Evaluation Of My Course Project

After reviewing the data it is apparent the promotional rate of women in managerial positions when compared to the men is disproportional to the size of the population. This shows disparate treatment, the company hires women, but women do not promote at the same pace as men. This shows strong evidence of discrimination and if not resolved will lead to a violation of the Equal Employment Opportunity Commission.

Not only so, when it became clear that this Hispanic employee knew how to do her job very well, the leaders spread the rumor that she was “arrogant.” You see, if you are a minority and know how to do your job, you are arrogant. It is nothing but a witch hunt: if you don’t drown, you’re a witch.

I do not understand why Felicia Hendrix, Probation Officer Manager would encourage an employee to write a letter making false statements, defaming my character of being a racist so that she can gain supervision of training Ms. Amibeth Grandy. This is a form of retaliation, hatred blatantly toward me. These allegations are extremely hurtful. I treat everyone the same regardless of their gender, race or nationality with professionalism and fairness.

She tackles the idea of discrimination and gives advice to her audience that she called “Over! Under! Through!” after the old Sesame Street film. Explained, it is to think about whether that person is in between you and your goal, and if they aren’t, then her advice is to leave it alone; if they are in your way, such as your boss, then her advice was to find someone around or above your boss who is not a misogynist, for there is no point arguing about it because it won’t change their opinion.

Discrimination continues to run rampant throughout organizations in both the United States and worldwide. The Supreme Court case, Dukes vs. Wal-Mart Stores, Inc., dealt with 1.5 million current and former female Wal-Mart employees that claim that they had been a victim of gender discrimination. The ensuing pages will discuss the specific issues that the plaintiffs encountered, followed by suggestions from a human resource manager’s stand point in rectifying adverse impact within the Wal-Mart organization.

For this project there was an opportunity for me to interview anybody on the topics of intersectionality and gender discrimination that happens in peoples workplace. I choose my roommate Ria who is 24 years old which is more in the younger side to people might seem as she will not have many encounters with the topics mentioned. In that case, I want to show how it’s the opposite being young Mexican women there comes more discrimination and not many employers hire them. In order to get a better understanding of how other people can be towards some employers I asked her many questions about her jobs environments which are Denny 's and Jasmine Adult Day Health Center. This important to see how young Mexican women or women in general get criticized for their gender and some for their race.

Despite her high status at her job, she still faced discrimination from other races and gender. But then, she used the circumstances as a reason to thrive harder

➢ Why: Despite improving the sales of her brand (ice cream) for Hy Dairies she believes she is being “sidelined” because the company did not want women or minorities in top level management positions.

“In New York City, where colored people are about half of the population, 80% of the NYPD stops were of blacks and Latinos.”(Quigley 1) Racism is like a barricade holding colored people back from becoming as successful as they want to be. Racism affects people in the workplace by limiting their chances to seize a job or promotion they are qualified for and should get. As an example, it has been proven that people who have white names have double the chance to be interviewed for a job than a person with an African American name. Racism is not the only persecution that affects people, sexism also is still a big problem in America. Sexism demeans and is unfair to women all around the globe, these women deserve to be treated as equal to men. In terms of women in leadership positions, the number of women with managerial positions is substantially lower than men. “In 2009, less than a quarter of CEOs were women in the US, and they earned significantly less than their male colleagues made.” (Gender Inequality and Women in the US Labor Force) Women are treated differently, even in places where gender has absolutely no importance towards the job. As an example, most people interview women and men differently, many questions women have to answer have zero importance to their qualification for the job. For example, interviewers ask women about children, which has

Every establishment that she applies would rather hire her as a waitress because she is white and speaks English. When applying to Hearthside, Ehrenreich even downgrades herself in order to attain a job as a housekeeper. “I mutter about being woefully out of practice as a waitress, but he’s already on to the uniform” (Ehrenreich, 16). However, even though the author attempts to prove she would not make a good waitress, her employer is already stubborn and thinks that she is more worthy as a server as opposed to a housekeeper. So why did her boss make her a waitress when she clearly wanted to be a housekeeper? Her boss made her a waitress simply, because he used stereotypes to judge the author. Therefore, her boss only saw a white woman who was better equipped with serving skills even though Ehrenreich believed she had better housekeeping skills. Now, sadly if a fluent English speaking Hispanic applied to the same job, she would only be hired as a housekeeper. In fact, she would be rejected as a waitress for the same reason that the author couldn’t become a housekeeper; the of color her skin. In today’s society, when someone thinks of a hotel maid, they think of a Latin woman who isn’t fluent in English. It is this very stereotype that affects the type of job a low-wage job a person receives simply because of the color of their skin and not their personal abilities.

In the Carbado and Gulati article, A Black woman (single mother) named Mary is secretively discriminated against not only because of the color of her skin or her gender, but how she presents herself in the work force. Mary was up for promotion but was denied and created a case in court with the hopes of finding out why she never got partnership. There were four Black women working with her at the

Author Lilia Cortina writes in the peer-reviewed Academy of Management Review that while there are specific laws, policies and taboos against blatant racial and gender bias, that does not stop some individuals from masking "…everyday acts of incivility" (Cortina, 2008, p. 55). In other words, Cortina and all alert observers know that "…blatant intentions" to openly "alienate women and minorities from organizational life" is not acceptable behavior in the workplace, and can result in sanctions for the offending person (55).

My product is a response to my goal by visually showing the progress I have made during summer as a video of me being able to do a complicated henna design. My henna personal project fulfilled the criterion of a visual demonstration of the progress I have made with practiced henna designs plus the research about henna’s creation, symbolism, and history. I took a picture for all my practice designs during summer vacation and as a final result of the practices made a video of my final design which is a lot more intricate than the other henna designs I have done before. For the research section I took about two months for research in each topic and then transferred the information onto a trifold poster board and included pictures of the practice designs I have done over the summer.

There are two major cultural divisions, Hispanic and Caucasian, to further complicate the work environment the ratio of Male to female workers is 20 to 1. No effort from either group of being sensitive to the others existence is apparent. (DuBrin, 2004, p. 67). Management’s main concern is for “ethnic diversity” to the point of not having issues with the equal employment opportunity act.

The linear combination of sampled blocks in the server’s response is camouflaged with randomness promulgated by the server. With random masking the TPA no longer has all the mandatory information to accumulation a correct group of linear equations and therefore cannot derive the user’s data content no matter how many linear combinations of the same set of file blocks can be collected. To maintain resourceful handling of various auditing tasks we further look at the technique of bilinear aggregate signature to extend our chief result into a multi-user setting where TPA can do various auditing tasks instantaneously.