Diversity In Professions
Position Advancement and Diversity
Chamberlain College of Nursing
SOCS 350: Culture and Diversity in Professions
Spring B, 2014
Maria is a hardworking, dedicated employee who has recently been passed up for a promotion opportunity at her place of occupation. Maria states that she feels discrimination played a key role in the decision to choose a different individual for the position. Maria states she is the only woman and only ethnically diverse individual who also has a different accent than her workplace peers. Even though she has less than perfect evaluations, Maria states that the evaluations are further proof of the discriminating practices at the company in which she is employed.
The company’s response to the allegation of discrimination …show more content…
Due to past complaints, actions, and civil suits, there has been legislation placed into practice to protect the American people from persecution and penalty due to discrimination and judgment. The U.S. Equal Employment Opportunity Commission states that the American law “forbids discrimination when it comes to any aspect of employment, including hiring ,firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment” (U.S. Equal Employment Opportunity Commission, 2014). This law is addressed by the American Federal Equal Employment Opportunity Laws as Title VII of the Civil Rights Act of 1964. Subsequent laws and legislature have followed to address other similar areas of discernment including equal pay, age discrimination, and disability discrimination (U.S. Equal Employment Opportunity Commission, 2009). The American public has learned through past incidences and regulation on how to improve situations of discrimination in …show more content…
The first issue discussed is the presence of Maria’s certain accent. Although Maria was born and raised in the United States, there is this constant mention of a rapid and aggressive accent. Perhaps Maria has an accent that is very specific to a location that is particular. Although her place of employment might make suggestions of speech classes and verbal improvement seminars, they do not have grounds to deny her a position based on her accent. Maria is protected by the previously stated legislation in regards to discrimination with accents.
There might also be issues of addressing and expressing herself in colloquialism, jargon, or slang. As defined by the Merriam-Webster dictionary, colloquialism is “a local or regional dialect” (Merriam-Webster, 2014). Maria should take the initiative to always speak in a professional manner, including enunciation and clarification. Maria’s employer can and should have aided her during her 10 years of employment in conquering a difficult accent by giving her education opportunities for success, instead of denying her growth prospects because of the
Chamberlain College of Nursing
SOCS 350: Culture and Diversity in Professions
Spring B, 2014
Maria is a hardworking, dedicated employee who has recently been passed up for a promotion opportunity at her place of occupation. Maria states that she feels discrimination played a key role in the decision to choose a different individual for the position. Maria states she is the only woman and only ethnically diverse individual who also has a different accent than her workplace peers. Even though she has less than perfect evaluations, Maria states that the evaluations are further proof of the discriminating practices at the company in which she is employed.
The company’s response to the allegation of discrimination …show more content…
Due to past complaints, actions, and civil suits, there has been legislation placed into practice to protect the American people from persecution and penalty due to discrimination and judgment. The U.S. Equal Employment Opportunity Commission states that the American law “forbids discrimination when it comes to any aspect of employment, including hiring ,firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment” (U.S. Equal Employment Opportunity Commission, 2014). This law is addressed by the American Federal Equal Employment Opportunity Laws as Title VII of the Civil Rights Act of 1964. Subsequent laws and legislature have followed to address other similar areas of discernment including equal pay, age discrimination, and disability discrimination (U.S. Equal Employment Opportunity Commission, 2009). The American public has learned through past incidences and regulation on how to improve situations of discrimination in …show more content…
The first issue discussed is the presence of Maria’s certain accent. Although Maria was born and raised in the United States, there is this constant mention of a rapid and aggressive accent. Perhaps Maria has an accent that is very specific to a location that is particular. Although her place of employment might make suggestions of speech classes and verbal improvement seminars, they do not have grounds to deny her a position based on her accent. Maria is protected by the previously stated legislation in regards to discrimination with accents.
There might also be issues of addressing and expressing herself in colloquialism, jargon, or slang. As defined by the Merriam-Webster dictionary, colloquialism is “a local or regional dialect” (Merriam-Webster, 2014). Maria should take the initiative to always speak in a professional manner, including enunciation and clarification. Maria’s employer can and should have aided her during her 10 years of employment in conquering a difficult accent by giving her education opportunities for success, instead of denying her growth prospects because of the