Policies of Social Equity

A short Presentation on Women and Minorities in the Workplace

Presentation (Handout) 2012 7 Pages

Sociology - Work, Profession, Education, Organisation



- In this era, issues concerning women and minorities are based on having to be overlooked for promotions, recognition, advisory, and advice. With their useful exposure, little has been noticed. Furthermore, social equity, in most cases, is often overlooked when it comes to developing strategies and policies to promote this concept (Collins & Gerber, 2008).
- Social equity must first be promoted through an awareness that, an organization must ensure that the common goals to achieve among people and dreams manifested into realities become valuable assets to the organization as well as to its employees.
- The second reason to promote social equity is that there would be a known consideration that these particular societal groups have a history of sacrifice, adversity, and passed the courage and the strength from that sacrifice and adversity down to their descendants, producing faith and hope. However, it is up to these descendants to pick up that torch and carry it for future generations.

A Closer Look At Social Equity

- Social equity is an important value to investigate in the matters of public and private sector based organizations (Collins & Gerber, 2008).
- The Community Development Block Grant (CDBG) Program was one of the initiatives that was mentioned that further assistance was needed among administrators(2008).
- Laws regulated and enforced by the tripartite system such as the Title VII of the Civil Rights Act of 1964 and the Equal Pay Act of 1963 to help monitor any indications of discrimination (cf. Ng & Wieser, 2007) , especially against race or gender.

A Closer Look At Social Equity (Cont’d.)

- How would practicing social equity impact funding to public-sector organizations (Collins & Gerber, 2008)?
- This question is best answered by saying that funding would commonly depend on how affirmative action is viewed, and what considerations organizations have taken to ensure the hiring process is inequity-avoidant (Ng & Wieser, 2007).

Reasons for Social Equity Incorporating a Few Researchers’ Philosophies

- Ng and Wieser (2007)
- Diversity in the workforce is sometimes difficult to maintain, as these researchers have highlighted (2007). Affirmative action was used as a part of research to clear up any past cases of discrimination and inequity (Heilman et al., 1998; Heilman & Bladder, 2001, Sass & Troyer, 1999, as cited in Ng & Wieser, 2007).
- Using the concepts of social dominance theory (Pratto et al., 1994, 1997, as cited in Ng & Wieser, 2007; see also Byrd, 2008) and gender-role stereotyping, the cases of male employees being promoted to higher positions than female employees often mean that the female employees would be blatantly eliminated from vying for the competition. Private-sector organizations regulated under public law, are sometimes guilty of that practice (Faltenberg & Boland, 1977, as cited in Ng & Wieser, 2007).

Reasons for Social Equity Incorporating a Few Researchers’ Philosophies (Cont’d.)

- Frederickson (2005, March)
- Democracy is very difficultly practiced and maintained, unless a strict regulation is presented to alert organizations of such inequities—the reason economic growth and career development are at times, unattainable (Frederickson, 2005, March).
- The American Political Science Association (APSA) presented in Frederickson’s March 2005 article that in order to research social equity as a solution to economic and employment struggles would involve “the engagement of political science with improving American democracy through scholarship” (2005, March).



ISBN (eBook)
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474 KB
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Institution / College
Northcentral University
Women Minorities Social Equity public policy



Title: Policies of Social Equity