1 Case Site: Brown v. Board of Education, 347 U.S. 483 (1954) Basic Facts of the Case: In the case that came to be known as Brown, the Supreme Court of the United States came to the conclusion that the practice of racial segregation in public schools violated the Equal Protection Clause of the Fourteenth Amendment to the United States Constitution. This clause states that it is unconstitutional to discriminate on the basis of race in public accommodations and holds that public schools must be integrated. Legal Issue (specific to the Case): In the court proceeding known as Brown, the underlying issue was whether or not the policy of racial segregation in public schools constituted a violation of the Equal Protection Clause of the Fourteenth Amendment to the Constitution of the United States. In other words, the question was whether or not the practice of racial segregation in public schools was unconstitutional. Rule of Law (General rule): In the case of Brown v. Board of Education, the precedent that was established was that the practice of racial segregation in public schools violates the Equal Protection Clause of the Fourteenth Amendment to the Constitution of the United States. Apply the Rule to the Issue: Due to the fact that the Equal Protection Clause of the Fourteenth Amendment to the Constitution of the United States of America prohibits discrimination on the basis of race, and racial segregation in public education is a form of discrimination on the basis of race, the rule applies to the situation at hand. Conclusion (Impact): Brown v. Board of Education, in which it was determined that racial segregation in public schools was illegal under the Fourteenth Amendment's Equal 2 Protection Clause, may be traced back to the desegregation of public schools in the United States. It was determined that desegregating public schools was the only way to make the Fourteenth Amendment operate in this instance. Workplace Discrimination Article A: • Keywords: o Diversity o Race o Gender o Sexual orientation o Perceptions o Discrimination o Sources of discriminatory resources o Biases o Status-based differences o Productivity-based performance differences o Stereotypes o Workplace discrimination o Ascription o Attribution o Intersectionality o Forms of bias • Questions: 1. What laws in the United States protect employees from being discriminated against in the workplace for their sexuality? The law provided as a safeguard against the discrimination of employees based on their sexuality in the United States is enshrined in the Title VII of the Civil Right Act of 1964. The law provides that any acts of discrimination in the place of work against an employee based on their sexual orientation or gender identity are outlawed. The law is federal and outright applicable in all of the United States. 2. How effective are the set laws? The law set is potent and resonates with the American population. This owes to the fact that the American population is made of incredible diversity. As such, having a law that prohibits discrimination against people based on gender, race, and sexual orientation has been well perceived. For the most part, people have been empowered to work freely without the fear of being discriminated against in their places of work. 3. What roles do the employees play in fighting discrimination based on their sexuality in their workplaces? Employees can participate in the fight against workplace discrimination by studying what is legally required of them. The employees can work on understanding the obligations set forth by the law in their role in the creation of an inclusive work environment. The employees can choose to become members of community groups. The employees can engage their work managers to review their onboarding processes and the training and policies used in the organization.
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