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.QUESTION
Compare the contrast between disparate treatment and disparate impact.
| Subject | Nursing | Pages | 3 | Style | APA |
|---|
Answer
Disparate Impact and Disparate Treatment: A Comparison
Disparate treatment, commonly regarded as adverse treatment, happens when a company employer handles a worker unfairly compared to the rest of the workforce based on their unique indifferences such as personal characteristics, particularly regarding protected classes (Dessler, 2013). On the other hand, disparate impact refers to any form of unintentional discrimination within the workplace. The main similarity between the two concepts is that both disparate treatment and disparate impact define discriminatory practices affecting employees in their course of work and are sometimes used alternatively.
However, whereas disparate impact describes unintentional organizational discrimination issues, disparate treatment is intentional (Dessler, 2013). Disparate impact occurs when the procedures, policies, and practices of a company are unbiased, but end in a disproportionate effect on certain protected groups based on sex, race, nationality, religion, and color. It also occurs when underlying firm systems meant to remain neutral cause an imbalanced impact on the vulnerable groups within an organization (Dessler, 2013). For instance, testing applicants and utilizing the analysis outcomes might unintentionally eliminate certain minority applicants disproportionately is a form of disparate impact.
On the other hand, disparate treatment occurs when a company's practices, policies, and procedures are executed and set up to eliminate or sideline a certain group intentionally based on underlying factors such as religion, race, sex, color, or nationality (Dessler, 2013). It is any form of intentional employment discrimination that denies a certain category of employees their privileges and rights at work (Dessler, 2013). For instance, testing a specific skill among a particular group of minority applicants is a form of disparate treatment against employees.
Several federal laws have been introduced that prohibits workplace-based discrimination on racial, sexuality, gender, color, identity, sexual orientation, expression, military status, genetic information, equal pay, disability, pregnancy, national origin, equal pay, and sexuality. Employers must set clearly defined job responsibilities and avoid putting requirements specific to physical traits or gender identities. It is also important to introduce particular job skills and avoid going overboard with company requirements. Employers are required to embrace a culture of equality and inclusion in the workplace to make it favorable for each employee to thrive and perform better.
References
Dessler, G. (2013). Human resource management: Gary Dessler. Recording for the Blind & Dyslexic.