Hi Monica!
I gladly agree with you that the labor market ought to be race-free, given the fact that there are laws governing labor market discrimination. I concur with your standpoint that there has been a variation in the percentages of racial discrimination recorded over the last few decades. Three is a rise for some categories and a drastic decline in other categories of cases of racial segregation. The figures that you provided in the last paragraph of the first page reveals the disparity. However, more data would have been provided to contrast the colored community’s data and the data collected for the white community. This would better contrast and shed more light on the nature of the social vice in the community and reveal the difference in how the non-colored and people of color are perceived by society. I agree with your notion that racial segregation is based on the stereotype that black workers should be handed jobs that require soft skills only and are not ready for more specialized and high-paying jobs.
Megan, I like your heading. I noticed that you pointed out that sexual discrimination and harassment had negative effects on the employees’ performance in the work environment. You point out Title VII’s nature of only protecting employees who work in organizations with more than 15 employees. This begs for an answer to the question of what laws protect those working in non-governmental organizations with less than 15 employees? Sexual harassment is also a problem facing male workers, just as it does to women. The inclusion of numeric data to shows how the prevalence of the matter among the working populations could be instrumental in creating a vivid mental image. Given the distribution and flow of power in an organizational setting, I agree with you that the sole power to prevent and control sexual harassment and discrimination lies in the employer’s hands. In conclusion, you have included so many in-text annotations. This is good, but less would be just as fine. I love your work.
Coleen, your inclusion of Executive Order 11246 of 1965 shows the critical depth of your research. This is very appealing. The details point out the provision of equal opportunities for all persons regardless of race in all employment practices. I support your opinion that despite the stipulated protocols, policies, and procedures to be followed in the recruitment, promotion, and retention of labor, racial discrimination is still a challenge in the employment sector. I also agree with you that the progress made by the Equal employment opportunity commission (EEOC) and the Federal Contract Compliance Programs (OFCCP) was dramatically affected by the cuts in funding by the Regan and Bush presidencies. The transitive period between the two previously mentioned administrations, the Obama administration, and the Trump administration, reveals a constructing pattern of democrat and republican efforts to attain racial equality in the country’s employment sector. This is indeed a great revelation; I applaud you for this. The data you provided on the difference in income between the white and black male and female employees clearly reflects the issue’s magnitude.
Melina, choosing to discuss national origin discrimination is a wise move. The issue of language and nationality is often an overlooked subject in contemporary society. This is primarily because of the stereotype that everyone in the US speaks English, as you point out. I agree with you that it is unfair to deny people job opportunities due to their ethnicity and cultural characteristics. It is true that English only rules should only be adopted in the workplace based on non-non-discriminatory reasons. In your opinion statement, I would like to agree with you that is hardly any need for an “English-only” rule for employees in the country. You also go ahead to specify the extent of the validity of your statement. Your two-way opinion is instrumental in showing the challenges presented to other employees when two or more people speak in a strange language that the rest cannot discern. Communication in the workplace must be kept open and inclusive for all.