A Career Of My OwnEssay Preview: A Career Of My OwnReport this essay“I want a career, not a job!” is a statement that many people use when describing their futures. In todays ever-changing world, more people are joining the career workforce in large numbers. Ironically, the majority of todays workforce is the worlds minority sex and ethnic groups. Some people believe that this should be changed for the future of the workforce to exist. However, this change is and will be necessary for the development of the workforce to continue to thrive. Therefore, as time progresses, women, other traditionally underrepresented ethnic groups and African Americans have been and will continue to be forced into the workforce due to a need for experience, compassion and empathy.
Since the percentage of women that attend and graduate from a college or university is higher than that of men; it is only right that the workplace hire and maintain more women than men. Thus, it should not be a surprise when women are seen as the predominant force in the workplace and behind the scenes as well. Women have been the backbone to families, households and much more for millions of years, so it only makes sense that they should now populate offices, churches and the government as well. In no way is anyone trying to say that men are not smart and capable of handling business and the world; nevertheless, what is being said is that a new perspective (womans outlook) on issues would be nice and appreciated. Moreover, women are not the only new force in the work industry. They are joined by various ethnic groups that have been considered to be minute and insignificant.
When people turn on the television to view the news reports, they are able to see people of different races and cultures that they would normally not be able to see. It is possible that the big men upstairs have figured out that in order to come across a crowd a certain way, they must be able to understand and relate to the person or people that are speaking to them. With concept in mind, more corporations are hiring individuals from non-traditional backgrounds to aid and assist in the process attracting and maintaining larger crowds for their services and/or goods. Additionally, the newfound appreciation for diversity in the workforce is through the increase in business and sales. Furthermore, another result of recent changes in the workforce could be the amount of independently owned businesses that have been started by a member of a minority ethnic group. Nonetheless, some argue that the biggest reasons for the changes in the workforce
A survey of more than 11,000 employees in a small, yet growing group of companies in the region of Seattle found that 57% of employees say they believe in affirmative action, 20% believe in affirmative action, 0.4% consider their jobs are overrated, and 10% view that they want more. According to these findings, only one in five employees thought that black Americans were discriminated against by affirmative action policies or that the average American black American is not getting an equal share of the black vote at the U.S. level (3%).
In response to these findings, the American Federation of Labor, the nation’s largest labor organization, called on the U.S. Department of Labor, the nation’s only Federal agency, to provide research that would support racial diversity in the workplace and in the workplace’s future. The statement was issued over a five-month period and has since been met with widespread support from more than 1,000 employees, as well as from those who are now organizing at the National Center for Human Rights to do just that.
In response, HR spokesman, Joe Daley said, “For many employees to get a fair shot at representation in the workplace, the right to work should include working to improve the lives of disadvantaged and under-represented employees—particularly those with disabilities and those with mental health issues.”
The Employment Standards Act allows for workplace racial segregation, which does not mean that employment discrimination is legal under either federal or state law.
Cameraparilla & Co. Incorporated, one of the largest publicly traded corporations in this segment of the nation with more than 1,600 employees, filed its latest report on the impact of an increasing number of states’ laws on employment discrimination last week. Cameraparilla & Co. was established in 1971 to provide support to small businesses using the federal and state programs. In 1998, Cameraparilla Corp. expanded to include all of the small business markets of New Jersey, Delaware, New York, Ohio, Pennsylvania, Pennsylvania, Rhode Island. Although Cameraparilla’s growth also continues to increase, it only received a net loss of more than $200,000 in 2003 and is now the second-largest shareholder of the company behind C.A.E., which received over $900,000 in operating dividends from 2000 to 2004.
The employment discrimination report and an estimated 100 days of research have been conducted by the National Organization for Black Women. As part of the study team’s report, Cameraparmap has received funding from Federal grants, grants, and other programs and projects.
As a leading partner of the research, Cameraparmap is committed to support independent and diverse studies, to develop and disseminate research recommendations to policymakers and the public, and to share it with employers and the communities within which it helps work.
Cameraparmap believes that the impact and impact of these laws will be more significant than the impact and impact of similar laws in states such as North Dakota, North Dakota’s constitutional rights, and Oregon’s laws on equal employment for women. Because these laws were not passed to encourage discrimination, many of these laws will likely remain in place where the law will continue to discriminate.
In addition, we find that in states that have passed laws which have taken effect to expand or remove or limit the number of employees qualified to work on their private or public companies, the same number of immigrants and other racial minorities were denied work under federal legal authority.
However, we also find that when those laws were passed in states that have passed those laws, the federal government was unable to deny many of the federal employee protections required by federal law.
By supporting policies that will enhance the jobs opportunities and diversity of the workforce, the labor movement will