IDIS 280 Women and Work - Women and Work Friday, January...

Info iconThis preview shows pages 1–2. Sign up to view the full content.

View Full Document Right Arrow Icon
President Johnson, by executive order 11375 (234-235) Basic rationale was to legally require companies to hire a "fair portion" of minority candidates However, just making laws insisting that things will change doesn't make it happen - lingering stereotypes preclude true fairness in the workplace Impinging on freedom - of businesses to hire the most capable employees s "Reverse discrimination" s No-win situation s Counters Affirmative Action Female prison guards increased the changes of violence and prisoner assault, so it was ruled a BFOQ s Authenticity, privacy, or directly related to a business necessity s Dothard v. Rawlinson (1977) BFOQ - Bona Fide occupational qualification - reasonable to the necessity of the operation Disparate treatment - Deliberate action in a less favorable way against a certain type of employee Disparate impact -creating artificial boundaries, i.e., height and weight requirements, strength, not having the same accommodations for men and women
Background image of page 1

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
Image of page 2
This is the end of the preview. Sign up to access the rest of the document.

This note was uploaded on 04/25/2008 for the course IDIS 280 taught by Professor Craigstalbaum during the Spring '08 term at Purdue University-West Lafayette.

Page1 / 2

IDIS 280 Women and Work - Women and Work Friday, January...

This preview shows document pages 1 - 2. Sign up to view the full document.

View Full Document Right Arrow Icon
Ask a homework question - tutors are online