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Essay Available:
Pages:
2 pages/≈550 words
Sources:
2 Sources
Style:
APA
Subject:
Management
Type:
Essay
Language:
English (U.S.)
Document:
MS Word
Date:
Total cost:
$ 8.64
Topic:

EEOC v. Abercrombie & Fitch Stores, Inc: Discrimination against Muslim Applicant

Essay Instructions:

Applied Psychology and Changing Demographics
[WLO: 2] [CLOs: 1, 2]
Review Chapter 2 in Applied Psychology in Talent Management.
Read the webpage Affirmative ActionLinks to an external site..
This webpage provides information about affirmative action.
Read the article Discrimination: How and Why Can It Be Legal?Links to an external site.
This article provides information on how discrimination can sometimes be legal.
View the video Rethinking Talent Management—Interview With Professor Jay CongerLinks to an external site.. This video provides information about the area of talent management and where today’s organizations fail when it comes to implementing effective talent management programs.
The laws and regulations on hiring and managing talent are dynamic and impact today’s practice. Practices that might have been acceptable 2 decades ago could likely be prohibited under today’s federal hiring practices. Research a case law for discrimination then write a two- to four-page analysis addressing the points listed below. Use APA Style and a minimum of two scholarly and/or credible sources in addition to the text. Please use these resources to assist you with Formatting Your References ListLinks to an external site. and APA: Citing Within Your PaperLinks to an external site..
In your analysis,
Identify the case.
Explain the specific discrimination.
Summarize the case issue, findings, and outcome.
Explain how the findings from the case are applied to today’s practices.
The Applied Psychology and Changing Demographics paper
Must be two to four double-spaced pages in length (not including title and references pages) and formatted according to APA StyleLinks to an external site. as outlined in the Writing Center’s APA Formatting for Microsoft WordLinks to an external site. resource.
Must include a separate title page with the following:
Title of paper in bold font
Space should appear between the title and the rest of the information on the title page.
Student’s name
Name of institution 
Course name and number
Instructor’s name
Due date
Must utilize academic voice. See the Academic VoiceLinks to an external site. resource for additional guidance.
Must include an introduction and conclusion paragraph. Your introduction paragraph needs to end with a clear thesis statement that indicates the purpose of your paper.
For assistance on writing Introductions & ConclusionsLinks to an external site. and Writing a Thesis StatementLinks to an external site., refer to the Writing Center resources.
Must use at least two scholarly and/or credible sources in addition to the course text.
The Scholarly, Peer-Reviewed, and Other Credible SourcesLinks to an external site. table offers additional guidance on appropriate source types. If you have questions about whether a specific source is appropriate for this assignment, please contact your instructor. Your instructor has the final say about the appropriateness of a specific source.
Utilize correct APA Style formatting for legal sources including case law and legislation. See the Citing Legal SourcesLinks to an external site. resource from the Writing Center as well as the Citing Legal Sources in APA StyleLinks to an external site. from the University Library of California State University, Stanislaus, for assistance.
Must document any information used from sources in APA Style as outlined in the Writing Center’s APA: Citing Within Your PaperLinks to an external site. guide.
Avoid overdependence on direct quotes. Direct quotes are a great way to strengthen our assertions and provide support. However, be sure to avoid using excessive direct quotes in lieu of original thought. Direct quotes will not meet the requirement for analysis, application, and critical thinking. Please ensure to not overuse direct quote so that you can avoid losing points for this. Review the Integrating ResearchLinks to an external site. resource from the Writing Center for additional guidance.
Must include a separate references page that is formatted according to APA Style as outlined in the Writing Center. See the APA: Formatting Your References ListLinks to an external site. resource in the Writing Center for specifications.
Carefully review the Grading RubricLinks to an external site. for the criteria that will be used to evaluate your assignment.
Waypoint Assignment Submission
The assignments in this course will be submitted to Waypoint. Please refer to the instructions below to submit your assignment.
Click on the Assignment Submission button below. The Waypoint "Student Dashboard" will open in a new browser window.
Browse for your assignment.
Click Upload.
Confirm that your assignment was successfully submitted by viewing the appropriate week's assignment tab in Waypoint.
For more detailed instructions, refer to the Waypoint TutorialLinks to an external site..
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The following content is partner provided

Essay Sample Content Preview:

Discrimination
Student's Name
University, Department
Course Number
Date
Discrimination
The Civil Rights Act of 1964 forbids discrimination grounded on a person's race, color, religion, gender, or country of birth. Employers with 15 or more staff, recruitment agencies, and labor organizations must comply with the legislation. Monitoring compliance with the Civil Rights Act of 1964 is the Equal Employment Opportunity Commission’s (EEOC) responsibility. Aiming to negotiate resolutions, the EEOC investigates discrimination allegations. If the EEOC cannot resolve the accusations satisfactorily, it may bring a lawsuit against the alleged victim.
The Case
In response to discrimination against a Muslim job applicant, the EEOC charged Abercrombie & Fitch Stores, Inc. The name of the case is "EEOC v. Abercrombie & Fitch Stores, Inc.". According to the EEOC, Abercrombie & Fitch discriminated against a job candidate based on attire: she dressed in a headscarf, a symbol of Muslim religious practice. (Abdelkader, 2020). The Equal Employment Opportunity Commission also claimed that Abercrombie & Fitch did not provide reasonable accommodations for the religious observance of the job applicant by not allowing her to wear a headscarf at work.
The Specific Discrimination
The EEOC specifically alleged that Abercrombie & Fitch denied the job candidate an interview because she was wearing a headscarf or hijab. The EEOC accused Abercrombie & Fitch of having a policy of not hiring employees who wore "caps" or "hats" as part of their religious beliefs. This policy was allegedly applied to the job candidate even though she was wearing a headscarf for religious reasons. Abercrombie & Fitch denied that it had discriminated against the job candidate. Abercrombie & Fitch stated that the job candidate was not hired because she did not meet the company's "Look Policy,” which requires employees to wear Abercrombie & Fitch clothing and to have a "natural, classic American style (Abdelkader, 2020). The Civil Rights Act of 1964's Title VII forbids religious service discrim...
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