This paper will address the question of whether or not there is inequality in today's workplace. It begins with an overview of the laws that are currently in place to prevent inequality, and then looks at the reality of the workplace. The challenge for any business today is to be able to remain both objective and subjective concerning the impact that Federal and State laws have on the practices of hiring, training, selecting, placing, and evaluating employees to achieve equality in the workplace. Although this paper will concentrate on the hiring process, the other practices will be addressed briefly.
Equal Employment Opportunity (EEO) comprises a series of statutes enacted over the years designed to prohibit workplace discrimination of many sorts. Title VII of the Civil Rights Act of 1964, as amended, makes it illegal to discriminate in employment based on race, color, religion, sex, or national origin (Perrone, 1997).
Section 501 of the Rehabilitation Act of 1973, as amended, makes it illegal to discriminate against federal employees and applicants for employment based on disability. Federal agencies are required to make reasonable accommodations to the known physical and mental limitations of qualified employees or applicants with disabilities (Burchell & Scott, 1994). Section 501 also requires affirmative action for hiring, placement, and promotion of qualified individuals with disabilities.
The Equal Pay Act, as amended (1991), prohibits employers from discriminating on the basis of sex in the payment of wages where substantially equal work is performed under similar working conditions.
The Age Discrimination in Employment Act, as amended,
protects people 40 years of age and older by prohibiting age
discrimination in hiring, discharge, pay, promotions, and other terms and conditions of employment.
Although the guidelines of these laws are directed toward Federal Agencies, they have been expanded and ar...