Course: Affirmative Action
Introduction
Indeed, America has come from afar, as far as the apportioning of jobs to its population in an equitable sense is concerned. America comes from a time when discrimination in the allocation of jobs was racially determined to the detriment of the racial minorities such as the African American, the Hispanics and Latinos; to a time when the apportioning of jobs became sexist. At the moment, through the shattering of The Glass Ceiling, whereas many women have already infiltrated the public and corporate sectors, ageism threatens to ensure the old aged of thoroughly being locked out of the market. The need for affirmative action in the allocation of jobs is therefore not only important, but also a matter that must not be misconstrued as being limited to gender [empowerment of women] alone.
Describing the Elements of Affirmative Action As It Applies To Public Sector and Private Sector Employers
Sundry elements of affirmative action exist, as far as the private and public sectors are concerned. For instance, Chapter VII of the Civil Rights Act prohibits certain discriminative acts to be carried within the private and public sectors. The acts proscribed the act include discrimination based on color, race, sex, religion and nationality. Similarly, the Equal Pay Act [EPA] of 1963 at the same time protects both men and women from sex-based salary discrimination, on the account that both perform equal work, substantially. As a corollary to the above, the Age Discrimination Act [ADEA] of 1967 protects those with 40 years and above from discrimination. Most definitely, the elements of the affirmative action as applicable to both the private and public sectors would not be complete in the absence of an article which would prohibit discrimination in employment against qualified individuals who are disabled. This is well enshrined in Title I and V of the Americans with disabilities 1990 Act [ADA].
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