Mandatory overtime
Mandatory Overtime
Difference and Dominance Discrimination
Discrimination is, in general terms, treating others differently without a justified reason; however, there are two specific types of discrimination as discussed in the book, Feminism: Issues and Arguments, by Jennifer Mather Saul. These two types of discrimination that Saul writes about are Difference and Dominance Discrimination. Difference discrimination is “discrimination where people are treated differently on grounds of sex, unless sex makes a legitimate difference to the decision being made (Saul; pg. 7).” Basically, unless there is a justified reason, treating people differently based on their biological identity is discrimination, or unjust. Dominance discrimination, on the other hand, “is discrimination based how power is distributed and maintained in society (Saul; pg. 12).” Simply, dominance discrimination is based on how society’s structured. This structure is created and maintained through the distribution of power in society, and how this power distribution is maintained. When we look at the issue of a workplace policy requiring mandatory overtime with very short notice we can determine whether this policy fits under the definition of difference discrimination, and/or dominance discrimination. Mandatory overtime being required in the workplace (on very short notice) isn’t difference discrimination. This policy is not difference discrimination because the policy applies to everyone that is employed at this company. If it was difference discrimination, the policy would apply to only men, or only women, or a specific group of individuals in society. Another reason why this policy is not considered difference discrimination is that “whether or not a worker can fulfill the responsibilities of a job is an entirely legitimate and reasonable thing for an employer to take into account (Saul; pg. 9).” This means that employers are justified in turning individuals away from a position
Difference and Dominance Discrimination
Discrimination is, in general terms, treating others differently without a justified reason; however, there are two specific types of discrimination as discussed in the book, Feminism: Issues and Arguments, by Jennifer Mather Saul. These two types of discrimination that Saul writes about are Difference and Dominance Discrimination. Difference discrimination is “discrimination where people are treated differently on grounds of sex, unless sex makes a legitimate difference to the decision being made (Saul; pg. 7).” Basically, unless there is a justified reason, treating people differently based on their biological identity is discrimination, or unjust. Dominance discrimination, on the other hand, “is discrimination based how power is distributed and maintained in society (Saul; pg. 12).” Simply, dominance discrimination is based on how society’s structured. This structure is created and maintained through the distribution of power in society, and how this power distribution is maintained. When we look at the issue of a workplace policy requiring mandatory overtime with very short notice we can determine whether this policy fits under the definition of difference discrimination, and/or dominance discrimination. Mandatory overtime being required in the workplace (on very short notice) isn’t difference discrimination. This policy is not difference discrimination because the policy applies to everyone that is employed at this company. If it was difference discrimination, the policy would apply to only men, or only women, or a specific group of individuals in society. Another reason why this policy is not considered difference discrimination is that “whether or not a worker can fulfill the responsibilities of a job is an entirely legitimate and reasonable thing for an employer to take into account (Saul; pg. 9).” This means that employers are justified in turning individuals away from a position
Cited: Saul, Jennifer Mather. Feminism: Issues & Arguments. Oxford: Oxford UP, 2003. Print.