e now in existence in many states, and are the law for private industry.
To stay within the law regarding race, American management has had to deal with the following: Title VII of the Civil Rights Act of 1964; The Civil Rights Act of 1991; The Americans with Disabilities Act (ADA); The Rehabilitation Act; The Vietnam Era Veterans' Readjustment Assistance Act of 1974; The Equal Pay Act of 1963 & 1991; The Age Discrimination in Employment Act (ADEA); Harassment law; the Equal Employment Opportunity Commission (EEOC); The Office of Federal Contract Compliance Programs (OFCCP); State Human Rights Commission.
Most observers of the American scene concur that there are, despite the numerous Federal programs in place to ensure non-discrimination in the workplace, numerous examples of inequalities in the American workplace. Evidence shows that workers are being discriminated against in the following areas:
Gender (women still earn less than men for doing the same work)(Blau & Beller, 1988; Holzer & Neumark, 2000)
Race (minorities still earn less than Caucasians in almost all industries) (Burchell & Scott, 1994)
Age (the difficulties of finding a job when the applicant is past 40 are well documented).
Sexual Preferences (Gays and lesbians tend to suffer job discrimination more than heterosexual employees)(Lorber, 1998).
Education (there is growing evidence that people without computer skills are being discriminated against) (Scott, 1998).
To give this essay sufficient focus, only one of these areas will be analyzed, that of gender equality. Of these areas of discrimination, there is more evidence concerning gender inequality that is most often found in work settings. Many forms of gender inequality exist. These include sex segregation, differences in authority, and inequities in promotions and pay.
Reskin and Padavic (1994), argue that there are three dimensions involved in gender inequality: sexual di...