Wednesday, June 4, 2008

Other Prevalent Issues as Race Discrimination

Race discrimination may be considered as one of the most common forms of discrimination in the workplace. Despite growing cultural diversity in today’s workforce, it seems unimaginable to realize that racial prejudice still exists.

The article, "Weight Bias is as Prevalent as Racial Discrimination, Study Suggests", posted on March 28, 2008, brings to one’s attention the growing occurrence of discrimination against obese or overweight people, particularly women.

According to Rudd Center for Food Policy & Obesity at Yale University, discrimination against obese and overweight people is rising and as prevalent as race discrimination in the workplace.

In order to arrive at this conclusion, the research team obtained data regarding this type of discrimination and compared it with the existing information on race discrimination from the National Survey of Midlife Development. The results revealed that weight bias is as prevalent as race discrimination in the workplace.

The study also showed that women are more likely to experience this type of discrimination and other forms of interpersonal maltreatment than men are.

Most alarming, the author of the research study also indicated that weight bias is more common than all the types of discrimination such as those based on age, gender, physical disability, sexual orientation, and religious beliefs.

To prevent discrimination, here are some of the laws enacted to guarantee the protection of one’s rights:

  • Age Discrimination in Employment Act of 1967 - Prohibits employment age discrimination against individuals who are at least forty, but less than sixty-five years old.
  • Americans with Disabilities Act of 1990 - Title I and V prohibit employment discrimination against qualified individuals who have disabilities, because of their disabilities.
  • Civil Rights Act of 1964 - Title VII prohibits discrimination in compensation, terms, conditions, or privileges of employment, because of race, color, religion, sex, or national origin.
  • Civil Rights Act of 1991 - Amends the Civil Rights Act of 1964, to strengthen and improve Federal civil rights laws, provide monetary damages in cases of intentional employment discrimination, and for a variety of other reasons.
  • Rehabilitation Act of 1973 - Sections 501 and 505 prohibit discrimination against qualified individuals with disabilities who work in the Federal government.
  • Equal Pay Act of 1963 - Prohibits wage discrimination between men and women who work jobs that require equal skill, effort, and responsibility, in the same establishment and under similar working conditions.