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Discrimination in the workplace is legal issue that is been affecting my field of practice. Our office has been experiencing an increasing discrimination complaints. Under the Civil Rights Act (Pub. L. 88–352, 78 Stat. 241., outlaws discrimination based on race, color, religion, sex, and national origin.
The audience affected by workplace discrimination is the employees. The employees are the individuals mostly affected by discrimination, as it decreased the credibility of the organization.
I selected this topic because I was employed with organization that had a discrimination case filed on them. As a recruiter within the human resource department, I observed the internal damage and decline of credibility the company suffered.

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The Equal Employment Opportunity Commission (EEOC) provides federal and state regulation. The EEOC provides investigation into discrimination complaints, education to prevent discrimination, and guidance to the federal/state government on all aspects of equal employment.

I’ve learned few things about the EEOC that I wasn’t aware of. First, the EEOC doesn’t investigate companies of 15 more employees. Those organizations with less than 15 employees’ files complaints with the local workforce commission. Secondly, I learned that American workers employed by U.S. organizations oversees enjoy the same broad protections as workers in the U.S. The EEOC has the accountability to review discrimination complaints on the federal and state level.

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The Federal and state constitution laws for discrimination is Civil Rights Act of 1964 § 7, 42 U.S.C. § 2000e et seq (1964)

·       The prohibits discrimination based on race, color, religion, sex or national origin.

·       Title VII prohibits not only intentional discrimination, but also practices that have the effect of discriminating against individuals because of their race, color, national origin, religion, or sex.

·       After President Kennedy assassination on November 22, 1963, President Johnson pushed the bill forward. The United States House of Representatives passed the bill on February 10, 1964, and after a 72-day filibuster, it passed the United States Senate on June 19, 1964.

·       The laws are enforced by the Equal Employment Opportunity Commission (EEOC), which makes it unlawful for organizations to discriminate against employees and job applicants on the bases of race, color, religion, sex, national origin, disability, or age.

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The Age Discrimination in Employment Act of 1967 statue.

The ADEA prohibits employment discrimination against persons 40 years of age or older (Pub. L. 90-202) (ADEA). https://www.eeoc.gov/statutes/age-discrimination-employment-act-1967

·       The statue prohibits discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual's age.

·       The Senate and House of Representatives of the United States of America in Congress assembled, that this Act may be cited as the Age Discrimination in Employment Act of 1967.

·       The EEOC shall undertake studies and provide information to labor unions, management, and the general public concerning the needs and abilities of older workers.

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The Supreme Court decision in Price Waterhouse v. Hopkins, 490 U.S. 228 (1989), that employment discrimination based on sex stereotypes is recognized as unlawful sexual discrimination under Title VII of the Civil Rights Act of 1964. https://www.findlaw.com/civilrights/discrimination/employment-discrimination-u-s-supreme-court-cases.html, https://supreme.justia.com/cases/federal/us/490/228/

Ann Hopkins sued her employer Price Waterhouse when it refused to offer her partnership.

Employer to her she should walk more femininely, talk more femininely, and have her hair styled.

US Supreme Court rule that treating a female employee differently because she didn’t conform to a gender stereotype was sex discrimination.

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Federal regulation protects U.S. workers in multiple variation of workplace discrimination. The Age Discrimination in Employment Act of 1967 (Pub. L. 90-202) (ADEA)The Federal discrimination laws are for every phases of employment, including the interview process, job listing, and even to termination. The EEOC regulations implement the federal workplace discrimination laws and are found in the Code of Federal Regulations (CFR) https://www.findlaw.com/employment/employment-discrimination/age-discrimination-in-employment-act-of-1967.html
·       It is unlawful for an employer to discriminate against an individual in any aspect of employment because that individual is 40 years old or older

·       It is illegal to discriminate in any aspect of employment, including: compensation, assignment, or classification of employees; other terms and conditions of employment.

·       Denying employment opportunities to a person because of marriage to, or association with, an individual of a particular race, religion, national origin, or an individual with a disability.

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Texas discrimination policy states employers should classify an employee or applicant for employment in a manner that would deprive or tend to deprive an individual of any employment opportunity or adversely affect in any other manner the status of an employee. (Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.) Discrimination policy Employers can't discriminate based on race, color, disability, religion, sex, national origin. The organization must not fail or refuse to hire applicants, discharge employees, or otherwise discriminate in compensation. Tarrant Cnty. Coll. Dist. v. Sims, No. 05-20-00351-CV, 2021 BL 85983, 5 (Tex. Ct. App. Mar. 10, 2021).]

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Workplace discrimination has the potential to lead to ethical liability within my organization. An employee felt discriminated by the organization because of his native American roots. Violating an employee’s civil rights exposes the organization to legally liability by the employee. (42 U.S.C. § 1981)

An organization’s executive team and managers need to acknowledge and accept the problem first. Without full buy-in, messaging will fall flat, and strategies won’t stick.

Hire an outside expert who’s skilled in organizational change. This person should gather data on the make-up of the employee population, consider how the leadership team reflects the ratios, and make recommendations for incremental changes.

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The padlet is an informative assignment that illustrates some workplace discrimination in the U.S. In this assignment, you’ll find examples of workplace discrimination, who regulates the laws, landmark discrimination cases and ways to prevent them. Below are ways that organizations. https://www.eeoc.gov/initiatives/e-race/best-practices-and-tips-employees

·Avoid race-based or culturally offensive humor or pranks. When in doubt, leave it outside the workplace.

·Respect cultural and racial differences in the workplace.

·Be professional in conduct and speech.

·Be pro-active. Report incidents of inappropriate, discriminatory, harassing or abusive behavior to your supervisor, Human Resources department, union, or management.

·Refuse to initiate, participate, or condone discrimination and harassment.

·Familiarize yourself with the company's workplace policies and act responsibly.

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My person connection is that I work within the human resource department in my organization. I’ve witness how workplace discrimination can cause problem internally and how it affects the individual employee. Legally, discrimination hurts the credibility and reputation of an organization. Ethically, discrimination destroy the integrity and environment of an organization.

I learned more about the Civil Rights Act (Pub. L. 88–352, 78 Stat. 241, and the affected it have on private organizations in the south. This assignment made me realize there’s more work to be done within my organization to prevent workplace discrimination.

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In recruitment, One ethical issue that impacts my profession is candidates lying on their resume. In human resource , we’ve seen an increase in applicants fabricate experience, skills and education on their resumes. In any cases, lies are exposed after employees is onboard. As a result, employees face more severe consequences like being terminated for fabricating on their resume. https://www.goodhire.com/resources/articles/how-to-tell-if-a-candidate-is-being-dishonest-on-r esume/ Discrimination in the workplace is legal issue that is been affecting my field of practice. Our office has been experiencing an increasing discrimination complaints. Under the Civil Rights Act (Pub. L. 88–352, 78 Stat. 241., outlaws discrimination based on race, color, religion, sex, and national origin.