In today’s society, we face a wide range of discrimination. Some examples include discrimination against pregnant women, visible minorities, and people with disabilities. These issues have been documented by numerous audit studies. These studies have revealed a wide range of discriminatory practices. In addition to employment and housing, there is also discrimination in medical care, car sales, and insurance applications.
Discrimination against people with disabilities
Discrimination against people with disabilities occurs in many places, from the workplace to the home. It can range from not employing qualified disabled people to building and infrastructure that is not accessible to disabled people. In schools, some teachers are not patient with disabled students and will punish them for their struggles. Other classmates may even bully them, which is a form of indirect discrimination.
In the 1960s, people with disabilities were often relegated to large state-run public institutions, often in deplorable conditions. Images of these conditions were exposed to the public by photographers like Burton Blatt. In the same decade, Bill Baldini and Geraldine Rivera exposed conditions at Willowbrook State School and Pennhurst State School.
Moreover, physical and mental disabilities were significantly associated with the rate of discrimination. People with major physical disabilities reported higher rates of discrimination than those with minor physical or mental disabilities. People with visible and mental disabilities also reported higher rates of discrimination than people without visible disabilities. Therefore, it is important to seek legal counsel and to report any incidents of discrimination against people with disabilities.
These discriminatory laws are often changed after pressure from disability advocacy groups. These laws often have a negative impact on people with disabilities, which makes it impossible for them to live their lives to the fullest. Many disabled people have trouble getting to work, or even completing their jobs. The goal of eliminating these systemic barriers is important to achieving inclusion and achieving independence.
The study findings confirm previous research that has shown that people with disabilities are at an increased risk of violent incidents. In addition to physical and mental disabilities, individuals with disabilities are also at greater risk of being victimized by non-physical forms of violence. Further research is needed to explore the relationship between mental disability and violence.
Discrimination against women
Despite international commitments to gender equality, women and girls are still at a serious disadvantage. While two-thirds of the developing world has achieved gender parity, there are still many countries where discrimination against women is a reality. Common forms of discrimination include lack of access to education, lack of marriage rights, lack of control over children, and lack of custody rights.
Women with a bachelor’s degree report more gender-based discrimination than women with less education. These highly educated women are also more likely to experience discrimination at work. Forty-five percent of working women with a bachelor’s degree or higher report gender discrimination at work compared to 40% of women without a degree.
There are many legal ways to fight back against such discrimination. For instance, under Title VII of the Civil Rights Act, pregnancy discrimination is illegal. Thousands of cases are filed annually. However, employers may still pressure women to quit a job or be fired solely for being pregnant. Some companies also place restrictions on the hours a pregnant woman can work. In such cases, the discrimination can have severe consequences for a woman’s health.
While women have the right to vote, they are often excluded from decision-making tables and public policies. Their domestic and unpaid care work is often undervalued. They are also often targeted for violence based on their gender. These examples are just a small sample of the countless forms of discrimination that continue to plague our society today.
The federal government has taken action to prevent workplace discrimination against women. The Equal Employment Opportunity Commission is responsible for enforcing Title VII of the Civil Rights Act. This law protects female workers from gender-based discrimination, and it also protects women from wage discrimination. However, there is still a gender pay gap.
Discrimination against visible minorities
Discrimination against visible minorities in society today can be found in a number of different ways. Statistics Canada recently released its 2011 National Household Survey, which predicts that between 29 and 32% of Canadians will be members of a visible minority by 2031. In some areas of Canada, this number is even higher, with visible minorities making up 63% or more of the population in Toronto and 59% in Vancouver. Canada is a diverse nation, and we are now more diverse than ever before.
Discrimination based on race is often subtle, but it can be devastating. In the past, visible minorities experienced discrimination at many levels, from housing to employment. In Canada, for example, there were quotas on Jewish students at McGill University, and in the 1960s, there were racial segregation laws in place. In addition, Canada had its own version of Jim Crow laws, which designated “whites-only” areas in public places.
Income inequality is another form of institutional racism. In 2006, Aboriginal people in Canada earned thirty percent less than their non-Aboriginal counterparts. And in 2013, racialized Canadians’ poverty rates were forty-two percent higher than non-racialized Canadians’.
Discrimination against pregnant women
The laws of many countries prohibit discrimination against pregnant women, but there are still many instances of pregnancy discrimination. Pregnancy discrimination in Hong Kong, for example, is a criminal offence. Employers can be fined HK$100,000 if they violate this law. In addition to paying a fine, employers must also provide their pregnant workers with maternity leave benefits of at least ten weeks. In addition, the Sex Discrimination Ordinance protects pregnant workers. However, due to stress and other factors, some pregnant workers are forced to leave the workplace.
In the United States, the Pregnancy Discrimination Act of 1978 was passed to prevent discrimination against pregnant women in employment. This law stems from several court cases involving pregnancy. For instance, the Supreme Court case Muller v. Oregon established that employers cannot fire a pregnant woman who is 10 weeks pregnant. The ruling also prohibited certain kinds of hiring and working practices for pregnant women. The law was based on the notion that pregnancy was not a normal stage in a woman’s life and therefore, women should not be expected to work until they deliver. Another Supreme Court case, Reed v. Reed, made discrimination against pregnant women illegal in many cases.
Despite the controversial nature of pregnancy discrimination, many groups support the rights of pregnant women. There is a large political movement against pregnancy discrimination, and many groups have spoken out against this practice. The case of Peggy Young, for example, has been supported by an unusual combination of political organizations and religious organizations.
Racialized pregnancy discrimination can limit a woman’s access to resources and healthcare. It can also result in a woman experiencing homelessness or housing instability. As a result, pregnant women may face difficulties accessing basic necessities such as groceries. Moreover, encountering racialized pregnancy stigma can have a negative impact on the self-image of African-American women.
Discrimination by association
One example of discrimination by association in society today involves an employer who makes an exception for an employee because of his or her sexual orientation. In one case, an employee who is heterosexual mentions that he or she has attended a gay pride event. Nevertheless, the employer treats the employee less favourably than others because of this association. As a result, the employee’s chances of promotion are scuppered. In the second case, an employee with a partner is disadvantaged in the workplace because of the association between him or her partner and the LGBTQ+ community.
Examples of discrimination by association are numerous and can occur in many circumstances. There are seven protected characteristics that fall under the category of associative discrimination. The list is long and includes everything from the presence of a disability to the gender of an employer. It may be that a single parent is caring for a disabled child, or that she needs to take time off work to attend appointments with his son. As a result of this association, the employer may treat this employee less favourably or even dismiss him.
An example of discrimination by association can be a hiring requirement. A company may require a certain level of experience for a position, such as twelve years’ experience. While this is not a crime, it can be a form of harassment, which is the unwanted behaviour directed towards a person based on a protected characteristic.
Examples of discrimination by association in society today include sex discrimination and racial discrimination. Direct discrimination is when a person is treated unfairly because of their racial or ethnicity. This discrimination can be intentional or unintentional. Direct discrimination is more obvious and often unintentional, while indirect discrimination is subtler and less visible.
