in Your Judgment, Was The Historical Shift in Emphasis From Intentional/isolated

1.
In your judgment, was the historical shift in emphasis from intentional/isolated

discrimination to nonintentional/institutionalized discrimination good or bad? Justify your
judgment?
Ans. The historical shift in emphasis from intentional/isolated discrimination to

nonintentional/institutionalized discrimination is not good because it has increased the extent
to which discrimination is made. During the last century an important shift occurred from
seeing discrimination primarily as an intentional and individual matter to seeing it as a
systematic and not necessarily intentional feature of institutionalized corporate behavior. We
can estimate whether an institution or a set of institution is practicing discrimination against a
certain group by looking at statistical indicators of how the members of that group are
distributed within the institution.
For Example:-
Women are given more priority during hiring and selection process. Likewise an issue was
raised in California where a man raised issue in a call center that they were mostly hiring
women. Some of the men working there were also paid less salary then women.
Likewise during the selection of a Director asking job-irrelevant qualification requirements,

hiring by personal connections, and seniority-based selection.
2. Research your library or the Internet (e.g. the Census Bureau puts its statistics on the World
Wide Web at www.census.gov) for statistics published during the last year that tend to
support or refute the statistical picture of racism and sexism developed in Sector 7.2 of the
text. In view of your research and the materials in the text, do you agree or disagree with the
statement, “There is no longer evidence that discrimination is widely practiced in the United
States”. Explain your position fully.
Ans. The gap between the classes and race is still great in United States of America. The
evidence that discrimination is widely practiced in United States can be seen from the Census
1
table given at the following link. I will provide the answer after consulting sir.
http://www.census.gov/hhes/www/cpstables/032010/hhinc/toc.htm
3. Compare and contrast the three main kinds of arguments against racial and sexual job
discrimination. Which of these seem to you to be the strongest? The weakest? Can you think
of different kinds of arguments not discussed in the text? Are there important differences
between racial discrimination and sexual discrimination?
Ans. The three main kinds of arguments against racial and sexual job discrimination are Civil
Rights Act of 1964, Executive Order 11246 and Equal Employment Opportunity 1972.
 Civil Rights Act of 1964:-
The federal Civil Rights Act of 1964, Title VII, prohibits employers from discriminating
against job seekers and employees on the basis of race, religion, sex, pregnancy, and national
origin. Private employers with less than 15 employees are not subject to the Act. However,
some states do not set numerical limits. California, for example, prohibits racial or sexual
discrimination no matter how few workers the company employs.
 Executive Order 11246:-
Executive Order requires companies doing business with the federal government to take steps
to redress racial imbalance in workforce. It emphasizes on the equality given on all the
aspects of employment given to someone.
 Equal Employment Opportunity 1972:-
Equal Employment Opportunity urge employers not to adversely single out employees or
applicants on the basis of age, race, gender, sex, sexual orientation, national origin, disability,
religion, or various other reasons. Federal and state statutes make up most of the employment
discrimination laws. Prohibited discriminatory practices include bias in hiring and firing;
compensation, assignment, or classification of employees; transfer, promotion, layoff, or
recall; job advertisements; recruitment; testing; use of company facilities; training and
2
apprenticeship programs; fringe benefits; pay, retirement plans, and disability leave;
retaliation; and various types of harassment. This means having workplace rules, policies,
practices and behaviors that are fair and do not disadvantage people because they belong to
particular groups. In such an environment, all workers are valued and respected and have
opportunities to develop their full potential and pursue a career path of their choice.
According to me Equal Employment Opportunity is the strongest one because it lays the
foundation for every company big or small to practice I and not discriminate anyone on the
basis of sex or race e.t.c.
4. Compare and contrast the main arguments used to support affirmative action programs. Do
you agree or disagree with these arguments? If you disagree with an argument, state clearly
which part of the argument you think is wrong, and explain why it is wrong.
Ans. An affirmative program is designed to ensure the proportion of minorities within an

organization matches their proportion in the available workforce.
The main arguments used to support affirmative action program are
 Utilitarian arguments, which claim that discrimination leads to an inefficient use of human
resource. Discriminating among job applicants on the basis of race, sex, religion or other
characteristics unrelated to job performance is necessarily inefficient and, therefore contrary
to utilitarian principles
 Rights arguments, which claim that discrimination violates basic human rights. Kantian
theory, for example, holds that human being should be treated as ends and never used merely
as means. This principle means that each individual has a moral right to be treated as a
freeperson equal to any other person and that all individuals have a correlative moral duty to
treat each individual as a free and equal person
3
 Justice arguments, which claim that discrimination results in an unjust distribution of
society’s benefit and burdens.
 Form of compensation is based on the idea of compensatory justice. It defend affirmative

action on the basis of the principle of compensation, the principle requires that compensation
should come only from those specific individuals who intentionally inflicted a wrong, and it
requires them to compensate only those specific individuals whom they wronged.
Today, many businesses have done the affirmative action, which can reduce the effects of
past discrimination. This action is designed to achieve a more representative distribution of
minorities
5. “If employers only want to hire the best qualifies young white males, then they have a right
to do so without interference, because these are their businesses”. Comment on this
statement.
Ans. In my opinion the employers have the right to hire the best candidate for their organization
but differentiating them on the basis of colour that is white or black e.t.c is not ethically
correct. According to the job requirement they can make a criteria for selecting a candidate
based on their educational and professional experience not rather their skin colour.
Likewise IBA and LUMS students are preferred in most MNCs operating in Pakistan
because of their reputation and the amount of exposure their student receives that lead to
their building of professionalism and decision making skills. This is not a bias thing since
they are hiring people best suitable for their organization but if they precisely take someone
from the university due to extraordinary (PR) or something like that then it won’t be right.

in Your Judgment, Was The Historical Shift in Emphasis From Intentional/isolated

Uploaded by

Copyright:

Available Formats

in Your Judgment, Was The Historical Shift in Emphasis From Intentional/isolated

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

in Your Judgment, Was The Historical Shift in Emphasis From Intentional/isolated

Uploaded by

Copyright:

Available Formats

1.

In your judgment, was the historical shift in emphasis from intentional/isolated

Ans. The historical shift in emphasis from intentional/isolated discrimination to

Likewise during the selection of a Director asking job-irrelevant qualification requirements,

 Civil Rights Act of 1964:-

 Executive Order 11246:-

 Equal Employment Opportunity 1972:-

Ans. An affirmative program is designed to ensure the proportion of minorities within an

The main arguments used to support affirmative action program are

 Form of compensation is based on the idea of compensatory justice. It defend affirmative

You might also like