Chapter 2 Flashcards
the commission created by title 7, investigates job discrimination complaints
equal employment opportunity commission
steps taken to eliminate present effects of past discrimination
affirmative action
responsible
office of federal contract compliance programs
the act requiring equal pay for equal work, regardless of sex
equal pay act of 1963
the act prohibiting arbitrary age discrimination and specifically protecting individuals over 40 years old
age discrimination act in employment act of 1967
the act requiring certain federal contractors to take affirmative action for disabled persons
vocational rehabilitation act of 1973
an amendment to title vII of the civil rights act that prohibits sex discrimination based on pregnancy, childbirth, or related medial conditions.
pregnancy discrimination act
guidelines issued by federal agencies charged with ensuring compliance with equal employment federal legislation explaining recommended employer proocedures in detail
uniform guidelines
persons such as minorities and women protected by equal opportunity laws
protected class
the act that places the burden fo proof back on employers and permits compensatory and punitive damages
civil rights act of 1991
a discrimination allegation case in which the employer argues that the employment action taken was motivated not by discrimination, but by some nondiscriminatory reason such as ineffective performance
mixed-motive case
the act requiring employers to make reasonable accommodations for disabled employees, it prohibits discrimination against disabled persons
Americans with disabilities act
those who can carry out the essential functions of the job
qualified individuals
harassment on the basis of sex that has the purpose or effect of substantially interfering with a persons work performance or creating an intimidating, hostile work enviornment
sexual harrassment
the act that provides that a person who commits a crime of violence motivated by gender shall be liable to the party injured
federal violence against women act of 1994
the overall impact of employer pratices tha result in significantly higher percentages of members of minorities and other protected groups being rejected for employment
adverse impact
discrepancy between rates of rejecction of members of a protected group
disparate rejection rates
minority selection rate less than 80% of that for the group with highest rate is evidence of adverse impact
4/5ths rule
demonstration that an employers hiring practices exclude protected group
restricted policy
requirement that an employee be of a certain religion, sex, or national origin where that is reasonably necessary to normal operation
bona fide occupational qualification
gnevance procedure that provides for binding arbitration as the last step
alternative dispute resolution or adr program
variety of multiplicity of demographic features that characcterize a companys workforce
diversity
ascribing specific behavioral traits to individuals based on their membership in a group
sterotyping
taking specific actions toward a person based on the persons group
discrimination
seeking minorities to fill high profile positions rather than seeking full representation of the group
tokenism
tendency to view members of other social groups less favorably
ethnocentrism
tendency to associate women with certain jobs
gender-role stereotypes
maximizing diversity’s potential benefits while minimizing problems
managing divesity
an affirmative action strategy that emphasizes identifying and eliminating obstacles to hiring and promoting women and minorities
good-faith effort strategy
white males are discriminated against due to afirmative action
reverse discrimination
