1. Chapter 18-1 Chapter 18 BUSINESS & SOCIETY Ethics and Stakeholder Management Carroll & Buchholtz 6e Business and Society: Ethics and Stakeholder Management, 6e Carroll & Buchholtz Copyright ©2006 by South-Western, a division of Thomson Learning. All rights reserved Prepared by Deborah Baker Texas Christian University  EMPLOYMENT DISCRIMINATION and AFFIRMATIVE ACTION

2. Chapter 18-2 1. Chronicle the U.S. civil rights movement and minority progress for the past 50 years. 2. Outline the essentials of the federal discrimination laws. 3. Provide two different meanings of discrimination and give examples of how each might be committed. 4. Elaborate on employment discrimination relating to race, color, national origin, sex, age, religion, and disability. 5. Identify the different postures with respect to affirmative action, explain the concept of reverse discrimination, and provide an overview of the Supreme Court’s decisions on affirmative action. Chapter 18 Outcomes

3. Chapter 18-3 Chapter 18 Outline  The Civil Rights Movement and Minority Progress  Federal Laws Prohibiting Discrimination  Expanded Meanings of Discrimination  Issues in Employment Discrimination  Affirmative Action in the Workplace  Summary

4. Chapter 18-4 Title VII of the Civil Rights Act of 1964: Prohibits discrimination in hiring and other aspects of employment on the basis of race, color, religion, sex, or national origin. Age Discrimination in Employment Act of 1967: Protects workers 40 years old and older from arbitrary age discrimination. Equal Pay Act of 1963: Prohibits sex discrimination in payment of wages to women and men who perform substantially equal work. Rehabilitation Act of 1973, Section 503: Prohibits job discrimination on the basis of a handicap. Americans with Disabilities Act of 1990: Gives individuals with disabilities civil rights protections similar to those given to individuals on the basis of race, sex, national origin, and religion. Civil Rights Act of 1991: Provided increased financial damages and jury trials in cases of intentional discrimination. Federal Anti-Discrimination Laws

5. Chapter 18-5 Expanded Meanings of Discrimination Decision rules with a racial/sexual premise Intentional discrimination Prejudiced actions Unequal treatment Different standards for different groups Disparate Treatment Direct discrimination Decision rules with racial/sexual consequences Unintentional discrimination Neutral, color-blind actions Unequal consequences or results Same standards, different consequences for different groups Disparate Impact Indirect discrimination

6. Chapter 18-6 Circumstances  The victim as well as the harasser may be a woman or a man. The victim does not have to be of the opposite sex.  The harasser can be the victim’s supervisor, employer’s agent, a supervisor in another area, a coworker, or a nonemployee.  The victim does not have to be the person harassed, but could be anyone affected by the offensive conduct.  Unlawful sexual harassment may occur without economic injury to or discharge of the victim.  The harasser's conduct must be unwelcome. Sexual Harassment

7. Chapter 18-7  affirmative action  Age Discrimination in Employment Act (ADEA)  Americans with Disabilities Act (ADA)  bona fide occupational qualification  Civil Rights Act of 1991  color bias  comparable worth  compensatory justice  disparate impact  disparate treatment  Equal Employment Opportunity Commission (EEOC)  Equal Pay Act of 1963  fetal protection policies  four-fifths rule  major life activities Selected Key Terms

8. Chapter 18-8 Selected Key Terms (continued)  preferential treatment  Pregnancy Discrimination Act of 1978  protected groups  reverse discrimination  sexual harassment  strict scrutiny  Title VII of the Civil Rights Act of 1964