Workplace Hiring Practices & Inequality

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), pro

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ies of the policy to lead to hiring of less-qualified or less-productive women and minorities. Part of their conclusion includes these comments: In reality, however, "Affirmative Action" can incorporate and influence a wide variety of activities by employers. These include "outreach" or special recruitment efforts; changes in screening practices; changes in hiring, pay, or promotion standards; and special assistance programs to members of "protected groups" who are hired...The present paper differs from previous work on Affirmative Action by attempting to go inside the black box, providing a fuller answer to the question, "What does affirmative action do?" (Holzer & Neumark, 2000, 240). The survey showed that great --sometimes-exceptional -- care is taken in the initial interview to determine that there is no suggestion that any of the questions are being used to discriminate on the basis of national origin, religion, race, age, sex, or disability. These types of inquiries are prohibited under various discrimination laws, including Title VII, ADEA, and ADA. Disability-related inquiries and medical examinations are permitted only after a conditional offer of employment has been extended to a job applicant (McKelway, 1996)
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Some common words found in the essay are:
ADA Disability-related, Affirmative Action, Labor American, Institute UPS, Bart Hass, Labor Commission, Rights Act, Nelson Bridges, Holzer Neumark, Europe Brewster, affirmative action, gender inequality, equal employment, equal employment opportunity, employment opportunity, hiring process, sex segregation, title vii, rights act, rothman 1998, civil rights, civil rights act, vii civil rights, burchell scott 1994, rights act 1964,
Approximate Word count = 3089
Approximate Pages = 12 (250 words per page)

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