Chapter 6 Race tfc narrated ppt 012013 narrated 02012013 tfc

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Chapter 6 Race and Color Discrimination TFC Cyber-excerpt:

Chapter 6 Race and Color Discrimination TFC Cyber-excerpt McGraw-Hill/Irwin Copyright © 2012 by The McGraw-Hill Companies, Inc. All rights reserved .

Introduction:

Introduction Race is the first of the prohibited categories in Title VII A 2008 USA Today/Gallup poll found 51 percent of whites, 59 percent of Hispanics, and 78 percent of blacks thought that racism against blacks is widespread Race discrimination claims account for one-third of the EEOC total claims

Evolving Definitions of Race:

Evolving Definitions of Race With regard to Title VII, race has been almost exclusively about African-Americans and whites Discrimination against other groups considered primarily under the national origin category Race vs. national origin

EEOC’s Revised Race/National Origin Guidance:

EEOC’s Revised Race/National Origin Guidance New forms of discrimination are emerging Issue of race discrimination in America is multidimensional EEOC receives race and color discrimination charges alleging multiple or intersecting prohibited bases such as age, disability, gender, national origin, and religion

EEOC’s E-RACE Initiative:

EEOC’s E-RACE Initiative Why Do We Need E-RACE? Most frequently filed claims with the EEOC are issues related to race 2005 Gallup poll 31 percent of Asian Americans surveyed reported having witnessed or experienced incidents of discrimination Color discrimination is on the rise

EEOC’s Revised Race Guidance:

EEOC’s Revised Race Guidance Title VII’s prohibition encompasses Ancestry Physical characteristics Race-linked illness Culture and perception Association Subgroup or “race plus” “Reverse” race discrimination

General Considerations:

General Considerations Title VII was enacted primarily in response to discrimination against blacks in the country, but the act applies equally to all Race discrimination against any group is equally prohibited under Title VII McDonald v. Santa Fe Transportation

Recognizing Race Discrimination:

Recognizing Race Discrimination The latest EEOC statistics for FY 2010 35.890 percent of the total charges were based on race Employers often unable to recognize behaviors that may be interpreted as race discrimination

Recognizing Race Discrimination:

Recognizing Race Discrimination Unusual manifestations of race discrimination Vaughn v. Edel Bradley v. Pizzaco of Nebraska, Inc., d/b/a Domino’s Pizza Chandler v. Fast Lane, Inc.

Racial Harassment:

Racial Harassment To hold an employer liable for racial harassment, the employee must show that the harassment was: Unwelcome Based on race So severe or pervasive that it altered the conditions of employment and created an abusive environment There is a basis for imposing liability on the employer

Racial Harassment:

Racial Harassment May arise from the employer imposing terms or conditions of employment based on race Best approach for employers Maintain a workplace where such activities are not condoned Take all racial harassment complaints seriously Take immediate corrective action

A Word About Color:

A Word About Color Color is one of the five categories included in Title VII as a prohibited basis for discrimination. Color has been a divisive issue for as long as African-Americans have been in the U.S. Color discrimination can exist among people of the same race Color still matters a great deal in the workplace

EEOC’s Color Guidance:

EEOC’s Color Guidance What is “Color” Discrimination? Title VII prohibits employment discrimination based on “color” The statute does not define “color” It occurs when a person is discriminated against based on the lightness, darkness, or other color characteristics Race and color are not synonymous

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