How do I select the preferential treatment policy?
Select the preferential treatment policy that is likely to raise the least serious ethical challenge: Identify the arguments that have NOT been used to support or refute the ethical legitimacy or preferential hiring policies:
What is the litmus test for preferential treatment?
Essentially, the litmus test to determine whether or not preferential treatment is illegal is whether it violates any state or federal law regarding a discriminatory practice.
Is a defendant’s explanation unworthy of credence?
See Reeves, 530 U.S. at 147 (“Proof that the defendant’s explanation is unworthy of credence is simply one form of circumstantial evidence that is probative of intentional discrimination, and it may be quite persuasive.
When could the use of a professionally developed examination not be used?
That the use of a professionally developed examination could not be used if it had a discriminatory effect. Which of the following statements is true concerning African American police officers? a. Frequently, black officers were allowed to patrol only in black areas and to arrest only other black citizens. b.
What is discrimination short answer?
Discrimination is the unfair or prejudicial treatment of people and groups based on characteristics such as race, gender, age or sexual orientation. That's the simple answer.
What is the meaning of implicit bias?
We have a bias when, rather than being neutral, we have a preference for (or aversion to) a person or group of people. Thus, we use the term “implicit bias” to describe when we have attitudes towards people or associate stereotypes with them without our conscious knowledge.
What are the main causes of discrimination?
People may be discriminated against because of their age, disability, ethnicity, origin, political belief, race, religion, sex or gender, sexual orientation, language, culture and on many other grounds.
What are some examples of implicit bias?
A common example of implicit bias is favouring or being more receptive to familiar-sounding names than those from other cultural groups. Implicit bias doesn't mean that inclusivity is not one of our values. It means that we are not aware of how our own implicit bias can impact our actions and decisions.
What is overt bias?
An overt bias is one that can be seen in the data at hand-for instance, prior to treatment, treated subjects are observed to have lower incomes than controls. A hidden bias is similar but cannot be seen because the required information was not observed or recorded.
What is implicit bias quizlet?
implicit bias refers to the attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious manner. These biases, which encompass both favorable and unfavorable assessments, are activated involuntarily and without an individual's awareness or intentional control.
What are the 3 types of discrimination?
Race, Color, and Sex Color discrimination can occur within the same ethnic group. So does that mean that individuals of the same race can discriminate against another because of different skin pigmentation?
What are the 4 types of discrimination?
The 4 types of DiscriminationDirect discrimination.Indirect discrimination.Harassment.Victimisation.
What is discrimination quizlet?
discrimination. the practice of treating one person or group differently from another in an unfair way. outcast.
What is the difference between implicit bias and unconscious bias?
There is no difference between implicit bias and unconscious bias. They're simply two different terms for the same thing. Both refer to our tendency to make judgements based on prejudice and assumptions, rather than indisputable facts and data.
What is meant by confirmation bias?
confirmation bias, the tendency to process information by looking for, or interpreting, information that is consistent with one's existing beliefs. This biased approach to decision making is largely unintentional and often results in ignoring inconsistent information.
What is meant by unconscious bias?
Unconscious biases are social stereotypes about certain groups of people that individuals form outside their own conscious awareness. Everyone holds unconscious beliefs about various social and identity groups, and these biases stem from one's tendency to organize social worlds by categorizing.
What is the "reasonable person" standard for judging the severity of workplace sexual harassment?
The "reasonable person" standard for judging the severity of workplace sexual harassment may mean what the average person considers reasonable, and that understanding may simply ingrain notions of reasonable behavior fashioned by the male offenders, and may fail to adequately address injustice. True.
Is it true that young white men are being unfairly harmed by being denied equal access?
One response made to young white males who claim that they did not cause the harm done by part discrimination and, therefore, are being unfairly harmed by being denied equal access is that they are simply being denied something they did not deserve i.e., an unfair competitive advantage. True.
Is there a strong political consensus in favor of local environmental, labor, and consumer regulation?
True. There is no strong worldwide political consensus in favor of local environmental, labor, and consumer regulation, so there is no opposition to free trade agreement and the WTO that will be major engines for deregulation. False. Defenders of the "Golden Straitjacket" policies argue that poor nations are free to reject such policies as, ...
Why are there multiple protected bases of discrimination?
Multiple protected bases of discrimination can be raised by the same set of facts, both because negative stereotypes and biases may be directed at more than one protected basis at a time, and because certain protected bases overlap considerably. Thus, for example, a discrimination complaint by an “Asian Indian” can implicate race, color, and national origin, (28) as can, for example, a complaint by a Black person from an African nation, or by a dark-skinned Latino. For Title VII purposes, the question is whether any prohibited factors led to an adverse employment action, alone or combined.
What is the title of the federal law that prohibits discrimination against a person?
Title VII prohibits employment discrimination against a person because of cultural characteristics often linked to race or ethnicity, such as a person’s name, (18) cultural dress and grooming practices, (19) or accent or manner of speech.
What is disparate treatment?
Disparate treatment discrimination occurs when race or another protected trait is a motivating factor in how an individual is treated. Disparate impact discrimination occurs when a neutral policy or practice has a significant negative impact on one or more protected groups, and either the policy or practice is not job-related and consistent with business necessity or there is a less discriminatory alternative and the employer has refused to adopt it.
What is Title VII discrimination?
A. NATIONAL ORIGIN. In forbidding “national origin” discrimination, Title VII prohibits the denial of equal employment opportunity because of the place of origin of an individual or his or her ancestors, or because an individual has the physical, cultural, or linguistic characteristics of a national origin group.
What are the physical characteristics of discrimination?
Physical Characteristics: Employment discrimination based on a person’s physical characteristics associated with race, such as a person’s color, hair, facial features, height and weight.
Is failure to provide a work environment free of racial harassment a form of discrimination under Title
Failing to provide a work environment free of racial harassment is a form of discrimination under Title VII. Liability can result from the conduct of a supervisor, coworkers, or non-employees such as customers or business partners over whom the employer has control. (118)
Can race be used as a screening criterion?
The process of screening or culling recruits presents another opportunity for discrimination. Race obviously cannot be used as a screening criterion. Nor may employers use a screening criterion that has a significantly disparate racial impact unless it is proven to be job related and consistent with business necessity.
Understanding Preferential Treatment and Favoritism
- Preferential treatment and favoritism exist when a manager or supervisor clearly demonstrates preferential treatment or additional positive rewards to one person over others that are based on their gender, race, ethnicity, age, sexual preference, or other protected class and do not relate to their performance. While it may seem unfair, it is not il...
When Preferential Treatment Is Illegal
- Essentially, the litmus test to determine whether or not preferential treatment is illegal is whether it violates any state or federal law regarding a discriminatory practice. If an employer, manager, or supervisor treats an employee differently because of their age, disability, race, religion, gender, or sex, the preferential treatment or favoritism is illegal.
Illegal Discrimination
- If an employer makes a decision regarding employment, promotion, bonuses, or other decisions related to the job it must be based upon the work done by the employee and not on any protected characteristics. For example, an employer does not have the legal right to hire a Christian person over a Jewish person simply because they are Christian or refuse to promote someone because …
Sexual Discrimination
- The Equal Employment Opportunity Commission and California’s Department of Fair Employment & Housing Act require that if an employer shows preferential treatment against a female employee solely because of their gender this is an illegal act under federal law. If male employees receive better training opportunities, are promoted automatically or unfairly, or receive higher sal…
Illegal Retaliation
- If a manager, supervisor, or employer punishes an employee as a result of their legal reporting of an illegal practice in the workplace, this will rise to the level of illegal retaliation. In these instances, if a supervisor or manager fails to promote or provide the same amount of compensation to a worker that engaged in whistleblowing actions or other protected forms of re…
Building A Discrimination Case Against An Employer
- In order to build a strong case of discrimination against your employer for illegal discrimination, you must provide evidence that suggests that the discrimination was much more than simple preferential treatment or favoritism. As a result, you may need to have concrete examples of when another person received bonuses, additional compensation, access to training, or other benefits …
Contact v. James Desimone Law
- If you believe that your employer has engaged in illegal discrimination practices that far surpass simple preferential treatment of certain employees or favoritism, you may have the legal right to pursue compensation under the law. Contact our employment discrimination attorneystoday at V. James DeSimone Law and learn more about your legal rights in the workplace, and how you ma…