Over time, these coping mechanisms would not only reinforce to the overweight individual that they do not fit these stereotypes but also, might change the perception of those around them. Other coping mechanisms that women could use that endure weight discrimination at work include encompassing the concept of impression management, which is when the individuals, in this case the overweight victims, would influence the perceptions of other people about themselves, and this can be either conscious or unconscious. In order to help the overweight person cope with the discrimination that they encounter, it may be best for them to subtly influence those around them to think more highly of them in some capacity in order to create a better image for themselves. Coping mechanisms that are not traditional and less scientific in nature might also be the classic, "laugh at yourself" coping mechanism. People in the workplace might appreciate an overweight individual more if they have the ability to acknowledge their body type. These possible coping mechanisms ties back into the previously mentioned term "weight controllability"- people in the workplace are under the impression that overweight people are responsible for their own body which means that by acknowledging it, then the person is acknowledging people's thoughts and potentially getting ahead of any potential discrimination they may experience. As the obesity becomes an issue domestically and abroad, weight discrimination will continue to be an issue that needs to be tended too. There are many prejudices and negative perceptions that, as studies have found, have been engrained in children and with the modern movement to create a "fat stigma," overweight people are falling victim to the masses, especially women who are far more susceptible...
The institutional discriminations as well as the interpersonal barriers and hurdles that overweight and obese people face and deal with in the workplace on a daily basis is, as statistics have shown, is quite incredible. Psychological coping strategies will help partially combat their discrimination and self-esteem. As Stephen Colbert noted, even the government is issuing "pro-skinny" legislation which makes it even more difficult for overweight people to cope with their status as unaccepted individuals, as it seems everyone in society is turning their backs on them. As society moves forward, we will watch for a potential new civil right movement to develop.
Likewise the same percentages of responders assert that discrimination based on sexual orientation occurs at the companies that they work for. Eighty percent of the participants believe that a company's policy concerning discrimination against gays should not be determined by religious convictions. Fifteen participants reported that an employee of their company had been accused of discrimination based on sexual orientation. Additionally, seventy percent of participants assert that there company has
Discrimination in the Workplace There is presently much controversy with regard to discrimination in the workplace and recent events concerning gay rights have raised public awareness concerning biased thinking in the workplace. The moment when voters in California voted Prop. 8 to outlaw same sex marriages produced serious uproar among gay individuals in the area who were already married and among the U.S. pro-same-sex marriages community in general. This made it
Discrimination against the elderly, against pregnant women, against women with children, against people of color are all prohibited under the law. The EEOC or Equal Employment Opportunity Commission was created to administer Title VII of the Civil Rights act and specifically to "progress race, national origin, religious, and sex discrimination claims pursuant to the statue" (Gregory, 2003). Is the EEC doing its job? During the first year alone after
Johnson v Transportation Agency (1986) The two above cases both resulted in a broadening of the scopes and protections of the Civil Rights Act via jurisprudence. In Johnson v Transportation Agency (1986), a very different result was reached that shows the changing nature and understanding of discrimination and how it work in society. The difference in this case is also directly and explicitly related to the differences in the original plaintiffs
Racial Discrimination in the Workplace Until fairly recent times, blacks and other minority groups were denied almost all economic and educational opportunities, including government programs that distributed homestead lands, oil, gas and mineral rights, television and radio licenses, federally-guaranteed mortgages and business loans and airline routes (Feagin 3). Before the 1960s, most blacks and Hispanics held only menial, low-paying jobs and were denied ownership of land and business or access to
The way that this relates to the work place, is that any kind of slight variation in the quota system can open the flood gates for these kinds of suits to occur. Then, when the court does not provide consistency in their rulings it creates even more confusion. When you look beyond the quota system, it is clear that this basic principal, of taking something away from one group and
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