How National Initiatives Promote Anti-Discriminatory Practise

In this assignment, I will be describing how anti-discriminatory practice is promoted in health and social care settings. I will discuss difficulties that may arise when implementing anti-discriminatory practice in health and social care settings and justify ways of overcoming difficulties that may arise when implementing anti-discriminatory practice in health and social care settings.

Employment discrimination is any form of unfair treatment at the workplace practiced by the employer against a section of employees on the basis of their gender identity, sexual orientation, age, mental or physical disability, national origin, religion, gender, or race. Employment discrimination is unlawful according to the employment laws as underlined in the 1964, Civil Rights Act, Title VII (Clarkson, Miller & Cross,). In terms of salaries and payment of workers, it is unlawful to segregate employees or classify in compensation and other employment aspects.

This law affects upper aged individuals that are in need of a necessary career change, or who has constantly been within an organization for numerous amounts of years. They just want to be judge on their qualifications and their ability to do the job and not there age. The ADEA simply tells employers to disregard age, when it comes to employment decision. A first step to ensure

Discrimination in the work, purposely or accidentally, not just harms the workers’ work knowledge, but it exposes the company to a lawsuit for violating the laws that defend races and groups. Discrimination against the smaller groups, based on color, race, ethnicity or other groupings,

Employment Act of 1967 which was put into place to protect workers over the age of forty. Under this

Racial discrimination continues to be a prominent problem in today’s society. It has been prohibited federally since the Civil Rights Act of 1964 (title VII). Despite being a law for over 50 years, major companies continue to have issues with racial discrimination. In fact, the most common type of discrimination employees report to the Equal Employment Opportunity Commission (EEOC) is racial discrimination. The U.S. EEOC enforces all of these laws. EEOC also provides oversight and coordination of all federal equal employment opportunity regulations, practices, and policies. Racial discrimination practices that are prohibited include hiring/firing, compensations, classifications, promotions, layoffs, recruitment, training/apprenticeship programs, and leave decided based on race. Federal Laws Prohibiting Job Discrimination (EEOC).

In, addition the caucasian employers who possessed similar educational backgrounds and work performance, received promotions and an increase in wages, within a shorter time frame (Belton, 2014).This case was described an example of a direct, intentional discrimination or is defined as disparate

In this law, the employer cannot disqualify or fire individuals only because his or her age. Also, when employees have the same ability, employers cannot deprive older workers’ employment opportunities such as promotions, compensation, training and

Workplace Discrimination ……………………………………… . . . . . . . . . . . . . . . . . . 3

In conclusion, ageism in today’s times is a real form of discrimination and needs to be fixed. An individual’s skills and capabilities should be based on a personal level, not their age. The elderly and the young need just as much job opportunities as the middle-aged individuals living in the

The Bonafide Occupational Qualification can protect employer on being suit for age discrimination. “… The Act includes a provision

The Age Discrimination Employment Act (ADEA) was passed over 40 years ago (in 1967) prohibiting the denial of employment, forced retirement, hours of employment, compensation, or termination of individuals due to the person's age, and it was meant to encourage the employment of older individuals based on their abilities and invaluable experience. However, age discrimination and ageism still permeate American society and the workplace.”(Tate)

Age discrimination has some special aspects that make it different from other types of employment discrimination. I will also discuss a few. Included will be several court decisions on cases

Age Discrimination is against older worker who are age 40 or older. Employee did not get hired because the employer wanted a younger looking person to do the job. The older worker were fired. It quite not fair with people who have ability or other who can work well. Employers decide to hire their employee from paid less, avoid retirement and older worker's job performance.

The Age Discrimination in Employment Act (ADEA) prohibits employers from discriminating on the basis of age. An employee is