Equal Opportunity and Discrimination

According to Hasnas (2002), equal opportunity ensures people compete on level terms, especially for advantaged organizational roles. However, some inequalities are acceptable within the framework, which vary across various organizations. On the other hand, discrimination refers to the unfair treatment of organizational participants based on their social class or category. Discrimination fails to adhere to the principle of merit-based consideration. Some levels of discrimination may ordinarily be acceptable within the organization, while some extreme cases are unacceptable. For instance, when people from a protected community, such as pregnant women, sexual orientations, and race, are segregated, it may be illegitimate.

The US has the Equal Employment Opportunity Commission (EEOC) that is charged with alleviating discrimination of an employee or employment candidate based on their sex, race, religion, or sex. EEOC covers organizations with 15 employees or more for most discrimination-related issues, but the total number of employees for age-based discrimination must be over 20 (EEOC, 2021). The classification aims to protect small businesses that may recruit family members to help around.

One of the discrimination-related laws enforced by the EEOC is the Pregnancy Discrimination Act. The law protects female employees from unfair treatment due to pregnancy, childbirth, or related complications after delivery (EEOC, 2021). The law protects victims from reprisals if they file complaints through the commission or other associated bodies.

Besides, the Equal Pay Act (EPA), an opportunity law, makes it illegal for organizations to pay men and women different wages if both are equally productive. EPA makes it unlawful to discriminate against those who file complaints about possible workplace discrimination. The act has brought remarkable balance in the workplace as far as employee compensation is concerned.

Finally, there is the Information Nondiscrimination Act of 2008. The act bans organizations from discriminating against their employees because of their genetic or related information, such as family medical history (EEOC, 2021). The law essentially requires candidates to be judged solely on merit.

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References

EEOC. (2021). Laws Enforced by EEOC | U.S. Equal Employment Opportunity Commission. Www.eeoc.gov. https://www.eeoc.gov/statutes/laws-enforced-eeoc

Hasnas, J. (2002). Equal Opportunity, Affirmative Action, and the Anti-Discrimination Principle: The Philosophical Basis for the Legal Prohibition of Discrimination. SSRN Electronic Journal. https://doi.org/10.2139/ssrn.334720

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