BUSI 642 DB 1
BUSI 642: Week 2
Discussion Board 1
Liberty University
Discussion Board 1
In a world that is quick to state discrimination has taken place, there is a new discrimination emerging (i.e. reverse discrimination). Is this form of discrimination really discrimination? What diversity practices would you put in place to prevent any kind of discrimination?
Generally speaking, discrimination is rooted in within the “cultural fabric of the United States” along the lines of “housing, employment, health, and the criminal justice system” (Camara & Orbe, 2011). Hecht (1998) describes the term, “discrimination involves the power and capacity to act followed by actual selective/targeted action against someone else emanating from one’s prejudice” (Camara & Orbe, 2011). With that in mind, before discussing whether or not reverse discrimination is actually discrimination, it would be prudent to define that term also. The authors of the textbook describe reverse discrimination as “discrimination against a non-protected-class member resulting from attempts to recruit and hire members of protected classes” (Gomez-Mejia, Balkin, & Cardy, 2012, p. 111).
With the definitions out of the way, maybe the courts can provide a little more insight. In 1977, the Supreme Court decided on a case of suspected reverse discrimination. In this case, the backlash from the decision to hire a women for a job opening in the Santa Clara transportation department made its way to the Nation’s Capital. Paul Johnson, (a white male) ranked second among his peers was passed over for a job opening by Diane Joyce (a white female). No controversy is Diane Joyce was ranked number one; however, Joyce was actually ranked fourth. Feeling jilted by the hiring of Joyce, Johnson claimed reverse discrimination. Using rankings alone for the criteria to hire against a position, one would think Johnson would have a case. However, the Supreme Court felt otherwise and ruled in the favor of hiring Joyce.
Discussion Board 1
Liberty University
Discussion Board 1
In a world that is quick to state discrimination has taken place, there is a new discrimination emerging (i.e. reverse discrimination). Is this form of discrimination really discrimination? What diversity practices would you put in place to prevent any kind of discrimination?
Generally speaking, discrimination is rooted in within the “cultural fabric of the United States” along the lines of “housing, employment, health, and the criminal justice system” (Camara & Orbe, 2011). Hecht (1998) describes the term, “discrimination involves the power and capacity to act followed by actual selective/targeted action against someone else emanating from one’s prejudice” (Camara & Orbe, 2011). With that in mind, before discussing whether or not reverse discrimination is actually discrimination, it would be prudent to define that term also. The authors of the textbook describe reverse discrimination as “discrimination against a non-protected-class member resulting from attempts to recruit and hire members of protected classes” (Gomez-Mejia, Balkin, & Cardy, 2012, p. 111).
With the definitions out of the way, maybe the courts can provide a little more insight. In 1977, the Supreme Court decided on a case of suspected reverse discrimination. In this case, the backlash from the decision to hire a women for a job opening in the Santa Clara transportation department made its way to the Nation’s Capital. Paul Johnson, (a white male) ranked second among his peers was passed over for a job opening by Diane Joyce (a white female). No controversy is Diane Joyce was ranked number one; however, Joyce was actually ranked fourth. Feeling jilted by the hiring of Joyce, Johnson claimed reverse discrimination. Using rankings alone for the criteria to hire against a position, one would think Johnson would have a case. However, the Supreme Court felt otherwise and ruled in the favor of hiring Joyce.
References: Affirmative Action. (n.d.). Retrieved August 28, 2014, from http://www.civilrights.org/resources/civilrights101/affirmaction.html Camara, S. K., & Orbe, M. P. (2011). Understanding Interpersonal Manifestations of 'Reverse Discrimination ' Through Phenomenological Inquiry. Journal of Intercultural Communication Research, 40(2), 111-134. doi:10.1080/17475759.2011.581032 Carroll, S. & Miller, S. (2006). Equal Employment Opportunity Commission issues new Compliance Manual section. Employment Relations Today, 33(2), p. 67-74. Doi: 10.1002/ert.20109 Dodson, A. (2002). Tips for preventing discrimination in the workplace. USA Today. Retrieved August 28, 2014 from http://usatoday30.usatoday.com/money/jobcenter/workplace/diversity/2002-11-15-prevent-tips_x.htm Gomez-Mejia, L., Balkin, D., & Cardy, R. (2012). Managing Human Resources, 7th ed. Pearson, Boston, MA