Employment Discrimination

The chart below shows the amount of leisure time enjoyed by men and women of different employment status. Write a report for a university lecturer describing the information shown below. You should write at least 150 words. You should spend about 20 minutes on this task. model answer: The chart shows the number of hours of leisure enjoyed by men and women in a typical week in 1998-9, according to gender and employment status. Among those employed full-time, men on average had fifty hours of leisure, whereas women had approximately thirty-seven hours. There were no figures given for male part-time workers, but female part-timers had forty hours of leisure time, only slightly more than women in full-time employment, perhaps reflecting their work in the home. In the unemployed and retired categories, leisure time showed an increase for both sexes, as might have been expected. Here too, men enjoyed more leisure time over eighty hours, compared with seventy hours for women, perhaps once again reflecting the fact that women spend more time working in the home than men. Lastly, housewives enjoyed approximately fifty-four hours of leisure, on average. There were no figures given for househusbands! Overall, the chart demonstrates that in the categories for which statistics on male leisure time were available, men enjoyed at least ten hours of extra leisure time. Employment Discrimination Employment Discrimination By: OpenStaxCollege Discrimination involves acting on the belief that members of a certain group are inferior solely because of a factor such as race, gender, or religion There are many types of discrimination but the focus here will be on discrimination in labor markets, which arises if workers with the same skill levels—as measured by education, experience, and expertise—receive different pay receive different pay or have different job opportunities because of their race or gender Earnings Gaps by Race and Gender A possible signal of labor market discrimination is when one group is paid less than another [link] shows the average wage of black workers as a ratio of the average wage of white workers and the average wage of female workers as a ratio of the average wage of male workers Research by the economists Francine Blau and Laurence Kahn shows that the gap between the earnings of women and men did not move much in the 1970s, but has declined since the 1980s According to the U.S Census, the gap between the earnings of blacks and whites diminished in the 1970s, but has not changed in 50 years In both gender and race, an earnings gap remains 1/11 Employment Discrimination Wage Ratios by Sex and Race The ratio of wages for black workers to white workers rose substantially in the late 1960s and through the 1970s, but has not changed much since then The ratio of wages for female to male workers changed little through the 1970s, but has risen substantially since the 1980s In both cases, a gap remains between the average wages of black and white workers and between the average wages of female and male workers Source: U.S Department of Labor, Bureau of Labor Statistics An earnings gap between average wages, in and of itself, does not prove that discrimination is occurring in the labor market We need to apply the same productivity characteristics to all parties (employees) involved Gender discrimination in the labor market occurs when women are paid less than men despite having comparable levels of education, experience, and expertise (Read the Clear It Up about the sex-discrimination suit brought against Wal-Mart.) Similarly, racial discrimination in the labor market exists when racially diverse employees are paid less than their coworkers of the majority race despite having comparable levels of education, experience, and expertise To bring a successful gender discrimination lawsuit, a female employee must prove that she is paid less than a male employee who holds a similar job, with similar educational attainment, and with similar expertise Likewise, someone who wants to sue on the grounds of racial discrimination must prove that he or she is paid less than an employee of another race who holds a similar job, with similar educational attainment, and with similar expertise What was the sex-discrimination case against Wal-Mart? In one of the largest class-action sex-discrimination cases in U.S history, 1.2 million female employees of Wal-Mart claimed that the company engaged in wage and promotion discrimination In 2011, the Supreme Court threw out the case on the grounds that the group was too large and too diverse for the case to be considered a class action suit Lawyers for the women regrouped and are now suing in smaller groups Part of the difficulty for the female employees is that the court said that pay and promotion decisions were made by local managers and were not necessarily policies of the company as a whole Consequently, female Wal-Mart employees in Texas are arguing that their new suit will challenge the management of a “discrete group of regional district and store managers.” They claim these managers made biased pay and promotion decisions However, in 2013, a smaller California class action suit against the company was again rejected by a federal district court On other issues, Wal-Mart made the news again in 2013 when the National Labor Relations Board found Wal-Mart guilty of illegally penalizing and firing workers who took part in labor protests and strikes Wal-Mart has already paid $11.7 million in back wages and compensation damages to women in Kentucky who were denied jobs due to their sex 2/11 Employment Discrimination Investigating the Female/Male Earnings Gap As a result of changes in law and culture, women began to enter the paid workforce in substantial numbers in the mid- to late-twentieth century By 2013, 58.6% of adult women held jobs while 71.2% of adult men did Moreover, along with entering the workforce, women began to ratchet up their education levels In 1971, 44% of undergraduate college degrees went to women; by 2013, women received 56% of bachelor’s degrees In 1970, women received 5.4% of the degrees from law schools and 8.4% of the degrees from medical schools By 2013, women were receiving 47.2% of the law degrees and 48.3% of the medical degrees These gains in education and experience have reduced the female/male wage gap ...The graphs below show the numbers of male and female workers in 1975 and 1995 in several employment sectors of the republic of Freedonia. Write a report for a university teacher describing the information shown.You should write at least 150 words. You should spend about 20 minutes on this task. model answer: The two decades between 1975 and 1995 brought significant changes in the representation of women in Freedonia's work force, according to the graphs. In 1975, for example, some 300 000 men and 250 000 women worked in the communications sector. Twenty years later, though the number of men remained unchanged, the number of women rose to 550 000. A similar situation was seen in the wholesale and retail trade sector, where the number of women rose from about 550 000 in 1975 to almost 800 000 two decades later. The number of men in this sector remained stable over the period, at around 700 000. Women also made gains in both the finance/banking industries and in the defence-related public sector. Whereas some 125 000 women worked in finance and banking institutions in 1975, the number increased to 450 000 by 1995. The number of men grew only marginally from 425 000 to 480 000 over the same period. In defence, the number of men declined from 225 000 to 200 000, while the number of women rose from 25 000 to over 100 000. Two sectors that retained stable employment numbers for both men and women were manufacturing, which had about 300 000 women and 650 000 men in both surveyed years, and the public sector (non-defence), which employed 650 000 women and 850 000 men. Thus, women appear to have made gains in the Freedonian work force but not at the expense of men. (243 words) Application for Employment Our policy is to provide equal employment opportunity to all qualified persons without regard to race, creed, color, religious belief, sex, age, national origin, ancestry, physical or mental disability, or veteran status. Ngày ______________ Last name ________________________ First name ________________ Middle name________ Street Address _________________________________________________________________ City _____________________ State _______ ZIP _______ Telephone ___________________________ Social Security # ___________________________ Position applied for __________________________________________ How did you hear of this opening? __________________________________________ When can you start? _____________________ Desired Wage $______________ Are you a U.S. citizen or otherwise authorized to work in the U.S. on an unrestricted basis? (You may be required to provide documentation.)  Yes  No Are you looking for full-time employment?  Yes  No If no, what hours are you available? ______________ Are you willing to work swing shift?  Yes  No Are you willing to work graveyard?  Yes  No Have you ever been convicted of a felony? (This will not necessarily affect your application.)  Yes  No If yes, please describe conditions. __________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ Education School Name and Location Year Major Degree High School ________________________________________ ______ ______ ______ College ___________________________________________ ______ ______ ______ College ___________________________________________ ______ ______ ______ Post-College _______________________________________ ______ ______ ______ Other Training ______________________________________ ______ ______ ______ In addition to your work history, are there other skills, qualifications, or experience that we should consider? ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ Employment History (Start with most recent employer) Company Name ________________________________________________________________ Address ____________________________________ Telephone _________________________ Date Started ___________ Starting Wage ____________ Starting Position ________________ Date Ended _____________ Ending Wage ____________ Ending Position ________________ Name of Supervisor ____________________________________ May we contact?  Yes  No Responsibilities _______________________________________________________________ _____________________________________________________________________________ Reason for leaving ______________________________________________________________ Company Name ________________________________________________________________ Address ________________________________________ Telephone _____________________ Date Started ____________ Starting Wage ____________ Starting Position _______________ Date Ended _____________ Ending Wage ____________ Ending Position ________________ Name of Supervisor ____________________________________ May we contact?  Yes  No Responsibilities ________________________________________________________________ ______________________________________________________________________________ Reason J. Sci. & Devel., Vol. 11, No. 2: 260-268 Tạp chí Khoa học và Phát triển 2013. Tập 11, số 2: 260-268 www.hua.edu.vn 260 NON-FARM EMPLOYMENT AND HOUSEHOLD INCOME: A CASE STUDY OF HANOI'S PERI-URBAN AREAS Trần Quang Tuyến 1,2 * and Steven Lim 2 1 University of Economics and Business, Vietnam National University, Hanoi 2 Waikato Management School, University of Waikato, New Zealand Email*: qtt1@waikato.ac.nz/Email: tuyentq@vnu.edu.vn. Received date: 19.02.2013 Accepted date: 18.04.2013 ABSTRACT This paper investigates the relationship between non-farm employment and household income in Hanoi's peri- urban areas. The findings showed that the vast majority of the sample households participate in non-farm activities and income from these sources mainly contributes to total household income. Factors affecting household income were examined using multiple regression models and the findings confirm the important role of non-farm employment in improving household income. In addition, some other asset-variables such as education, access to credit, farmland and productive assets were found to have positive effects on household income. Based on the empirical results, this paper proposes some policy implications that may help households improve their income. Keywords: Informal and formal wage work, household income, non-farm participation. Việc làm phi nông nghiệp và thu nhập của nông hộ: Trường hợp nghiên cứu vùng ngoại thành Hà Nội TÓM TẮT Bài viết nghiên cứu mối quan hệ giữa việc làm phi nông nghiệp và thu nhập hộ gia đình vùng ven đô Hà Nội. Kết quả chỉ ra rằng phần lớn các hộ gia đình trong mẫu khảo sát tham gia vào hoạt động kinh tế phi nông nghiệp và thu nhập từ hoạt động này đóng góp phần lớn cho thu nhập của các hộ. Các nhân tố tác đông tới thu nhập hộ gia đình được nghiên cứu bằng việc sử dụng mô hình hồi quy đa biến và kết quả đã khẳng định tầm quan trọng của việc làm phi nông nghiệp trong việc nâng cao thu nhập hộ gia đình. Bên cạnh đó, chúng tôi phát hiện rằng một vài biến số khác như giáo dục, tiếp cận tín dụng, đất đai và tài sản sản sản xuất có tác động tích cực tới thu nhập hộ gia đình. Dựa vào kết quả thực nghiệm, bài viết đề xuất một vài hàm ý chính sách có thể giúp nâng cao thu nhập của hộ gia đình. Từ khóa: Tham gia phi nông nghiệp, thu nhập hộ gia đình, việc làm công phi chính thức và chính thức. 1. INTRODUCTION Literature on rural non-farm employment has indicated the importance role of non-farm employment in the income generation of rural households in developing countries. Income from rural non-farm activities accounted for between 20 and 75 percent of total income with an average of about 47 percent in developing countries (Carletto et al., 2007). In Vietnam rural areas, the non-farm sector has been increasingly important in the past decade. The share of non-farm employment increased from 20 percent in 2001 to 40 percent of the total employment in 2011 and around 37 percent of total rural households earned their main income from non-farm sources (GSO, 2011). Econometric evidence has shown that rural non-farm participation is a determinant of poverty reduction and household welfare in Vietnam (Pham ey al., 2010; Van de Walle & Cratty, 2004). Van de Walle and Cratty (2004) found that the probability of falling into poverty is substantially higher among households who Trần Quang Tuyến and Steven Lim 261 do not participate in non-farm self-employment activities. Moreover, as estimated by Pham et al. (2010), on average and ceteris paribus, the shift of a Recognizing Discriminatory Pre-Employment Inquiries John M Ybarra Workforce System Equal Opportunity Officer Kansas Department of Commerce Disclaimer: The information contained herein is prepared in summary form for educational purposes and does not constitute legal advice which may often turn on specific facts What is a Pre-Employment Inquiry?     Employment Interview Questions Employment Application Questions Job Advertisement Language Recruitment Brochure Language, etc Federal Anti-Discrimination Laws     Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, sex and national origin The Americans with Disabilities Act prohibits discrimination against qualified individuals with disabilities The Age Discrimination in Employment Act protects individuals 40 years of age or older The Equal Pay Act protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination What is Employment Discrimination?  Employment discrimination occurs when job applicants and employees are treated unfairly based on their race, color, ethnicity, gender, sex, national origin, religion, age, disability, or genetics  Each of these categories is known as a “protected group” or “protected status.” Disparate Treatment Discrimination Intentionally treating applicants or employees from a protected group differently than others Examples:  Evaluating responses by black applicants differently than white applicants  Testing female applicants differently than male applicants  Asking job applicants about their past or current medical conditions, or requiring certain job applicants to take medical exams Disparate Treatment Illegally Screening Applicants A company executive contacts an employment agency to hire a new administrative assistant saying she wants to interview candidates with excellent clerical skills who relate well with high level executives The agency searches the resume database which produces 50 qualified candidates To reduce this to a more manageable number the agency refines the search to eliminate candidates living in mostly Black or Latino zip codes This is Disparate Treatment and violates title VII of the Civil Rights Act Adverse Impact Discrimination Neutral employment practices that unintentionally discriminate against a protected group Examples:  Height and weight requirements  Educational requirements  Physical agility tests How is this discriminatory though? Adverse Impact Occurs…    When height and weight requirements unrelated to job performance exclude women and persons with disabilities When employers require an educational level that does not match the job duties and it negatively impacts persons of color When physical agility tests unrelated to job performance exclude women and persons with disabilities Valid Business Necessity Defense to Discrimination A valid business necessity is a job requirement that excludes a particular group but is necessary for safe and efficient job performance “Job Related and Consistent with Business Necessity” Examples:  Height requirements for pilots  Age requirement for FBI agents  Commercial pilots must have 500 flight hours and a college degree Bona Fide Occupational Qualification Defense to Discrimination A job requirement that can only be met by applicants of a certain sex, religion, age or national origin Examples:  A French Restaurant hires only French Chefs  Only males can work as a men’s room attendant  Employees must be 21 years old to serve alcohol  Applicant must be of a certain religion to be a clergy member *Race and Color can never be a BFOQ 10 Health/Disability Inquiries Inadvisable Language “Must not have a disability” “Must not be predisposed to a disease or illness” “Have you undergone a psychiatric evaluation?” “Do you have any disabilities?” “How much alcohol you drink each week?” “Have you ever filed for workers compensation?”  Employers may not ask ... of 1991 6/11 Employment Discrimination provides monetary damages in cases of intentional employment discrimination The Pregnancy Discrimination Act of 1978 was aimed at prohibiting discrimination. .. Rights Act of 1964 prohibits employment discrimination based on race, color, religion, sex, or national origin The Age Discrimination in Employment Act of 1967 prohibited discrimination on the basis... social attitudes about discrimination Visit this website to read more about wage discrimination Public Policies to Reduce Discrimination A first public policy step against discrimination in the