Running head: DIVERSITY TRAINING MANUAL
Diversity Training Manual
DIVERSITY TRAINING MANUAL
Discrimination and prejudice have been on the rise over the years. Discrimination has
been on the basis of sex, race gender and religion among others. Discrimination is the enemy of
progress and this is why legislations have been put in place to curb discrimination. The Civil
Rights Act is one of the most famous legislations that were implemented to curb discrimination.
Discrimination in various places of work is the most rampant form of discrimination. The civil
rights act was specifically implemented to curb discrimination among employees. This paper
seeks to talk about the various forms of discrimination and how various legislations have helped
in curbing discrimination. The effectiveness of some statutory provisions has also been in
question and this paper also seeks to address whether various provisions have been effective or
not. For a long time, affirmative action has also been used as a way of protecting employees
against discrimination. Over the years, affirmative action has been misinterpreted to mean
different things. This paper looks into the actual intention of affirmative action in curbing
discrimination. The positive, as well as the negative effects of affirmative action, have also been
looked into with the aim of establishing whether affirmative action legislation has been effective.
Explanation of the Civil Rights Act
As stated earlier, the Civil Rights Act was implemented to protect persons from being
discriminated against on various grounds including their sex, their nationality, and their beliefs.
The Civil Rights Act Title VII is, however, more specific on the issue of discrimination and
states that it is the constitutional right of every citizen to get employment from any labor
organization irrespective of their gender or religious affiliation. The statute goes ahead to state
DIVERSITY TRAINING MANUAL
that employers must be in a position to reasonably accommodate employees regardless of their
religious practices. The term reasonable accommodation may be interpreted to mean several
things. According to the Ball (2000), however, the term reasonable accommodation means that
only on extreme circumstances can an employer fail to hire an employee or even dismiss an
employee on the basis of their beliefs and their religious practices.
Reasonable accommodation may also be interpreted to mean circumstances that can be
allowed by the law. Any form of discrimination on the basis of religion would otherwise be
uncalled for and unreasonable. Reasonable accommodation also means understanding that
different people have different religious beliefs ...