Week 7 Literature Review 1
EEO and Discrimination
William Fa
School of Business, Liberty University
Author Note
William Fa
I have no known conflict of interest to disclose.
Correspondence concerning this article should be addressed to William Fa. Email:
WFFA@liberty.edu
Week 7 Literature Review 2
Abstract
The advancement of this issue will be accomplished by conducting research on the numerous
regulations and requirements that businesses are to comply with when trying to recruit
candidates in addition to employing personnel. This requirement applies to both stages of the
recruitment and selection process. Given the preview of an overview that is simple to follow with
each legislation, a comprehensive study of the statutes is presented to provide further clarity. Not
only is a description and interpretation of the terminology essential in order to have a complete
comprehension of the statutes, but an evaluation for how these terms relate to the laws are being
reviewed as essential to comprehend. Overall, having gained a deeper understanding of the
regulatory requirements that were passed into law to safeguard not just employees but also
companies will require providing an exhaustive clarification of keywords that have been in use
with different possible outcomes that can emerge. This is because the rules and regulation have
been passed into law to safeguard not just employees but also companies. The EEOC protects
people against discrimination based on ethnicity, color, faith, gender (includes maternity, gender
orientation, and sexual preference), nationality, disability, and age (40 or over). EEOC enforces
equal employment laws. Employer laws have been explored. Each legislation's provisions will be
outlined. Workers have alleged in current, past, and future companies have disregarded
employment laws in many circumstances.
Keywords: Equal Employment Opportunity and Discrimination, Civil Rights Act,
Pregnancy Discrimination Act, Equal Pay Act, Age Discrimination in Employment Act,
Title 1 of the Americans with Disabilities Act, Section 102 and 103 of the Civil Rights
Act, Section 501 and 505 of the Rehabilitation Act
Week 7 Literature Review 3
Introduction
The Equal Employment Opportunity Commission (EEOC) was established in order to
guarantee that federal rules would be established to monitor businesses and verify that they
complied with the legislation. It is unlawful under the law to discriminate against a job candidate
or worker on the basis of ethnicity, ages (40 or above), race, gender, faith, nationality, handicap,
and genetic data. Under federal regulations, discriminating in any form in the workplace is
expressly forbidden. Any complaints towards a possible violation of any federal statutes that are
enacted in order to prevent discriminatory practices are investigated by the Equal Employment
Opportunity Commission (EEOC).
Laws such as Title VII of the Civil Rights Act of 1964 (also known as Title VII), the
Equal Pay Act of 1963 (also known as EPA), the Age Discrimination in Employment Act of 1967
(also known as ADEA), Title I of the Americans with Disabilities Act of 1990 (also known as
ADA), Sections 102 and 103 of the Civil Rights Act of 1991, Sections 501 and 505 of the
Rehabilitation Act of 1973, and the Genetic Information Nondiscrimination Act of 2008
(GINA) are all examples of the law that businesses must comply with. The Equal Employment
Opportunity Commission (EEOC) is responsible for enacting legislation that are designed to
control employment discrimination. It is unlawful under the law for an employer to engage in
any kind of discriminatory treatment towards a job candidate, a former worker, or an active staff
member. Businesses will be subject to legal ramifications and can be required to compensate for
both compensational and punitory expenses for violating any of the regulations act that have
been established by EEOC.
The rules governing employment have developed over time to meet the rights of workers
more adequately. Over the course of history, the Supreme Court has issued a number of rulings
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that have resulted in several employment legislation reforms. The policies can cause future
challenges to materialize, that otherwise been ignored by accident. When these concerns
eventually come up, the employment legislation that applies may require some adjustments
having amendments added so that it can effectively manage potential uncertainty that can
emerge.
Findings
Alonso et al. (2017) employed psychometric meta-analysis to analyze gender variations
in SBI scores. Researchers use meta-analysis and structured behavioral interviews to conduct a
quantitative study. Alonso et al. (2017) conducted preliminary search and indexing to discover
the most research on the association between respondent genders and SBI scoring in a practical
selection and recruitment situation. According to Alonso et al. (2017), in agreement to be
accepted into this meta-analysis, research findings would have to meet the following
requirements: (1) they had to include the sample size of gender on questionnaire scoring system
or data to quantify this (– for example, Ns, averages, standard deviations, comparison among
both gender and questionnaire scoring system, among others), (2) the objective of questionnaire
has been to evaluate a worker's match towards a particular occupation or his/her prospective
competency, and (3) the studies had to be published (- for example, actual workers or
applicants were evaluated). To accommodate the research on the connection for both
questionnaire and gender as comprehensively as conceivable to eliminate discrimination, Alonso
et al. (2017) was using a computer-based inquiry plus an additional conventional article-by-
article lookup of peer - reviewed publications between 1975 and 2014.
The authors Alonso et al. (2017) was able to compile a preliminary data set of 36 studies
from these strategies. According to Alonso et al. (2017), the content of the articles was encoded
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in accordance with APA standards, and the dataset contained the following: (a) literature review:
writers, time, publication; (b) raw data (selected or advancement, employment, location of
research, if sampling are student, candidates or insiders); criteria measurement; interviewing
ratings, ratios of selected to rejection; referral to second meeting; recruitment proposition, data
analysis, among others; (c) interviewing validity: reliability analysis and inter-rater coefficients;
(d) number of ranging limitation, u, or data to calculate that (– for example, percentage of
male and female between preliminary and final sampling); (e) sample size or data to assess this (-
for example, number of samples, average and standard deviation of female and male; comparison
among interviewing and genders; F, t, and among others). Alonso et al. (2017) conducted 19
research and sampled 34,130 people from the EU, US, and Canada. Alonso et al. (2017) found
that women are discriminated in the employment market, which has consequences for human
resource practices. The authors Alonso et al. (2017) conclude that HR management and
employee selection professionals ought to be informed of the advantages of employing the SBI
throughout the recruiting process for three purposes: first, the SBI seems to have greater validity
and dependability compared to other form of data collection; second, the SBI is considered
positively in terms by people applying; and third, researchers also have empirical support to
confirm that SBI contributed significantly to maintaining equal employment opportunities.
Baum's (2021) model is a climate assessment with many components which provide
educational recommendations in diversification, equitable, and inclusivity (DE&I) objectives for
businesses to achieve the workforce cultural change necessary to become an authentic Equal
Employment Opportunity company. Baum (2021) proposes an approach for any and all firms in
his qualitative study in both business and behavioral sciences. Baum (2021) uses a
comprehensive approach to research in workplace diversity. Studying about laws is distinct from
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comprehending why societies standards affect workers and leaders. Baum's (2021)
comprehensive educational strategy has proactive measures: Surveying environment
(comparatively to all flourishing relations, the work relations must be constructed toward a
basis of conviction and appreciation), Auditing employee salaries (perform optional
salaries review in a proactive manner to evaluate all cultural or gender inequalities in salary),
Adapt recruiting strategies (track recruiting and option information is key to the corporation's
DE&I obligations).
In addition to Baum's (2021) recommended education, activities mainly involve: A one-
month onboard workshop on diversification, equality, and inclusivity will show recruits that
DE&I statements in the corporation's direction and objectives are performed throughout the
workforce, and Team cases (the moment is ready for considerable, enjoyable training in a
team environment), Activity – Reflective Transcripts (people have many hidden personal bias
from their childhood, society, and personal circumstances; to advance personally, people should
always focus on their individual development); and long-term priorities: EQ Learning (HR
practitioners can leverage learning strategies linked with emotionally intelligent viewpoints to
reorient and teach managers and non-management personnel). Baum (2021) proposes a new
comprehensive form of training that will change professional relationships. Improving the
organization's values through interpersonal activities will build support and loyalty. According to
Baum (2021), the author claims that engaging further into corporation's apparent cultures
provides pertinent data that is used to design essential remedies and prevention. Baum (2021)
concluded that to understand a transition in organizational climate around diversification,
equitable, and inclusivity, top management would have to be strong and authentic, even though it
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is a difficult journey to achieve complete elimination of employment discrimination, pursuing the
interaction is absolutely essential to accomplishing genuine development.
Bisom-Rapp (2018) utilizes exploratory approaches to improve interactions among
governmental agencies tasked with implementing equal employment opportunity regulatory
requirements and people who sue their management teams, make people aware about businesses'
employees based on demographics and salary, and enhance legal representation for employees.
The qualitative review by Bisom-Rapp (2018) explores five books written by various authors on
analyzing why EEO provisions after fifty years is operating in American society can illustrate the
false premise of complaints that legislation had already generated favorable circumstances to
women and people of color that harm white men. Bisom-Rapp (2018) uses an exploratory
approach based on data acquired and examined by Dr. Roger Blanpain to understand exactly the
legislation and identify underlying functionalities. Roger Blanpain has written several scholarly
papers on socioeconomic legal system, functionality, and practicality of numerous worker
protections and equal employment legislation (Bisom-Rapp, 2018). Bisom-Rapp (2018)
advocates organizational interactional responsibilities in workplace discrimination.
Under Bisom-Rapp's (2018) approach, firms can indeed be found liable for
discriminatory practices in equal employment opportunity. Bisom-Rapp (2018) indicates there is
a considerable discrepancy in how diverse individuals, ethnicities, and genders are handled. This
journal publication covers employment discrimination and equal employment opportunities.
When reviewed collectively, Bisom-Rapp's (2018) publication reveals how EEO legislation and
policies were weakened and deemed insufficient. Bisom-Rapp (2018) presents different revisions
to EEO existing legislation to extend rather than constrain regulatory purpose and to abolish or
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rigorously restrict the use of statutes, hypotheses, and organizational practices utilized by court
system to assess discriminatory practices.
Choi (2020) evaluates consistency with proportionate response generalized linear
models and ordinary least squares methods. Timing is a fraction, therefore proportional reaction
in generalized linear models is employed rather than ordinary least squares model
specifications (Choi, 2020). Choi (2020) utilizes governmental department information from
Govt EEO Statistics Factsheet of Discriminatory Practices, coupled with information from
Governmental Logistics Data File and Government Worker Perspective Questionnaires, to
resolve competitive reasoning and logic for correlation among contractual usage and efficiency
in democratic-constitutional procedural (DCP) functions. Choi (2020) claims the research
incorporates data from 2013–2016 Governmental EEO Statistics Reports of Employment
Discrimination (EEOC Form 462), the Government Logistics Data Base, and Government
Worker Perspective Assessment. Choi's (2020) sample size covers 356 government department
observational data (89 government entities successively for four years).
All National Guard service divisions, the Postal service, 4 intelligence service affiliated
bureaus with insufficient information, and 11 new government entities lacking 1 and sometimes
more Form 462 filings were excluded from the set of data (Choi, 2020). A rise in contract work is
connected by a decline on quick and efficient case inquisitions, an important DCP work
productivity metric. Government entities outsource inquiries that require specialized skills. Choi
(2020) found that contracting use in DCP activities is negatively connected with agency
performance. Choi (2020) believes that the findings show contract work requires
additional complex contracting models to make subcontractors highly liable for DCP
responsibilities, given opposing priorities and the challenge of quantifying results.
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Gillette's (2017) article examines how much high stress levels affect individuals by
providing a thorough analysis of relevant research. This is linked to the added stress that gender
wage gap causes for women. Gillette (2017) starts by asserting that the Civil Rights Act of 1964
mandates pay fairness, but this study demonstrates that is not the case. Qualitative research like
that presented in Gillette's (2017) article can take the form of either a narrative or a case study.
Specifically, the study looked at gender pay gap in the state of Mississippi and found that women
there receive 27percent of income less than men do (Gillette, 2017).
According to the findings of a study conducted by Gillette (2017), female employees are
paid less than their male coworkers for the exact same work, both in terms of hourly income and
yearly salary. It has been discovered via studies that women are less likely to discuss their salary
or seek for pay hikes than men are (Gillette, 2017). Beginning their jobs without bargaining can
cost women a substantial amount of money. Any worker's likelihood of succeeding in a
negotiation regarding wage or perks will be increased if the person approaches the issue with
respect and preparation. Gillette (2017) draws attention to the fact that, according to Section 7 of
the National Labor Relations Act, it is unlawful for employers to forbid workers from talking to
one another about pay.
Gough (2018) utilizes a unique experiment vignette methodology to illustrate how EEO
standards, organizational conflict settlement processes, structural inequalities, and binding
arbitration obligations impact labor lawyer perspectives of workplace discrimination allegations.
In Gough's (2018) study, respondents are provided with a bogus workplace discrimination claims
vignette as part of a wider investigation on labor attorneys' traits and deciding procedures. Gough
(2018) utilized a randomized altered vignette to interview labor attorneys nationally. 1890 NELA
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and 828 CELA participants were surveyed (Gough, 2018). The sample size was 2718 lawyers,
and 992 responded to the vignette, or 36%. (Gough, 2018).
992 respondents were National Employment Lawyers Association (NELA) or California
Employment Lawyers Association (CELA) associates according to Gough (2018). The poll asks
on demographics, lawyer practice, and workloads (Gough, 2018). The communication strategy of
a complaint will indicate conformity with discrimination laws, and binding arbitration diminishes
a claim's estimated worth and readiness to represent it. Workplace settings and binding
arbitration provisions determine lawyer client evaluation, which contributes to comprehending
discrimination laws as a social structure (Gough, 2018). Gough (2018) concludes
that Discrimination laws technically restrain company discretion, but lawyers affect how statute
is enforced, and corporate groups can affect the legislation's implementation through
employment practices.
Graham et al. (2019) compared broad categories using databases analytics, descriptive
statistic, and Pearson's chi-square evaluation. Graham et al. (2019) article presents a quantitative
type of research. Graham et al. (2019) study relied on information obtained from the EEOC's
integrated mission system (IMS) as part of an intergovernmental employee agreements spanning
nearly two decades, from 1992 to the end of 2011. Graham et al. (2019) revealed a sample size of
354,923 reports of discrimination. This research used a massive database to look at how different
types of disabilities are treated differently at work.
Ailments in physiological, psychological, neurologic, and sensorial areas were utilized as
basic subcategories in Graham et al. (2019) study's demographics. According to Graham et al.
(2019) results, discrimination at work is most common in domains of dismissal and stable
housing, irrespective of the severity of the impairment. Although there are major distinctions in
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how certain categories of people are affected by discrimination at work. Discrimination at work
can have varying effects on various disabled communities. Based on their findings, Graham et al.
(2019) concludes that people with different types of disabilities, specifically those with sensory
loss, have different experiences of discrimination on the job.
Martinez Dahbura (2018) uses a quantile regression model to examine the EEOC's
distributional impact (EEOA) in Japan's Equal Employment Opportunity Act. Martinez Dahbura
(2018) uses quantile regression to do quantitative research. Martinez Dahbura (2018) uses
quantile regressions to dissect the gender pay difference at multiple quantiles for generations
who joined the job market around 1986. The primary study uses 1997 and 2002 Employment
Status Survey data, and 2002 and 2007 data to test the conclusions' consistency (Martinez
Dahbura, 2018). The sample size was confined to employees at firms over 100 people, that are
more prone to use double tracking hiring following the EEOA's passage (Martinez Dahbura,
2018).
Daytime employees and self-employed was removed from Martinez Dahbura's (2018)
sample. Martinez Dahbura (2018) surveyed high school-educated women and males
and including those who are working in different organizations throughout Japan. Martinez
Dahbura (2018) found that the gender pay disparity decreased at lower socio - economic
predicted values because of a higher yield on women's attributes. Significant improvements on
male employees' education are regarded as a way of responding to well-educated females in
management jobs and developments elsewhere in domestic sphere (Martinez Dahbura, 2018).
Deeper analysis should explore these challenge and analyze employment market data from
multiple periods of employees' lives, mentioned by Martinez Dahbura (2018).
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McCluney et al. (2018) uses an empirical methodological approach, a basic alternative
dispute resolution structure, to evaluate if unbiased aspects of occupational information network
(O*NET) and/or different aspects of health and retirement study (HRS) of psychosocial
workplace environments (PWEs) help illuminate or clarify race health-related disparities.
McCluney et al. (2018) uses quantitative research to evaluate and analyze data. McCluney et al.
(2018) used HRS data from 2008 and 2010 cycles to ask active individuals on quality of work
life and employment discrimination. Samples from 2008 and 2010 O*NET were connected to
HRS information utilizing limited 3-digit U.S. Census occupational identifiers to include experts
or subjective workplace evaluations (McCluney et al., 2018). McCluney et al. (2018) sample size
from HRS was 24,220 individuals who replied in 2008 or 2010.
McCluney et al. (2020) studied 50-year-olds and older including their spouses nationally.
McCluney et al. (2018) found that Blacks have had more unpleasant PWEs and poor healthcare,
recurrent cognitive functioning, and average blood pressure. Mediator findings indicate unbiased
O*NET scores, not subjectivity perspectives, illustrate the race-health correlation. According to
McCluney et al. (2018), flagrant discrimination is prohibited and far less prevalent throughout
the workforce, but organizational and individual discrimination are commonplace throughout the
U.S. McCluney et al. (2018) concludes by proposing that companies focus on issues of racism
throughout the workplace.
Ray et al. (2018) used a conceptual model that conformed to Preferred Reporting Items
for Systematic Reviews and Meta-Analyses (PRISMA). Quantitative studies like the one
conducted by Ray et al. (2018) employ statistical methods to characterize and make connections
between several factors. The research, conducted by Ray et al. (2018), examined racial and
ethnic disparities in law enforcement agencies and professions. Ray et al. (2018) utilized the
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PRISMA methodological approach to carry out a search of many research databases that were
available at the time of the research investigations to collect data for their assessments. Ray et al.
(2018) gathered enough data to draw 2786 references from their sample.
Ray et al. (2018) studied U.S. and territory demographics. Ray et al. (2018) discovered
2786 data publications and 50 articles coming from different resources. By removing duplicates,
2250 articles remained, and 2116 references were eliminated following inclusion in this review
(Ray et al., 2018). Ray et al. (2018) found this generated 134 publications that met the eligibility
criteria, with addition to 65 articles discarded and 17 references deleted from original roster
reference lists publications. Ray et al. (2018) emphasizes political and socioeconomic concerns
regarding American law enforcement.
Victor et al. (2017) performed a cross-sectional dataset assessment of ADA and ADAAA
regarding EEOC coding of visual disabilities. Victor et al. (2017) performs quantitative study
based on federal discriminatory complaints. Victor et al. (2017) utilized a cross-sectional
statistic on discrimination claims under federal statutes protecting handicapped workers. Victor
et al. (2017) acquired 11,482 discriminatory accusations relating to visual disabilities submitted
under ADA and ADAAA from July 26, 1992, and December 31, 2011. Victor et al. (2017) used
data from the United States, and their regions, and anyplace a U.S. corporation hired a U.S.
person.
Victor et al. (2017) found quality and reliability of mobility aids has dramatically
increased for employees with impaired vision, which could be causing companies to make
modifications they have never really done previously, affecting the total amount and kind of
complaints being levied. The dataset doesn't show discriminatory complaints. The research was
concluded 3 years after ADAAA's implementation, according to Victor et al. (2017). The brief
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database review could have missed a vital educational phase for individuals and corporations of
legislative reform (Victor et al., 2017). Victor et al. (2017) concluded that the outcomes
presented a somewhat more inclusive approach on unlawful discrimination for visually impaired
persons adopting the ADAAA and gave crucial practical considerations.
The theoretical approach used by Wikaningrum et al. (2018) is predicated on factor
analysis and purpose sample. Wikaningrum et al. (2018) acquire their data for their
investigations using a qualitative methodology. In order to verify their study hypotheses,
Wikaningrum et al. (2018) employed a regression analysis. Wikaningrum et al. (2018) gathered
data from a sample size of 200 through a purpose sampling strategy used a self-managed
poll with questionnaires filled out by workers. Workers at privately Islamic institutions in
Semarang city, Indonesia, were incorporated into the populace statistics by Wikaningrum et al.
(2018).
According to the research of Wikaningrum et al. (2018), there were 275 total
surveys distributed to participants throughout the setting. Not every one of these surveys were
usable for statistical purposes. There was a limit of 200 usable responses from the returned
surveys (Wikaningrum et al., 2018). Workplace perspectives, particularly those regarding
workers' expanding collaborative ties with their immediate leadership and their contentment with
the job individuals have been doing, are heavily influenced mostly by leadership' teamwork or
their collective efficacy and interaction leadership characteristics. Wikaningrum et al. (2018)
come to the conclusion that future research should go beyond private colleges to analyze gender
gaps in leadership development and communication.
Week 7 Literature Review 15
EEOC Statutes
There are a number of rules in place to protect workers against discrimination in the
workplace. The Equal Employment Opportunity Commission enforces these policies (EEOC).
Title VII of the Civil Rights Act of 1964, the Equal Pay Act of 1963, the Age Discrimination in
Employment Act of 1967, Title I of the Americans with Disabilities Act of 1990, Sections 102
and 103 of the Civil Rights Act of 1991, Sections 501 and 505 of the Rehabilitation Act of 1973,
are all examples of such statutes.
Title VII of the Civil Rights Act of 1964 (Title VII)
Formed in response to violations of Title VII of the Civil Rights Act of 1964, the Equal
Employment Opportunity Commission (EEOC) now oversees a wide range of civil rights issues.
Employment law is covered under this section of the statute. Under this rule, it is forbidden to
treat an employee differently because of his or her ethnicity, race, faith, gender, or nationality in
regard to pay, workplace circumstances, or favors (Alonso et al., 2017; Baum, 2021).
Pregnancy Discrimination Act of 1978 (PDA)
The Supreme Court ruling during a 1976 decision rejected the notion that pregnancy
marginalization qualified as discrimination based on sex covered by Title VII. This was the
impetus for the passage of the Pregnancy Discrimination Act of 1978. Pregnant, delivery, and
associated health problems are specifically named as examples of discrimination based on sex in
the first section of this legislation. The second provision of this law forbids companies from
discriminating against pregnant employees in favor of other employees with equal abilities or
disabilities (Bisom-Rapp, 2018; Gough, 2018).
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Equal Pay Act of 1963 (EPA)
The purpose of the Equal Pay Act of 1963 (EPA) was to make it illegal for businesses to
pay their male and female workers differently for performing the same or similar work (Gillette,
2017; Martinez Dahbura, 2018). From the beginning of recorded history, there has been a
significant pay disparity between men and women in the workplace. The salary difference
between men and women is often attributed to the higher rate at which women quit the labor
market to raise children. The inadequacies of sex-based pay disparities are highlighted by this
statute. While the wage gap between men and women is common knowledge in many fields, it is
most glaring in authoritative roles.
Age Discrimination in Employment Act of 1967 (ADEA)
People over the age of 40 are protected against discrimination in the workplace because
of the Age Discrimination in Employment Act (ADEA) of 1967. The ADEA primary objective is
to provide opportunities for aging workers to be hired for their skills instead of their age
(Graham et al., 2019; Victor et al., 2017). There has been a rise in senior citizen labor since this
law went into effect.
Title 1 of the Americans with Disabilities Act of 1990 (ADA)
In 1990, Congress enacted the Americans with Disabilities Act (ADA) to ensure that
people with disabilities face fewer barriers to employment, transportation, and places of public
accommodation. This encompasses issues such as healthcare, racial discrimination in public, and
communications access, as well as discrimination in the workplace. Title I of the Americans with
Disabilities Act is the section of the law that addresses issues in the workplace. Employment
practices for people who are disabled are governed by Title I of the Americans with Disabilities
Act (Graham et al., 2019; Victor et al., 2017).
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Section 102 and 103 of the Civil Rights Act of 1991
As a result of a number of Supreme Court rulings that restricted the legal options
available to workers who wanted to sue their company for discriminating, Congress passed the
Civil Rights Act of 1991. The Civil Rights Act of 1991 amended Title VII and ADA in Sections
102 and 103, allowing for a judicial proceeding and the imposition of punitive and compensation
penalties in situations involving deliberate discriminatory treatment (Alonso et al., 2017; Baum,
2021). Workers who experience discrimination at the hands of their companies now have more
leeway in pursuing monetary compensation because a change made to the Civil Rights Act.
Sections 501 and 505 of the Rehabilitation Act of 1973
Rehabilitation Act of 1973 sections 501 and 505 include several corporate obligations.
Federal agencies can't discriminate against qualified disabled people. Businesses can't react over
a previous or present worker who made complaints, sued, or cooperated in a discrimination case
or inquiry. Organizations must take into account the recognized physically and mentally
impairments of a potential or present worker with an impairment, unless it creates an unfair
burden (Choi, 2020; Victor et al., 2017).
Conclusions with Recommendations
According to the data, several regulations ensure protection against discriminatory
treatment. Prospective, former, and existing workers can't be discriminated against. Equal
Employment Opportunity and Discrimination legislation ensure that workers understand their
rights and can collect discriminatory damages. These regulations guarantee companies employ,
fire, and demote according to their abilities.
Prospective, former, or existing staff who are not recruited, dismissed, or downgraded
owing to discriminatory treatment can sue the corporation without retribution. Whenever a
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company reciprocates towards a person who complained about discriminatory treatment, brought
a case concerning marginalization, or collaborated in a lawsuit or inquiry regarding unequal
treatment, that organization will be held liable (McCluney et al., 2018; Ray et al., 2018). More
study is needed to cover the law's full details and analyze them further as a recommendation
(Wikaningrum et al., 2018). The legislation can hardly be conveyed in only few terms or sections
in several weeks.
While laws are continually being updated to reflect the changing situation of societal
structure and subject - related on each of these statutes, this could take weeks or even months to
explain every detail. While the statutes can hardly be covered in a handful of sentences or
paragraphs, neither can the countless instances. Each issue raised additional problems concerning
employment policies and judicial procedures.
Week 7 Literature Review 19
References
Alonso, P., Moscoso, S., & Salgado, J.F. (2017). Structured behavioral interview as a legal
guarantee for ensuring equal employment opportunities for women: A meta-analysis. The
European Journal of Psychology Applied to Legal Context, 9(1), 15-23.
https://doi.org/10.1016/j.ejpal.2016.03.002
Baum, B. (2021). Diversity, equity, and inclusion policies: Are organizations truly committed to
a workplace culture shift? Journal of Business and Behavioral Sciences, 33(2), 11-23.
Bisom-Rapp, S. (2018). What we know about equal employment opportunity after fifty years of
trying. Employee Rights and Employment Policy Journal, 22(2), 337.
Choi, I. (2020). Does contracting achieve better performance for democratic-constitutional,
procedural tasks? Evidence from the EEO discrimination complaint process. American
Review of Public Administration, 50(8), 825-837.
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Gillette, B. (2017). Pay equity is the law, but wage gap between men and women still exists. The
Mississippi Business Journal, 39(32), 4.
Gough, M.D. (2018). How do organizational environments and mandatory arbitration shape
employment attorney case selection? Evidence from an experimental vignette. Industrial
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Graham, K.M., McMahon, B.T., Kim, J.H., Simpson, P., & McMahon, M.C. (2019). Patterns of
workplace discrimination across broad categories of disability. Rehabilitation
Psychology, 64(2), 194-202. https://doi.org/10.1037/rep0000227
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Martinez Dahbura, J.N. (2018). On the distributional effect of Japan’s Equal Employment
Opportunity Act on the gender wage gap. Social Science Japan Journal, 21(2), 305-328.
https://doi.org/10.1093/ssjj/jyy003
McCluney, C.L., Schmitz, L.L., Hicken, M.T., & Sonnega, A. (2018). Structural racism in the
workplace: Does perception matter for health inequalities? Social Science & Medicine
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Ray, V., Ortiz, K., & Nash, J. (2018). Who is policing the community? A comprehensive review
of discrimination in police departments. Sociology Compass, 12(1), e12539-n/a.
https://doi.org/10.1111/soc4.12539
Victor, C.M., Thacker, L.R., Gary, K.W., Pawluk, D.T.V., & Copolillo, A. (2017). Workplace
discrimination and visual impairment: A comparison of equal employment opportunity
commission charges and resolutions under the Americans with Disabilities Act and
Americans with Disabilities Amendments Acts. Journal of Visual Impairment &
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