Equal Employment Opportunity and Discrimination (Coursework Sample)

Equal Employment Opportunity and Discrimination Department name, Institution name Course number: Course name Instructor’s name Due date Abstract The paper will examine Savannah, Georgia's labor market, and assess whether Atlantic Shrimp complies with the Civil Rights Act of 1964. It aims to demonstrate the significance of considering the labor market when evaluating compliance with anti-discrimination laws by analyzing pertinent data related to Savannah's demographics. The demographic information spots any discrepancies or unequal treatment of protected groups in the labor market that might point to discriminatory practices on the part of Atlantic Shrimp. The paper assesses whether Atlantic Shrimp needs to change its policies to ensure compliance with Title VII of the Civil Rights Act of 1964 and the Age Discrimination in Employment Act based on the study's findings. If modifications are necessary to meet the requirements of each of these laws, the paper will offer specific recommendations and explain why they are essential. The article will specifically suggest that Atlantic Shrimp set up a way to deal with complaints of discrimination, train all employees in diversity and inclusion, and monitor, and assess the efficiency of its policies and practices regularly. By implementing these changes, Atlantic Shrimp can comply with the anti-discrimination laws and foster a more supportive and inclusive workplace for all staff members. Keywords: Atlantic Shrimp, EDEA, discrimination, Title VII of the Civil Rights Act of 1964, Savannah in Georgia Equal Employment Opportunity and Discrimination Introduction The historically significant Civil Rights Act of 1964 forbids employment discrimination based on color, national origin, religion, sex, and race. Atlantic Shrimp must abide by this law because it is a company in Savannah, Georgia. It must ensure that none of its policies or practices discriminate against any protected groups. Exploring Savannah's labor market and demographics is crucial to determine whether Atlantic Shrimp complies with Title VII of the Civil Rights Act and the Age Discrimination in Employment Act (EDEA). The paper will discuss how Savannah's labor market and demographics are significant when assessing Atlantic Shrimp's adherence to the Civil Rights Act. Additionally, it will analyze the pertinent data and research to determine whether Atlantic Shrimp needs to change its policy to comply with the law, including the Age Discrimination in Employment Act. Question 1 Title VII of the Civil Rights Act of 1964 is a landmark piece of federal regulation prohibiting discrimination against color, sex, national origin, and race in education, public accommodation, and employment practices (U.S. Equal Employment Opportunity Commission, n.d.). The legislation applies to all forms of discrimination, including harassment, and focuses explicitly on organizations or enterprises that accept federal dollars. The House of Representatives enacted the legislation, and President Lyndon B. Johnson signed the bill into law on July 2, 1964 (Awen et al., 2022, p. 261). Judge Smith played a crucial role in the regulation formation by successfully adding sex to the four discrimination types(national origin, color, race, and creed). Most women in Congress supported his ploy complicating the matter (Nakayama, 2021, p. 154). The Civil Rights Act of 1964 was an outstanding victory for the several civil rights movements that were actively pushing for equal opportunities and treatment for marginalized groups and African Americans. Title VI banned discrimination such as race, national origin, and sex in employment and established the EEOC (Equal Employment Opportunity Commission) to enforce and investigate discrimination claims. As stated in the Case assignment, the Atlantic Shrimp is the principal processor of frozen and fresh shrimp supplied throughout the United States. It denotes that the company hires 301 employees at its primary processing site. Seventy-three percent of its workforce are relatively young crew aged between 23 and 31. The industry is in Savannah, Georgia, and one only requires a GED or high school diploma for Atlantic Shrimp as a cleaning crew. Currently, people working in the cleaning unit at the company are Caucasians. Companies like hiring younger people because it costs them less than a person over 40 years. Savannah is the fourth largest city in Chatham, Georgia, and 181st in the U.S., having a population of 145,870 in 2023. It is declining rate is -0.42 percent, and its population fell by -1.24, as it recorded 147,701 in 2020. The region has a population density of 1404 individuals per square mile. Moreover, the poverty rate is 23.08 percent, and the average household income is $63 984. The median ages are 32.9 and 32.1 for males and females, respectively. The city acts as the Chatham County seat and serves a critical role as a seaport and an industrial center. It has different racial groups; Black constitutes 54.39 percent, White represents 38.05%, Asian is 2.71%, Pacific Islanders is 0.19%, people belonging to two or more races contribute 2.89% to the population, and other races take 0.19% ("Savannah, Georgia population 2023," 2023). The percentages are 52.08% and 47.92% for males and females. Therefore, the data suggests that the city has a diverse population, which can offer a talented pool of job applicants for Atlantic Shrimp. Savannah’s labor market is crucial in determining whether Atlantic Shrimp complies with the Civil Rights of 1964 as it influences the diversity and availability of potential work applicants. Savannah's labor market is diverse, comprising several racial groups, but Atlantic Shrimp possess a predominantly Caucasian workforce, suggesting that the company may be involved in discriminatory employment practices. The demographic data of the city provided is relevant and up-to-date and accurately states the population density, sex, and racial groups. The Civil Rights Act of 1964 bans discrimination of all forms, such as color and race, and promotes equal employment opportunities. However, the case provided in the assignment states entire cleaning crew of Atlantic Shrimp is Caucasian, suggesting that the company is not complying with the Civil Rights of 1964. Since Atlantic Shrimp is majorly hiring Caucasians, the company could engage in disparate treatment as it intentionally discriminates against racial groups. Savannah’s unemployment rate is 18.8 percent, which is higher than the one for Georgia (12.2%) and above the country rate (13.3%) (Coile et al., 2022, p. 268). The company could be involved in a disparate impact, a practice or neutral policy affecting disproportionately protected individuals as the entire cleaning crew is Caucasian. Question 2 The United States Age Discrimination in Employment Act (ADEA) emphasizes the protection of individuals aged forty years or above from overt discrimination during retention, promotion, and recruitment. However, the ruling of the Supreme Court in 2009 on Gross v. FBL Financial Services requires that the claimants prove that age was the core feature in the discrimination claim. The ADEA's current interpretation treats age differently than the protection from sex or race discrimination stipulated in the Civil Rights Act, where sex or race cannot be the primary factor (Marchiondo et al., 2017, p. 661). Atlantic Shrimp is responsible for ensuring that it complies with federal employment laws. It must conform to the Title VII of the Civil Rights Act of 1964 and the ADEA legislation. For instance, the company workforce is between the age of 23 and 31, indicating that it needs to align with the ADEA, which guarantee equal opportunities and rights to individuals aged 40 or older. Therefore, the company must make policy changes to ensure compliance with this legislation. Policy Changes that Atlantic Shrimp Should Make Below is the policy changes that Atlantic Shrimp should make to ensure compliance with ADEA and the Title VII of the Civil Rights Act of 1964 and why they are necessary to fulfill each of these laws' requirements. Remove the high school diploma/GED requirement for cleaning crew positions: The high school diploma or passing of intelligence tests do not significantly correlate to successful work performance (U.S. Supreme Court, 1971). The requirement is a disparate impact on African Americans and Hispanics, who are statistically less likely to possess a high school diploma or equivalent, which is a change necessary to comply with Title VII of the Civil Rights Act of 1964, which prohibits employers from using selection criteria that disproportionately exclude protected group members unless the criteria are job-related and consistent with business necessity. Removing this requirement will also ensure compliance with the Age Discrimination in Employment Act, which bans employers from discriminating against individuals 40 years of age or older unless age is a bona fide occupational qualification reasonably necessary to the regular operation of the business. Adopt a policy supporting diversity and inclusion at work: Atlantic Shrimp needs to create a policy supporting diversity and inclusion at work. It should include a commitment to equal employment opportunities, a statement against discrimination, and instructions for handling and handling complaints of bias due to Title VII of the Human Rights Act of 1964 mandates that companies provide equal employment opportunities to all individuals regardless of race, color, religion, sex, or national origin. Offer training on diversity and inclusion: Atlantic Shrimp should instruct all staff members on diversity and inclusion in the workplace. The training should cover unconscious bias, preconceptions, and cultural awareness. The change is necessary to comply with Title VII of the Civil Rights Act of 1964, which mandates employers take proactive measures to prevent harassme...