Stereotypes that Lead to Discrimination

Categories: Stereotypes

“A stereotype is a simplified assumption about a group based on prior experiences or beliefs” (Cherry 2018). In the process of studying HMD 320 - Working with Diversity and Inclusion class, Professor Holly O’Brian invited Dr. Williams who is one of the law professors from UNLV highlighted many examples of stereotypes leading to discrimination. There are stereotypes of age, gender, race, nationality, religion, sexual orientation, and disability. I would like to take the stereotype of age as an example – The elders and the younger ones.

Many people think that older employees in the company are more obedient, have a set of rules or guidelines for their work, and are less likely or even unwilling to communicate with other colleagues. On the contrary, it is often the elder employees who feel that the younger ones are not working properly or unprofessionally by doing whatever they want and always communicate with others, while elder ones thought intellectual property rights should be protected. Differences fromofinthat age, coupled with the constant renewal of the education system have led to conflicts in thought and style between colleagues fromof different ages.

Get quality help now
Bella Hamilton
Bella Hamilton
checked Verified writer

Proficient in: Stereotypes

star star star star 5 (234)

“ Very organized ,I enjoyed and Loved every bit of our professional interaction ”

avatar avatar avatar
+84 relevant experts are online
Hire writer

As this conflict has been constantly evolving and increasing in number. Correctly corresponds to the meaning of stereotypes, which led to more and more people starting to classify employees of different ages and group them into certain categories. Once people are divided into categories, which means stereotype occurs, there will naturally follow by prejudice and discrimination (Cherry 2018). The first case is about discrimination against the stereotypes of persons with disabilities.

Get to Know The Price Estimate For Your Paper
Topic
Number of pages
Email Invalid email

By clicking “Check Writers’ Offers”, you agree to our terms of service and privacy policy. We’ll occasionally send you promo and account related email

"You must agree to out terms of services and privacy policy"
Write my paper

You won’t be charged yet!

Yvonne Brown sued Apple Inc. on Five Counts of discrimination and retaliation. Yvonne Brown, the plaintiff, is a former disabled technician at Apple in Georgia, the main task for her is to properly guide and help customers who are not familiar wolfish Apple products to use Apple products correctly. Based on her autoimmune disorders, she had already registered as a handicapped employee within the HR system by the time she began her employment. Furthermore, Apple allow her to work at night shift because she had a medical appointment during the daytime. On February 18, 2016, she was diagnosed with epilepsy and informed her supervisor, David. One day, David told Yvonne that she looked tired and forced her to leave work by blocking her assess to the employee system. However, when David explain to the HR department the reason to block Yvonne was that shea that needed to take medical leave, from the beginning to the end, Yvonne never mentioned the matter of asking for leave. A few months late, Yvonne was told that she had exhausted her FMLA leave and she was required to return to work. She was assigned to phone support training after her return to work, but her original position was in chat support. Instead of receiving the training on the new software for chatting support technicians which she requested, the management place her in a different department.

What’s worst is Yvonne was transferred to a low-paying day shift position by David with no room for negotiation. In the spring of 2016, she informed David that she needed to be includicanngansferred in Georgia due to a family issue, and David agree. A senior-level manager, named Harless, require her to turn in her FMLA paperwork for her medical leave previously and if not to do so, she would be terminated. Yvonne said that she never had FMLA paperwork because she never ask for leaving, but she was able to provide the doctor's note to claim she is allowed to work. Finally, the canfederallyracedefendant terminated her employment (Tomas, 2017).

Based on the evidence, the five courts finally ruled that:

  1. Plaintiff as an individual with a disability as defined by the ADAA;
  2. She is able to perform the basic functions of her work, whether or not she has reasonable arrangements;
  3. The defendant caused the plaintiff to be subjected to unfavorable employment practices, including rejecting her reasonable requirements;
  4. The defendant deliberately and maliciously ignored the plaintiff’s federal protected rights, so she was entitled to punitive damages;
  5. The plaintiff has the right to resume the employment of the defendant. If she is unable to return to the original condition, she has the right to compensate for future wage losses and employment benefits;
  6. ofBy refusing the plaintiff’s reasonable arrangements to terminate his work, the defendant discriminated against the plaintiff for his disability and violated her rights under ADAAA (Tomas, 2017).

The second case is about discrimination against the stereotypes of racialfederallyrac. Four African-American employees filed a lawsuit against Coca-Cola for representing of 2,200 African-American colleagues including themselves for racial discrimination. The plaintiffs alleged that they had received racial discrimination in payment, promotion, and performance evaluation. According to the evidence the plaintiff provided, the average salary of African-American employees is one-third less than the average income of white people, and there was rarely any room or opportunities for promotion. They also claimed that Coca-Cola failed to correct and prevent discrimination (Coca-Cola, 2014). The next year, Coca-Cola agreed to the largest settlement fee ever with $192 million. Coca-Cola denied the plaintiff’s previous allegations, but some of the human resources policy was revised and agreed to establish a five-year investigation team to supervise and manage. Finally, in 2006, the results of the investigation were that the company fulfilled its commitment and the settlement agreement came into effect (Coca-Cola, 2014).

Updated: May 27, 2022
Cite this page

Stereotypes that Lead to Discrimination. (2022, May 27). Retrieved from https://studymoose.com/stereotypes-that-lead-to-discrimination-essay

Stereotypes that Lead to Discrimination essay
Live chat  with support 24/7

👋 Hi! I’m your smart assistant Amy!

Don’t know where to start? Type your requirements and I’ll connect you to an academic expert within 3 minutes.

get help with your assignment