FE Insights Fair lending analysis 051916. Greer.
Affirmative Action. Tuskeegee, Guatemala... By BAR editor and senior columnist Margaret Kimberley The Nazi “Doctor of Death,” Joseph Mengele, lived out his last years in hiding and infamy in South America.
But the American Dr. Mengele, Dr. John C. Cutler, who infected human beings with syphilis in Alabama and Guatemala, died in the bosom of Yale University, a man of honor and high esteem. Freedom Rider: Tuskegee, Guatemala... Gender Bias Exists in Professor Evaluations. Just like internal teaching evaluations, Viacom's Rate My Professors gives students a platform to say whatever is on their minds, with anonymity and without fear of retribution.
Many professors have wondered (based on some damning evidence) how strong a role gender bias plays in evaluations. More formal evaluations (even outside colleges and universities) probably show many of the same biases. Interventions to improve cultural competency in healthcare: a systematic review of reviews. Assessing Pharmacy Students’ Self-Perception of Cultural Competence. The "Beauty Bias" - Can You Hire Based on Looks? Can employers hire based on looks and image?
Sander%20Final_ToPrinter_917.pdf. What Happens Before? A Field Experiment Exploring How Pay and Representation Differentially Shape Bias on the Pathway into Organizations by Katherine L. Milkman, Modupe Akinola, Dolly Chugh. Katherine L.
Milkman University of Pennsylvania - The Wharton School Modupe Akinola Columbia University - Columbia Business School Dolly Chugh New York University (NYU) - Leonard N. Milkman, K.L., M. 10 ways white people are more racist than they realize. This article originally appeared on AlterNet.
If there’s anything our fraught national dialogue on race has taught us, it’s that there are no racists in this country. (In fact, not only do multiple studies confirm that most white Americans generally believe racism is over — just 16 percent say there’s a lot of racial discrimination — it turns out that many actually believe white people experience more discrimination than black people.) It’s a silly idea, of course, but it’s easy to delude ourselves into thinking that inequality is a result of cultural failures, racial pathology and a convoluted narrative involving black-on-black crime, hoodies, rap music and people wearing their pants too low.
Racism, the misuse of genetics and a huge scientific protest. "A Troublesome Inheritance: Genes, Race, and Human History" is the new book by science writer Nicholas Wade that asserts a genetic basis for certain human behaviors and distinguishes them by race.
It's been widely panned in book reviews, especially by experts in the fields of science and social science touched on by the work. Reviewers have cited scientific errors in the book, but typically aim more directly at Wade's conclusions. Capuchin monkey fairness experiment. Affirmative Action. Affirmative action policies are those in which an institution or organization actively engages in efforts to improve opportunities for historically excluded groups in American society.
Affirmative action policies often focus on employment and education. In institutions of higher education, affirmative action refers to admission policies that provide equal access to education for those groups that have been historically excluded or underrepresented, such as women and minorities. Controversy surrounding the constitutionality of affirmative action programs has made the topic one of heated debate. Background on Affirmative Action Affirmative action is an outcome of the 1960's Civil Rights Movement, intended to provide equal opportunities for members of minority groups and women in education and employment. Affirmative action policies initially focused on improving opportunities for African Americans in employment and education.
The Affirmative Action Debate Additional Resources. Affirmative Action: Econ Effects on Target Groups. It is also important to know whether affirmative action has improved the employment status of women and minorities.
Research on the issue of target group attainment has revolved around three categories of outcomes: (a) employment rates, (b) income attainment, and (c) promotion rates and occupational attainment. A. Employment of Women and Minorities in Organizations Several studies have examined how employment has varied as a function of affirmative action policies. Bill Shaw, Affirmative action: An ethical evaluation. 96.01.12: Affirmative Action Debate. Introduction The issue of affirmative action is complex.
The relations among races and between sexes, assertions of individual rights, and demands for equality in distributions of societys benefits constitute the fundamental social problems of our times. The purpose of this unit is to look at situations for which individuals can get preferential treatment and in which situations they cannot. This is an important issue because preference is given to many individuals under government pressure through affirmative action programs.
It is not clear that the results of such pressure does not always agree with justice. Title VII of the Civil Rights Act of 1964. EDITOR'S NOTE: The following is the text of Title VII of the Civil Rights Act of 1964 (Pub.
L. 88-352) (Title VII), as amended, as it appears in volume 42 of the United States Code, beginning at section 2000e. Title VII prohibits employment discrimination based on race, color, religion, sex and national origin. The Civil Rights Act of 1991 (Pub. The Age Discrimination in Employment Act of 1967 (ADEA) EDITOR’S NOTE: The following is the text of the Age Discrimination in Employment Act of 1967 (Pub. L. 90-202) (ADEA), as amended, as it appears in volume 29 of the United States Code, beginning at section 621. The ADEA prohibits employment discrimination against persons 40 years of age or older. The Older Workers Benefit Protection Act (Pub. L. 101-433) amended several sections of the ADEA. In addition, section 115 of the Civil Rights Act of 1991 (P.L. 102-166) amended section 7(e) of the ADEA (29 U.
An Act. Employment. SBLGCHP19_b. [an error occurred while processing this directive] [an error occurred while processing this directive] Many employers are faced with the following dilemma: They are forbidden by law from asking a prospective employee certain questions, yet they can be sued for the negligent hiring or retention of a dangerous employee. A Minnesota landlord, for example, was held to have been negligent in hiring a resident manager who raped a tenant. Although the manager had a criminal record, he was furnished with passkeys to tenants’ apartments. In its ruling in this case, the Minnesota Supreme Court defined the following aspects of the law: Negligent hiring. Employers have been found liable for negligent hiring or retention of dangerous or incompetent employees in most states, including Alaska, California, Florida, Georgia, Illinois, Kansas, Maryland, New Mexico, and New York. Little Criminals. Disregard Diversity at Your Financial Peril: Diversity as a Financial Competitive Advantage.
The data is in: diversity is far more profitable than less diverse business models. Supposedly, the business case for diversity is weak. It’s mainly “wishful thinking.” That’s what the Chicago-based Institute for Inclusion in the Legal Profession concluded in its 2011 report, “The Business Case for Diversity: Reality or Wishful Thinking.” The IILP’s review of data was so comprehensive, the study was widely accepted as definitive. There’s just one problem: the report never actually took a direct look at whether diversity is profitable.
Diversity » Greenleaf Center for Servant Leadership. Big Gap Between Education, Aspirations of Asian Americans and Their Representation in Management A study reveals why Asians hold only 2 percent of top corporate jobs – and why this should matter to companies and what they can do about it. Motherhood Punishes Businesswomen More Than Three Other Top-Earning Professions A study finds women with MBAs who take professional leave to raise their children are taking a greater hit to their income than women with medical, pharmacy and law degrees. Race and Ethnicity Impact Recruiting, Turnover A University of Miami study finds that White, Asian and Hispanic managers tend to hire more whites and fewer blacks than black managers do. Number of Businesses Protecting LGBT Employees Growing The Human Rights Campaign Foundation finds a dramatic increase in the number of Fortune 500 companies that have gender identity protections.
Few U.S. Reigh Who Benefits from Racism 1978.
Prejudice Is Hard-wired Into The Human Brain, Says ASU Study. TEMPE, Ariz. -- Contrary to what most people believe, the tendency to be prejudiced is a form of common sense, hard-wired into the human brain through evolution as an adaptive response to protect our prehistoric ancestors from danger. So suggests a new study published by Arizona State University researchers in the May issue of the "Journal of Personality and Social Psychology," which contends that, because human survival was based on group living, "outsiders" were viewed as -- and often were -- very real threats. "By nature, people are group-living animals -- a strategy that enhances individual survival and leads to what we might call a 'tribal psychology'," says Steven Neuberg, ASU professor of social psychology, who authored the study with doctoral student Catherine Cottrell. Consistent with the researchers' hypotheses, findings revealed that distinct prejudices exist toward different groups of people.