Diversity - Ch. 3
The ______ also prohibits age-based harassment, retaliation for complaining about or filing a claim of discrimination, and employment decisions based on stereotypes about one's ability based on age.
ADEA
Under the ______, employers of twenty or more people, including state and local governments, employment agencies, and labor organizations are prohibited from discrimination on the basis of age in employment-related matters.
ADEA
Executive Orders for __________________ (EO 11246 in 1965 and 11375 in 1966) Require employers to take affirmative steps to prevent discrimination in employment, including taking proactive measures to ensure hiring and promotion of minorities (men and women) and women (White and women of color).
Affirmative Action
__________________________ are written programs or plans that help employers identify areas in which women, minorities, persons with disabilities, and Vietnam-era veterans are underutilized in the employers ' workforce.
Affirmative action programs (AAP)
The ______________________________________ prohibits employment-related discrimination against persons who are aged 40 and over, which is an important issue for the millions of aging baby-boomers in the United States.
Age Discrimination in Employment Act (ADEA)
The passage of the ____________________________ in 1990 affects more employers than did the earlier statute. The stated purpose of the ADA is to "establish a clear and comprehensive prohibition of discrimination on the basis of disability." Unlike the RA, the ADA does not require _____________________.
Americans with Disabilities Act (ADA), affirmative action
____________________________________ of 2008 Emphasizes that the definition of disabilities should be construed broadly and should not generally require extensive analysis, making it easier for those seeking protection under the ADA to establish a disability. Expands the meaning of "major life activities" to include episodic impairments or those in _________.
Americans with Disabilities Act Amendments Act, remission
A plastics product manufacturer will pay $170,000 to settle a _______________________ lawsuit brought by the EEOC. The EEOC charged that Polycon Industries violated federal law by refusing to promote female employees into its higher-paying production positions. The EEOC also charged that Polycon considered gender when placing new hires into entry-level positions, to the detriment of ______ new hires, who were overwhelmingly placed into lower-paying entry-level jobs.
sex discrimination, female
Under the CRA the damages any one person can receive are limited to maximums of: ● _____________ for employers having between 15 and 100 employees ● ____________ for employers having between 101 and 200 employees ● _____________ for employers having between 201 and 500 employees ● _____________ for employers having over 500 employees.
$50,000, $100,000, $200,000, $300,000
Most of the important U.S. legislative, judicial, and executive branch decisions that have affected diversity in organizations emerged in the early ______ and continued through the end of the twentieth century.
1960's
For sex as a _____________, for example, an employer could legitimately require that women model evening gowns, that a male be hired to play a leading man in a movie, or that women work in dressing or changing rooms in a lingerie shop.
BFOQ
__________________________________ refer to certain situations in which employers may require that all employees hold a certain characteristic.
Bonafide occupational qualifications (BFOQs)
_________________________ is the process by which social entities — families, friends, organizations, the media — form and shape expectations of acceptable behaviors (and jobs) for men and women.
Gender role socialization
______________________________ occurs when an apparently neutral, evenly applied job policy or employment practice has a negative effect on the employment of people belonging to protected classes.
Disparate or adverse impact
_______________________ occurs when an applicant or employee is treated differently because of membership in a protected class.
Disparate treatment
_______________________ (1863) Freeing slaves allowed Blacks the opportunity to work for wages rather than as slaves.
Emancipation Proclamation
Title VII created the ____________________________, which began operating on July 2, 1965. Their mission is to "promote equality of opportunity in the workplace and enforce federal laws prohibiting employment discrimination."
Equal Employment Opportunity Commission (EEOC)
_________________ of 1963 Requires women and men to be paid equally for equal work.
Equal Pay Act
___________________________ of 1993 Allows certain employees to take up to ___ weeks unpaid leave to care for a spouse, child, or parent, or for a personal illness. Employers must maintain employees' benefits and offer the same or a substantially similar job upon employees' return from leave. In _____, broadened the definition of son or daughter to include those performing parental roles,including same-sex partners, grandparents, and others.
Family and Medical Leave Act, 12, 2010
________________________________ of 2008 Prohibits the use of genetic information, including family medical history, in ____________ decisions; restricts the acquisition of genetic information; prohibits harassment based on genetic information; and prohibits the disclosure of genetic information.
Genetic Information Non-discrimination Act, employment
_________________________ of 2009 Restores the pre-Ledbetter position of the EEOC that with every discriminatory paycheck, a new ____ starts for the 180-day (or 300-day) period to file a claim.
Lilly Ledbetter Fair Pay Act, clock
__________________________________ of 1990 An amendment to the ADEA of 1967. Prohibits employers from denying benefits to older workers but allows reductions in benefits based on age, as long as the employers' costs of providing benefits to older workers are the same as their costs for providing benefits to younger workers.
Older Workers Benefit Protection Act
The __________________________________ is an amendment to the ADEA of 1967. It prohibits employers from denying benefits to older workers but recognizes that it is more expensive to provide some benefits,such as life or disability insurance, to older workers. Thus, this act allows employers to ________ benefits based on age, as long as the employers ' costs of providing benefits to older workers are the same as the costs of providing benefits to younger workers.
Older Workers Benefit Protection Act (OWBPA), reduce
____________________ Was an amendment to Title VII that clarifies Title VII ' s prohibition against discrimination on the basis of sex, including pregnancy, childbirth, and related medical conditions. Requires employers to treat pregnancy similarly to other temporary disabilities for medical and benefits-related purposes.
Pregnancy Discrimination Act of 1978
_____________________________ includes such things as job restructuring, modifying work schedules, providing readers or interpreters, or other accommodations. Importantly, research indicates that accommodations are usually free or cost less than $100.
Reasonable accommodation
__________________________ Precursor to the ADA. Prohibits discrimination against federal employees with disabilities and requires the federal government and contractors to take affirmative action in the hiring, placement, and advancement of people with disabilities and to make reasonable accommodations to allow them to work.
Rehabilitation Act of 1973
________________ takes place when at least 70% of incumbents in a particular job are male or female. Employer stereotyping and steering are contributors to sex-segregated jobs, the issue in the Polycon Industries case, settled in 2010.
Sex segregation
______________________ is unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that explicitly or implicitly interferes with a person's employment, unreasonably interferes with her or his work performance, or creates an intimidating, hostile, or offensive work environment.
Sexual harassment
_________________________________ of 1967 Prohibits employment-related discrimination against persons aged 40 or older.
The Age Discrimination in Employment Act
________________________, an amendment to the Fair Labor Standards Act (FLSA) of 1938, was the first major act relevant to diversity in organizations. Because the act covers those who are also covered by the FLSA, virtually all ______________ are subject to the provisions of the Equal Pay Act, which was an attempt to address pay inequities between men and women. Jobs are considered to be equivalent, or substantially similar, when they require similar skill, effort, and responsibility, are in the same organization, and are performed under similar conditions.
The Equal Pay Act of 1963, employers
______________________________ prohibits discrimination against employees and applicants with disabilities when they work for or apply to the federal government or government contractors. The RA also requires the federal government to take ___________________ in the hiring, placement, and advancement of people with disabilities, similar to that for women and minorities.
The Rehabilitation Act of 1973 (RA), affirmative action
_____________________________ requires federal contractors take affirmative action for disabled veterans and Vietnam war and other veterans.
The Vietnam Era Veterans' Readjustment Assistance Act (1974)
EEOC Guidelines on Sexual Harassment 1980 Defines sexual harassment, formally acknowledging it as a form of sex discrimination prohibited by Section 703 of ____________, and suggests affirmative steps employers may take to prevent sexual harassment.EEOC Guidelines on Sexual Harassment 1980 Defines sexual harassment, formally acknowledging it as a form of sex discrimination prohibited by Section 703 of Title VII, and suggests affirmative steps employers may take to prevent sexual harassment.
Title VII
__________ of the Civil Rights Act of 1964 Prohibits discrimination on the basis of race, color, religion, sex, or national origin in employment-related matters.
Title VII
___________________________ is considered to be the most comprehensive act in terms of diversity and civil rights. It prohibits discrimination on the basis of race, color, religion, sex (including sexual harassment or pregnancy discrimination), and national origin in employment-related matters.
Title VII of the Civil Rights Act of 1964
__________________________________ of 1974 Prohibits discrimination against Vietnam-era and other veterans and requires affirmative action for them.
Vietnam Era Veterans ' Readjustment Assistance Act
Civil Rights Act of 1991 An amendment to Title VII of the CRA of 1964. Provides for ________________ and ___________ damages (limited to $300,000) in cases of intentional discrimination and harassment; allows for jury trials; extends the cover-age of act to U.S. citizens working abroad for U.S. companies; established Glass Ceiling Commission (now disbanded).
compensatory, punitive
An individual with a __________ is a person who has a physical or mental impairment that substantially limits one or more of his or her life activities,has a record of such an impairment, or is regarded as having such an impairment.
disability
Common stereotypes about abilities, traits, or performance of people belonging to certain groups may lead to _____________________; for example, the stereotype that women have limited math skills could result in women purposely not being assigned to jobs requiring math skills.
disparate treatment
Refusing to hire Blacks as restaurant servers or men as child care workers constitutes ______________________, also referred to as intentional discrimination.
disparate treatment
Executive Order 8802 (1941) Requires ________________________________ for all American citizens,regardless of race, creed, color, or national origin.
equal employment opportunities
Americans with Disabilities Act of 1990 Prohibits employment-related discrimination against people with physical and mental disabilities for employers of ________ or more people in the private sector and in state and local government. Requires employers to make reasonable accommodation for those otherwise qualified to work but does not require _______________ for people with disabilities.
fifteen, affirmative action
The EEOC defines _______________ in employment settings as "bothering, tormenting, troubling, ridiculing, or coercing" a person because of race,color, religion, sex, national origin, disability, or age, all of which forms are increasing in frequency.
harassment
In __________________ harassment , unwelcome sexual conduct has the "purpose or effect of unreasonably interfering with job performance,or creating an intimidating, hostile, or offensive working environment."
hostile environment
Lewd jokes, sexually explicit posters, or sexual comments could constitute __________________ sexual harassment.
hostile environment
As with many federal agencies, many of the EEOC's resources are allocated to helping organizations comply with the law, rather than focused on _____________ them for violations. One of these resources is EEOC guidelines issued to educate employers (and thus prevent illegal actions).
penalizing
In ___________________ harassment, managers, supervisors, or others with authority make sexual demands, and submission to or rejection of those demands is used as a basis for employment decisions (such as promotion,termination).
quid pro quo
To be covered by the ADA, individuals (employees or applicants) must be qualified to perform the essential (but not marginal) functions of the job in question, with or without ______________________________.
reasonable accommodation
People are ___________ to view certain jobs as appropriate for women and others as appropriate for men.
socialized
