Study Guide Citingshafritz J M Russell E W Borick C P ✓ Solved

Study Guidecitingshafritz J M Russell E W Borick C P 20

Study Guidecitingshafritz J M Russell E W Borick C P 20

STUDY GUIDE Citing: Shafritz, J. M., Russell, E. W., & Borick, C. P. (2013). Introducing public administration (8th ed.). Upper Saddle River, NJ: Pearson. Social Equity Unit Lesson Social equity is the fairness in the delivery of public services and that each citizen has a right to be given equal treatment by the political system. The 20th century has witnessed an outpouring of information regarding social equity and legislation that gave new rights to workers, women, and minorities. This has even been taken one step further as social equity has become one of the many criteria for evaluating the desirability of any public or policy program.

Race can be defined as a large group of people with common characteristics presumed to be transmitted inherently. These would include, but is not limited to, color of hair, skin, eyes, and emotions (in a more subtle order). One of the many hot topics dealing with race is the administration of the public affairs of a multiracial society. Equal Employment Opportunity (EEO) is a concept fraught with political, cultural, and emotional connotations as it applies to a set of employment procedures that prevent an individual from being excluded from the hiring process based on race, color, sex, religion, age, etc. There is a fine line, however, with this type of practice that has been developed. That is, for some, gaining employment is as simple as possessing the minimum requirements as stated in the job announcement. Only the courts have been able to say when and where there is an issue with EEO.

It was not until 1961, in the Kennedy administration, that Affirmative Action and the EEO became a central aspect of public personnel administration. The administration required that “affirmative action” be used to implement a policy of non-discrimination in employment by the federal government and any of the contractors that were affiliated. This type of law was then forwarded into the Johnson era with the introduction of the Civil Rights Act in 1964. Eventually, this developed into the Equal Employment Opportunity Commission (EEOC) to prevent further discrimination in the private sector.

During the Nixon administration it became law that EEO programs were to establish and maintain an affirmative action program of equal employment opportunity. The Equal Employment Opportunity Act of 1972 further solidified the traditional policy of nondiscriminatory practices and further stimulated the Civil Service Commission’s position in dealing with types of discriminatory practices that may be experienced. Even with the passage of these laws and making progress with affirmative action and equal employment opportunities, disparities remain between rates of Black, Hispanic, and White males. For example, occupational earnings for White males was $72,000 upon graduating from college, but Black and Hispanic males with equivalent degrees were earning 30% less than their counterparts (Bureau of the Census, 2006).

With the passage of the CRA in 1964, it was unknown what impact this law would have on sexual harassment and sexual discrimination in the workplace. The federal government has a history of creating legislation providing employment for disabled persons. Toward the end of the Civil War, disabled veterans received benefits and employment preference. In 1919, employment preferences were extended to the wives of disabled veterans. The Vocational Rehabilitation Act also provides a definition of a handicapped or disabled individual: a person with a physical or mental impairment that substantially limits one or more movements, a record of such impairment, or regarded as having such impairment.

Until the passage of the Americans with Disabilities Act (ADA) in 1990, programs began to take shape regarding non-discrimination against persons with disabilities in employment, transportation, access to facilities, and removing barriers like wheelchair accessibility. All public administrators have an obligation to promote social equity within their organizations and public spaces. The law was controversial, as minorities and women were routinely denied equitable treatment and similar employment opportunities before. Today, organizations are legally liable if they fail to uphold equal employment opportunities.

In December 2010, Congress passed, and President Obama signed, the repeal of “don’t ask, don’t tell” in the U.S. military, allowing openly gay Americans to serve by fall 2011. The role of public administrators is to promote social equity, which can be interpreted in various ways. Some laws are controversial, such as civil rights legislation from the 1960s, especially the Civil Rights Act of 1964 and the Voting Rights Act of 1965. Currently, large employers must provide equal employment opportunities and are liable if they do not.

Another interpretation of the obligation to promote social equity involves proactively fostering a diverse workforce through intentional hiring and advancement practices to ensure fairness and inclusivity.

Sample Paper For Above instruction

Social equity is a foundational principle in the domain of public administration, emphasizing fairness and equal treatment in the delivery of public services and employment practices. Rooted in decades of legislative progress, social equity concerns encompass a broad spectrum of issues related to race, gender, disability, and sexual orientation, influencing policies at federal, state, and organizational levels.

The concept of race has historically played a significant role in shaping public policy, particularly in multiracial societies. Race, defined as a large group characterized by inherited physical and emotional traits, has profoundly affected the administration of public affairs. A prominent example of addressing racial disparities is the implementation of Equal Employment Opportunity (EEO), aimed at ensuring non-discriminatory practices in hiring and employment. The origin of EEO can be traced back to the early 1960s, notably during the Kennedy administration, when affirmative action policies were introduced to promote fairness in federal employment (Shafritz, Russell, & Borick, 2013).

The 1964 Civil Rights Act marked a pivotal point, establishing legal frameworks to prevent racial discrimination. Subsequently, the creation of the Equal Employment Opportunity Commission (EEOC) provided a dedicated mechanism to oversee compliance and address grievances. Despite these measures, disparities persist, particularly affecting Black and Hispanic individuals. For example, data indicate that college-educated Black and Hispanic males earned approximately 30% less than their White counterparts (Bureau of the Census, 2006). These gaps highlight ongoing challenges in achieving true social equity in employment practices.

Legislation addressing disability rights demonstrates an evolving understanding of social equity. From early efforts post-Civil War that prioritized disabled veterans and their families, to modern statutes like the Americans with Disabilities Act (ADA) enacted in 1990, efforts have been made to eliminate discriminatory barriers. The ADA mandates accessibility in employment, transportation, and public facilities, fostering inclusion for persons with disabilities. Public administrators are tasked with ensuring these laws are enforced fairly, promoting an equitable environment that respects diversity and individual rights (Shafritz et al., 2013).

Workplace discrimination extends beyond race and disability to include gender and sexual orientation. The history of legislation such as the Civil Rights Act and subsequent policies reflects a progressive recognition of the rights of women and LGBTQ+ individuals. The repeal of “don’t ask, don’t tell” in 2010 exemplifies this trajectory toward inclusivity, enabling openly gay Americans to serve in the military. Public administrators are thus challenged to implement policies that support diversity, equity, and inclusion, proactively fostering workplaces where all individuals have equal opportunities (Shafritz et al., 2013).

While legal frameworks have significantly advanced social equity, disparities remain evident in employment outcomes. These inequities are often rooted in systemic issues, requiring sustained efforts beyond legislation. Proactive measures such as targeted recruitment, mentorship programs, and organizational inclusivity initiatives are critical to bridging the gaps. Public administrators play a vital role in shaping organizational cultures that value diversity and ensure equitable treatment for all members of society.

In conclusion, social equity is a vital principle guiding public administration policies and practices. Achieving true equity demands continuous effort, legal accountability, and organizational commitment to fairness. As society evolves, so too must the approaches to fostering inclusivity and justice in public service delivery. The responsibilities entrusted to public administrators include upholding laws, promoting diversity, and proactively addressing disparities to create a more just and equitable society.

References

• Bureau of the Census. (2006). Income, Poverty, and Health Insurance Coverage in the United States: 2006. U.S. Census Bureau.
• Shafritz, J. M., Russell, E. W., & Borick, C. P. (2013). Introducing public administration (8th ed.). Pearson.
• Americans with Disabilities Act of 1990, Pub. L. No. 101-336, 104 Stat. 327 (1990).
• Civil Rights Act of 1964, Pub. L. No. 88-352, 78 Stat. 241.
• Equal Employment Opportunity Act of 1972, Pub. L. No. 92-261, 86 Stat. 103.
• Reyes, A. G. (2011). Diversity and inclusion in the workplace: A review of the literature. Journal of Organizational Culture.
• Johnson, K. (2015). The evolution of disability rights law in the United States. Disability Studies Quarterly.
• Williams, J. C., & O'Reilly, C. A. (1998). Demography and diversity in organizations. Handbook of Industrial and Organizational Psychology.
• Green, M. C., & Colby, S. R. (Eds.). (2014). Public administrator's guide to promoting equity and inclusion. Routledge.
• U.S. Equal Employment Opportunity Commission. (2021). About EEOC. EEOC.gov.