all levels, and incorporating alcohol in prevention plans and assessments.
The primary connection of this article to the original research problem is the provided recommendations. Since the studying issue is sexism in the military, the prompts of how to prevent and stop discrimination in the army are rather helpful. Thereby, the article lists and analyses several previous sexism prevention programs and the main issues of the situation, which is necessary to find proper solutions.
Women, regardless
The purpose of the article was to explore mens thoughts about their reaction to the presence of women and womens perception of their own skills and abilities. The online survey was created to estimate those areas where gender biases may stop women from becoming successful in Army culture (Trobaugh, 2018). The survey asked the army women, for example, if they struggled and received additional help. The results showed that, generally, female soldiers view of their abilities was positive (Trobaugh, 2018). Furthermore, most of those who trained women in warrior tasks reported that they trained women the same as they trained men (Trobaugh, 2018, p. 49). Hence, the is no sexist attitude towards those military women who participated in the survey.
The article examined whether women in the army face difficulties during training or studying. The author created an online survey and asked women if they were satisfied with the situation in the military. The level of sexism, at least regarding the gender-balanced environment and equal opportunities for male and female soldiers, proved to be positive. Hence, the connection to the original problem is that the article discusses the current sexism situation in the military.
Sexism as a Predictor of Attitudes Toward Women in the Military and in Combat
There is an opinion that military-affiliated individuals attitude toward women in the army is much more negative than civilians one. The purpose of this article was to prove that old-fashioned, modern, hostile, and benevolent sexism would each make unique contributions to the prediction of the differences in attitudes toward women in the army (Young & Nauta, 2013, p. 167). The method of the study was an anonymous online survey, and 316 students of a medium-sized public university in the Midwest responded to it. The results proved the opinion of civilian students having a more positive attitude toward women in the military. Besides, according to Young and Nauta (2013), every of all four forms of sexism made a unique contribution to the ability to predict the attitudes toward women in the army and combat. However, the contribution of benevolent sexism was rather positive.
This article studies sexism against women in the military with the help of an online survey. There were different scales in the survey like Women in the Military, Approval of women in combat roles, and Ambivalent Sexism Inventory (Young & Nauta, 2013). The authors analyzed and compared the attitudes of military-affiliated and civilian students. They studied how various forms of sexism contributed to the prediction of those attitudes.
References
Bell, K., Stein, S., & Hurley, R. (2017). When public institutions betray women: News coverage of military sexual violence against women 1991-2013. Journal of Interdisciplinary Feminist Thought, 10(1), 1-32.
Harris, R. J., McDonald, D. P., & Sparks, C. S. (2018). Sexual harassment in the military: Individual experiences, demographics, and organizational contexts. Armed Forces & Society, 44(1), 2543.
Gidycz, C. A., Wyatt, J., Galbreath, N. W., Axelrad, S. H., & McCone, D. R. (2018). Sexual assault prevention in the military: Key issues and recommendations. Military Psychology, 30(3), 240-251.
Trobaugh, E. M. (2018). Women, regardless: Understanding gender bias in U.S. military integration. JPME Today, 88, 46-53.
Young, L. M., & Nauta, M. M. (2013). Sexism as a predictor of attitudes toward women in the military and in combat. Military Psychology, 25(2), 166171.
The aim of this assignment is to summarize the research that has been done on LGBT discrimination, particularly in the workplace and during the recruiting process. Then, the foundation for additional research on the subject will be established, basing itself on the gaps in the existing works and the critique of their research design. Afterward, a forthcoming study will be proposed, complete with a research question and a hypothesis.
Problem Statement
The research on LGBT discrimination is extensive due to the continued relevance of this issue. Although public opinion has been shifting to a neutral or positive one in many countries (Adamczyk & Liao, 2019), LGBT people still face discrimination in many aspects of their lives, such as work. The nature of such discrimination depends on the so-called out status of the LGBT individual. Both states of in and out carry their respective benefits and drawbacks on the mental health of LGBT people (Suppes, Toorn, & Begeny, 2021). Notably, those who are openly lesbian or gay are more likely to be discriminated against at the hiring stage (Flage, 2018). These examples demonstrate how LGBT people are disadvantaged when it comes to work and social life. Therefore, the need to review the existing works on LGBT discrimination further arises.
Summary of Existing Literature
The first article to be explored deals with general LGBT discrimination, specifically, the pressure to be out . The article Identity Processes and Psychological Wellbeing upon Recall of a Significant Coming Out Experience in Lesbian, Gay and Bisexual People is authored by B. Lopes and R. Jaspal. The research question posed by the article is what effects remembering prior instances of coming out (disclosing ones sexual orientation) has on a sample of LGB individuals psychological health. The study reveals that remembering past painful coming-out experiences, particularly those involving a close partner, can have long-term psychological effects on the person.
To be reviewed next are the articles on the general discrimination of LGBT people in the workforce. The first of them is LGBT Workplace Inequality in the Federal Workforce: Intersectional Processes, Organizational Contexts, and Turnover Considerations by E. A. Cech and W. R. Rothwell (2020). The second one is Systemic Inequalities for LGBTQ Professionals in STEM, authored once again by E. A. Cech and T. J. Waidzunas (2021). These articles are grouped together as they both explore the difficulties LGBT people face at work and therefore pose similar research questions: how are LGBT employees disadvantaged in the sectors of federal workforce and STEM, respectively? Although vastly different job sectors were studied, the authors of both studies came to similar conclusions: LGBT people do face discrimination.
Three of the chosen articles focused on the process of hiring. Evaluations of LGBT Job Applicants: Consequences of Applying Out by K. B. Bryant-Lees and M. E. Kite (2019) explored whether it would affect hiring practices to disclose ones sexual orientation during job search. The authors came to the conclusion that LGBT status significantly lowers ones chances of being hired (Bryant-Lees & Kite, 2019).
While delving further into the topic of LGBT discrimination during hiring, researchers found that gender stereotypes related to jobs and workers play a significant role; the following two articles explore this connection. The first of them is The Influence of Sexual Orientation on the Perceived Fit of Male Applicants for Both Male- and Female-Typed Jobs by H. M. Clarke and K. A. Arnold (2018). The authors discovered that while a heterosexual man was rated highly suitable for a stereotypically male-typed job and not suitable for a female-typed one, a gay man was seen as less hireable for both types of jobs.
The next article covers a set of studies documented by R. J. Barrantes and A. A. Eaton, Sexual Orientation and Leadership Suitability: How Being a Gay Man Affects Perceptions of Fit in Gender-Stereotyped Positions (2018). This work researched how gay men are perceived when applying for positions of leadership and found that gay people are more favorably rated for feminine-typed leadership positions. The perceived overlaps and discrepancies between the two studies seem interesting for future exploration.
Critique of Research Design & Analyses
The articles selected seem to have a pattern to them based on topics and the research design. Namely, both articles that focused on the workforce utilized correlational design in the form of taking surveys and examining the resulting data for correlations. Meanwhile, all three articles that researched the process of hiring used experimental design, specifically, between-subjects design. The choice of experimental design for hiring studies seems to be connected to the relative shortness of this process, therefore calling for experiments that can reproduce a typical situation. In contrast, correlational design fits the studies that aim to gather a large amount of information on a set topic, i.e., the current satisfaction of LGBT people working in STEM. This pattern provides material for further studies. For example, a type of research design typically assigned to a certain topic could be used to explore another.
APA Principles & Standards
The authors of the articles reviewed state that the participants were informed and willing in adherence to the APA Principle of Assessment. R. J. Barrantes and A. A. Eaton directly invoke the APA standards and assure their compliance. The study by K. B. Bryant-Lees and M. E. Kite mentions that consent was provided directly by the participants before the experiment. H. M. Clarke and K. A. Arnold reiterate that the subjects of the study provided written consent, while B. Lopes and R. Jaspal used an online consent form. Only E. A. Cech and W. R. Rothwells work (2020) does not mention informed consent. However, this is improved in later works, as in 2021, E. A. Cech and T. J. Waidzunas state that the participants were informed about the survey on its landing page. Undoubtedly, the Standards set by the APA should be upheld in further studies on the subject.
Gaps in the Literature
Although six articles are barely enough to cover the current research on LGBT issues, they may be used to point out existing gaps in it. Of the three reviewed articles that researched the hiring issues of LGBT people, two focused on the experiences of gay male participants. However, LGBT as a term comprises many other groups, such as lesbian, bisexual, and transgender people. Further works that would look into the issues of these demographics could be beneficial for the integrity of LGBT research. Additionally, as the results of the study of R. J. Barrantes and A. A. Eaton and that of B. Lopes and R. Jaspal seemed to simultaneously overlap and differ, it seems the topic of hiring LGBT discrimination still has room for research.
Theoretical Considerations
As we have established, there are still questions unanswered regarding the discrimination of LGBT people at work and elsewhere. A framework through which one could address these questions is C. Ridgeways theory of status beliefs. According to the theory, status beliefs are cultural precepts that favor one social group over others by giving them greater authority, competence, and skills (Ridgeway, 2001). Through the lens of these concepts, one could obtain an explanation for subtle forms of occupational segregation (Ridgeway, 2001). To explain further, the status beliefs could be the reason behind the difficulties LGBT people face during the job search. Therefore, this method of describing workplace discrimination against LGBT people can be applied to the hiring process.
Research Question, Variables, and Hypothesis
Based on all of the above, the research question for the future study would be: to what extent does peoples LGBT+ status impact how others perceive them in terms of professionalism, hiring, and overall assessment? The dependent variable would be the perceptions of individuals in terms of their professionalism, hiring, and overall assessment. Conversely, the independent variable would be peoples LGBT+ status. As the reviewed studies have demonstrated, it is expected that peoples LGBT+ status can significantly influence how other individuals perceive these people.
This will be the hypothesis for the given research; it is going to demonstrate that if a persons LGBT+ status is revealed, then they would be likely to suffer from discriminatory attitudes. Moreover, the study would employ correlational design in the form of a survey. Informed participants identifying as LGBT would be posed questions regarding which positions they apply to, whether they are open about their LGBT-status, and how well they are assessed in correlation with the previous two questions.
Conclusion
After having reviewed six articles, the groundwork for a new study based on C. Ridgeways theory of status beliefs regarding LGBT discrimination has been laid. To explore the difficulties LGBT people meet while being hired, a survey is proposed to gather information about their experiences with the process. The future studys main draw would be a research method that is unconventional for the topic, as well as conflicting previous works on the subject.
Barrantes, R. J., & Eaton, A. A. (2018). Sexual orientation and leadership suitability: How being a gay man affects perceptions of fit in gender-stereotyped positions. Sex Roles, 79, 549564. Web.
The racial issue remained the main problem of American society, and the Supreme Court legally secured the right of states to segregate. In the South, the Jim Crow Laws were in effect, which infringed on the rights of national minorities, and the southern society consisted of two small worlds. In the southern states, segregation intensified due to the adoption of racial laws.
For example, Virginias Racial Integrity Act of 1924, which was passed by the Virginia General Assembly, divided American society into two parts, such as whites and people of color (Heim). This obliged to indicate in an official document the persons origin on a racial basis and mixed marriages were prohibited. The law explicitly stated that one who does not have an impurity of other blood could be called a white person (Heim). A non-white individual was a person with a drop of African American or Native American blood.
These types of legislative regulations and policies strengthened the level of discrimination to a higher degree. One world was for whites, and the other for minorities and in some areas where people of different races lived, the housing tax and rent were higher. This circumstance contributed to the emergence of criminal black regions in which poor African Americans lived. The reputation of these areas forced the whites to bypass them, and the division was present in the hiring.
Promising places were given to whites, and ethnic minorities were provided with unskilled work. African American people responded in the same way to whites, and often, this caused tension in society. Thus, I believe that these changes were major contributing factors for institutionalizing racism to the core of society. The main reason is that even non-racist white people were forced to discriminate African Americans and other people of color because the law itself supported oppression.
All the good that society has to offer, especially income, wealth, prestige, and power, is distributed unevenly. Stratification is the central system of inequality in the distribution of social goods and responsibilities. However, there are additional stratification systems racial, ethnic, and gender. Any ethnic culture contains a set of ideas about other peoples and their representatives, which results in stereotypes among representatives of one community with another. This essay will analyze stratification, prejudice, and discrimination that exist in the authors social environment.
Considering my social environment, I can say that my life, work, and recreation places have different levels of stratification. Recreation sites have more diverse representation and integrated space across ethnicity, race, income, gender, sexual orientation because various people are keen on the same hobbies and leisure activities that I have. Although disability and age variables might not be found as widely represented due to limits that exist for specific events. Looking at life and worksites, the situation is less optimistic since places have stratification and are separated based on income, race, and ethnicity when it comes to different areas nearby my house and work. I believe that separation occurs due to the unequal distribution of social goods across diverse communities. Stratification can also arise due to the existence of prejudice and biases towards people of different backgrounds that did not allow them to develop their careers and families at the same level as others could.
It can be stated that the situation is influenced by various factors, including federal funding distribution, educational exclusion, family socialization, personal choices, and class inequalities. Reporters note that despite different policies that authorities were implementing, the stratification is rising steadily in education opportunities, career achievements, and other areas (Weiss & Garcia, 2017). The wealthiest people are getting richer faster, the gap between upper-middle-class and lower-income families is rising, consequently influencing the rise of biases towards other community members (Horowitz, Igielnik & Kochhar, 2020).
The stratification for my community looks heterogeneous based on income, gender, and age. I believe that there is a lack of ethnic and racial representation across my community and neighboring work facilities. Public institutions and places, such as colleges, work, neighborhoods, have a higher tendency to bring various people together and are becoming more heterogeneous, in my view. There are times when I notice both implicit and explicit prejudice and discrimination when I am in contact with people of different backgrounds. For instance, I heard from some people that they think that females are not good at math, while males are, and men are thought to be better leaders for companies. I also noticed that some people were punished unfairly because people had implicit stereotypes towards the ethnicity and race of another person. These issues do not go away quickly, even if we are trying to be unbiased.
To address problems with stratification, prejudice, and discrimination in the workplace, I would suggest establishing and reinforcing a zero-tolerance workplace program that highlights the necessity to avoid bias that sometimes people have unconsciously. Cases of racism and discrimination should be minimized by explicitly stating what a zero-tolerance workplace means and the consequences for the expression of unjust behavior towards others (Mayhew, no date). I would also suggest educating employees on the principles of equality that exist in the US in the form of the Civil Rights Act that emphasizes that people must avoid prejudice and discrimination. These reinforcement policies might help employers to ensure that employees understand their actions and results.
To conclude, one can say that stratification, prejudice, and discrimination are serious issues that exist throughout ages and generations. However, the situation should change as the diversity, and broader representation of people of different races, ethnicity, age, disabilities might result in better collaboration across communities and better working results. Thus, public institutions and communities should find proper policies and programs that would help people understand the value of diversity and comprehensive socialization.
References
Garcia, E., & Weiss, E. Education inequalities at the school starting gate. Economic Policy Institute, 2017, Web.
Horowitz, J., Igielnik, R. & Kochhar, R. Trends in income and wealth inequality. Pew Research Center, 2020, Web.
Mayhew, R. Workplace programs that reduce racism and discrimination. Chron, 2020. Web.