White Paper

Kareem Abdel Rahim

University of Maryland University College

HRMN 300

White Paper Assignment

Professor Denise Smoot

Nov 17, 2013

Discrimination with regards to employment can be of several types. It can be direct, indirect, and a
form of harassment or a form of victimization. There are several laws in place to protect an
employee or an applicant for a job from any form of harassment or discrimination. Before one
delves into the regulations in place, it is necessary for one to understand how discrimination
actually happens in a workplace or recruitment process. Common Grounds of Discrimination
are the following:

Gender: One is often seen to be preferred for a job on the basis of their gender. Discrimination
happens when a job requires educational credentials and a female candidate with higher
credentials is snubbed in favor of a male candidate with lower credentials comparatively. The
same applies in a work environment with regards to promotion.

Disability: When a job requires no physical stress and is based on purely academic credentials
and experience those with disabilities should be considered for the job as well. Yet there are
instances when they are not considered despite physical perfection not being a job requirement.

Age: Discrimination occurs when a more or equally qualified candidate is rejected solely on the
basis of his/her age (often because they are not young enough).

Religion, Race, Ethnic Background: This is perhaps the most blatant form of discrimination
where public or even private jobs are refused to people on the basis of the mentioned factors. Exceptions occur in religious institutions. All other companies, citing the mentioned factors as a
reason for disapproval of a job, are considered discriminatory.
Federal Anti-discrimination law
Equal Employment Opportunity Commission (EEOC) was established by the Title VII of the
Civil Rights act. This commission focused on investigating the alleged discrimination which...