Caribbean Secondary Education

Certificate Examination
School Based Assessment

Candidate Name: Akon Garraway

Candidate Number:
Name of School: St. Roses High School
Title of Project: Discrimination in the Workplace
Subject: English A
Name of Teacher: Noreema Ledra
Year of Examination: 2023
ENGLISH A SBA

Contents

1. Introduction.......................................................................................................................2
2. The Women’s Rights Movement, 1848–1917...........................................................14
3. Discrimination in the workplace: A complete overview and what to do about it..........16
What is discrimination in the workplace?...........................................................................................................................................16
The evidence is in the data...................................................................................................................................................................16
The organizations that protect against discrimination.......................................................................................................................17
7 types of discrimination in the workplace:........................................................................................................................................17
4. The Lift - what is the gender pay gap?...........................................................................17

ACKNOWLEDGEMENT
I cannot express enough thanks to our teacher ; Miss Norema Ledra for guiding us throughout the sba to the point of completion , I
would like to thank god for giving me faith when I was too stressed to see the work through, , my group members for aiding in the
progression of the group related activities .

Introduction
This SBA contains the analysis of a chosen sub topic; Discrimination in the Workplace, that was chosen by the researcher. It will also
contain ways in which the information researched was analyzed, how it affected the researcher among other group related aspects.
It will also contain a time plan based on how the information was analyzed and researched.

PLAN OF INVESTIGATION
The researcher selected the sub - topic Discrimination in the Workplace to investigate how workplace discrimination may affect its
workers. This topic will benefit the researcher by improving his literal skills as a lot of reading is required. It will also allow the
researcher to improve his vocabulary and to speak more fluently. The researcher plans to collect the data via the internet

STUDENT SCHEDULE

Major Activities Established

Time
Selection of Group Weeks: 0
Topics Days: 0
Hours: 1

Selection of Sub- Weeks: 0

Topics Days: 0
Hours: ½

Weeks: 0
 Days: 6
Plan of investigation Hours: 0

Weeks: 1
Days: 0
Collecting Data Hours: 0

Weeks: 3
Days: 6
Reflection 1 Hours: 0

Weeks :
17
Reflection 2 Days: 3
Hours: 0

Weeks: 0
Hours: 2
Plan for Oral
Days: 0

Weeks: 1
Presentation
Hours: 0
Days: 0

Written Report Weeks:

Hours:
Days:

Reflection 3 Weeks: 4
Hours: 0
Days: 0
SMALL GROUP ACTIVITIES.
Aashish Dyal, “Gender Equality in the Modern Day”
Daniel Chandrashekhar, “Gender Wage Gaps”
Mukesh Kumar, “Employment Unavailability”
Akon Garraway, “Discrimination in the Workplace”;
, Aruni Sealey, “Origin and Evolution of Gender Equality”.

DATA 1.
Discrimination in the workplace happens when a person or a group of people is treated unfairly or unequally because of
specific characteristics. These protected characteristics include race, ethnicity, gender identity, age, disability, sexual
orientation, religious beliefs, or national origin. Discrimination in the workplace can happen between coworkers, with job
applicants, or between employees and their employers. Whether on purpose or by accident, discrimination, regardless of
intention, is illegal.
The evidence in the data.
Anti-discrimination laws have been in place for over fifty years — yet most Americans believe that they’re facing
discrimination in one way or another. About three in five people have experienced age discrimination in the
workplace. 49% of Black human resources professionals and 35% of Black workers feel that there is discrimination in their
workplaces (almost four to five times more than their white colleagues). And a 2020 study found that the LGBTQ+
community experienced significant discrimination in their personal lives, the workplace, and even in their access to health
care.
Whether we want to believe it or not, employment discrimination is real and present. Even if you believe your workplace is
immune, your workforce is certainly affected
The organizations that protect against discrimination

Many of us may not be familiar with our rights and protections under the law. Generally speaking, all protected characteristics fall
under one or more of these anti-discrimination laws. Some of the laws and organizations that protect people from workplace
discrimination include:

U.S. Equal Employment Opportunity Commission (EEOC)

The EEOC is the branch of the federal government tasked with protecting employee rights. Most companies with more than 15
employees are covered under EEOC law. The EEOC has the authority to investigate discrimination charges of discrimination against
employers. They cover all kinds of workplace-related issues, including hiring, promotion, leave, pay, and firing.
Office of Civil Rights

The Office of Civil Rights, or OCR, deals with all issues related to health information, civil liberties, and religious freedom. They also
educate communities, social workers, and other professionals on issues of privacy and freedom.

State Labor Office 

Each state runs its own Department of Labor. While they’re all bound by federal laws, specific laws may vary from state to state. You
can locate and contact your local state labor office here.
7 types of discrimination in the workplace:

There are various kinds of workplace discrimation, which generally center around the above protected characteristics. Many of these
are specifically protected by federal legislation. These include:

Race discrimination

Treating a job candidate or employee unfairly because of their race or any related characteristics is illegal. Color discrimination,
which is when someone is treated unfairly because of their skin color or complexion, is also prohibited.

Religious discrimination
It is illegal for an employer to treat employees unfairly or adversely based on religious beliefs and practices. Companies are required
to make reasonable accommodations for employees who need time, space, or other amenities to observe their spiritual practices.

Disability discrimination

Under the ADA, or Americans With Disabilities Act (ADA) of 1990, it is illegal to take adverse action against qualified job candidates
or employees. Employers cannot refuse to hire disabled candidates, pay them an unfair wage, or deny reasonable accommodation
to a person otherwise qualified to perform a given role. In addition to the ADA, disability is also protected by the Rehabilitation Act
of 1973, which prohibits discrimination in federal employment.

Pregnancy discrimination  

Passed in 1978, the Pregnancy Discrimination Act (PDA) protects employees, jobseekers, and non-delivering expectant parents.
Under this law, employers must treat pregnancy in the same way that they would handle a temporary illness or other non-
permanent condition. You can’t be fired, denied a job or promotion, or have your pay reduced because you are expecting a child.

Age discrimination

Age discrimination laws prevent employers from specifying age preference in job descriptions, internships, or other company
documents, like promotion criteria. The ADEA, or Age Discrimination in Employment Act, protects employees over 40. Companies
are also prohibited from denying benefits, compensation, and incentives based on age.
Sex and gender discrimination

There are multiple laws, notably the Equal Pay Act of 1963 and Title VII of the Civil Rights Act of 1964, that protect the rights of
people to receive equal pay for equal work. Under these laws, job content, not title, “determines whether jobs are substantially
equal.” It is also illegal to specify preference for a particular sex of gender in a job posting or description.

LGBTQ+ discrimination

The U.S. Supreme Court determined in 2020 that an employer who fires an individual merely for being gay or transgender is a
violation of Title VII of the Civil Right Act. It is also illegal to deny fair compensation, employment, or workplace benefits based on
sexual orientation or gender identity.

Data 2
https://youtu.be/f12Cu3fPiFw
Video by Vubiz e-learning titled , “Discrimination in the Workplace.”

Data 3
https://youtu.be/zAnOC7cfrUw
Video by Guidant Global titled , “Gender Equality in the Workplace .”

REFLECTION 1.

Whilst searching for information on Gender equality , the researcher stumbled on three pieces of data to aid the completion of
the reflections The first piece of data ; "Discrimination in the Workplace : A complete overview, " written by Cooks Campbell
speaks of how people in the workplace are treated differently for a number of reasons. The researcher now have a better
understanding of Gender Discrimination . The researcher was very surprised and a bit angry that there are still many incidents of
gender discrimination after such a long period.
The second piece of data ; "Discrimination in the Workplace " a video by Vubiz eLearning , teaches us about the different laws
tbat were put in place to ease and hopefully stop illegal discrimination in the workplace . The researcher became aware of one
law in particular which he did not know ; "The People with Disability Act." The researcher's interest was peeked because he
believes that the law would protect disabled people who are being treated unfairly.
Lastly the third data "Gender Equality in the Workplace by " Guidant Global " is more focused on the women going through
discrimination in the various workplaces. The researcher believes that everyone can achieve the same benefits . The information
and knowledge that was gained from the various data will no doubt influence the researcher's opinions and his future work.

REFLECTION 2
In analysing the data collected the researcher made note of the techniques used in each of the pieces . Data one , " Discrimination
in the Workplace : A complete overview ," is a formal piece of writing that used descriptive and denotative language to distinctly
explain the achievements the UN has personally made in the area of Gender Equality . The information was displayed in standard
english which gave the reasearcher a clear understanding of the article . Data two , "Discrimination in the Workplace , " is an
informative as well as expositionary video that makes effective use of emotional language by appealing to the reader's visual
imagery as well as utilizing the technique of contrast to compare how the perks of being in a workplace should be the same for
both male and females.
Data three , " Gender Equality in the Workplace, " is a informative video that makes heavy use of denotative language to help the
researcher to understand fully, all the aspects of Gender equality . It is formally written in standard english . In conclusion it can
be deducted that the level of formal language as well as the types of writing used in the pieces of literature had a significant
impact on the researcher.

Reflection 3
Throughout the analysis of data, the researcher’s views and opinions were shifted.
Upon conclusion of the SBA with the topic of “Gender Equality ”, the researcher had not only gained an increase in his analytical
skills, but also gave him additional insight on the sub-topic chosen; “Discrimination in the Workplace ”. The researcher also gained
additional skills in teamwork and a sense of confidence by means of the oral presentation.
The sub-topic research also boosted the researcher’s views on people as a whole as they were not happy with the problems faced
and decided to create solutions to tackle and also prevent gender based discrimination.
The information learned has changed the researcher’s mindset on gender discrimination and helped him become a better person.
 Group Report

The group’s chosen topic was “Gender Equality”. The topic was divided into five subtopics based on the choices each member was
comfortable with. Aashish Dyal chose “Gender Equality in the Modern Day”; Daniel Chandrashekhar selected “Gender Wage Gaps”;
Mukesh Kumar decided upon “Employment Unavailability”; Akon Garraway selected “Discrimination in the Workplace”; and finally,
Aruni Sealey chose “Origin and Evolution of Gender Equality”.

The first stimuli, “The Women’s Rights Movement”, taken from Aruni Sealey, was selected for the vivid detailing concerning Gender
Equality, while the second stimuli; “Gender Employment Discrimination in the Workplace”, taken from Mukesh Kumar, was chosen
for the persuasive, emotive language which emphasized the prejudice faced by both genders. Lastly, selected from Daniel
Chandrashekhar, the final stimuli; “What is The Gender Pay Gap?”, was chosen because of the vital statistical data included that
brought light to the struggles and discrimination in pay between men and women in various industries.

Firstly, “The Women’s Rights Movement”; published by The US House of Representatives, expounded voting rights, which were seen
as the “exclusive privilege” of male citizens. It adopted an instructive stance on the formal register and communicated each main
theme of the Gender Equality Progression effectively.

Secondly, “Gender Employment Discrimination in the Workplace”; published by M. Bisello and M. Mascherini, detailed the vast
difference in the treatment of women versus men in the workplace and left the group very emotional. The excerpt used descriptive
writing, which gave insight to the hardships and major issues faced by women.
Lastly, a video, “What is The Gender Pay Gap?”, with an unknown videographer, informed the researchers of the percentage of
money that men get paid above women and gave details of the contributing factors to the gender pay gap. It used a formal tone with
figurative techniques such as comparison and contrast, to show the differences between the pay grades of men versus those of women.

In conclusion, though the interpretation of each stimuli differed between each researcher, the utmost prevailing conclusion was:
“Although Gender Equality has made progressions throughout the years, the factors that influence the difference in treatment of both
men and women should be disregarded and emphasis should be placed on stopping Gender Inequality and in turn, fighting for Equal
Gender Rights as a whole.”
 Group Data

The Women’s Rights Movement, 1848–1917

The fight for women’s suffrage in the United States began with the women’s rights movement in the mid-nineteenth century. This
reform effort encompassed a broad spectrum of goals before its leaders decided to focus first on securing the vote for women.
Women’s suffrage leaders, however, disagreed over strategy and tactics: whether to seek the vote at the federal or state level, whether
to offer petitions or pursue litigation, and whether to persuade lawmakers individually or to take to the streets. Both the women’s
rights and suffrage movements provided political experience for many of the early women pioneers in Congress, but their internal
divisions foreshadowed the persistent disagreements among women in Congress that emerged after the passage of the Nineteenth
Amendment.

The first attempt to organize a national movement for women’s rights occurred in Seneca Falls, New York, in July 1848. Led by
Elizabeth Cady Stanton, a young mother from upstate New York, and the Quaker abolitionist Lucretia Mott, about 300 people—most
of whom were women—attended the Seneca Falls Convention to outline a direction for the women’s rights movement. 2 Stanton’s call
to arms, her “Declaration of Sentiments,” echoed the Declaration of Independence: “We hold these truths to be self-evident: that all
men and women are created equal.” In a list of resolutions, Stanton cataloged economic and educational inequities, restrictive laws on
marriage and property rights, and social and cultural norms that prevented women from enjoying “all the rights and privileges which
belong to them as citizens of the United States.” 3 Stanton also demanded for women the “sacred right to the elective franchise”—
despite objections from Mott and others who considered this provision too radical. The convention eventually approved the voting
rights resolution after abolitionist Frederick Douglass spoke in support of it.4

Like many other women reformers of the era, Stanton and Susan B. Anthony, a Massachusetts teacher, had both been active in the
abolitionist cause to end slavery. After first meeting in 1850, Stanton and Anthony forged a lifetime alliance as women’s rights
activists. Following the Civil War, they helped build a movement dedicated to women’s suffrage and pushed lawmakers to guarantee
their rights during Reconstruction.5

After the emancipation of four million enslaved African Americans, Radical Republicans in Congress proposed a constitutional
amendment extending citizenship rights and equal protection under the law to all “persons born or naturalized in the United States.”
Whether those rights would include women was unclear, and debates in both houses of Congress focused on defining citizenship.
Many Members praised the virtues of “manhood suffrage” and expressed concern about the inclusive language in early drafts of the
proposed amendment. Ultimately, the Fourteenth Amendment went as far as to define voting rights as the exclusive privilege of “male
citizens”—explicitly adding gender to the Constitution for the first time.6
 Group Data

Discrimination in the workplace: A complete overview and what to do about it

What is discrimination in the workplace?

Discrimination in the workplace happens when a person or a group of people is treated unfairly or unequally because of specific
characteristics. These protected characteristics include race, ethnicity, gender identity, age, disability, sexual orientation,
religious beliefs, or national origin. Discrimination in the workplace can happen between coworkers, with job applicants, or
between employees and their employers. Whether on purpose or by accident, discrimination, regardless of intention, is illegal.

The evidence is in the data

Anti-discrimination laws have been in place for over fifty years — yet  most Americans believe that they’re facing
discrimination in one way or another . About three in five people have experienced age discrimination  in the workplace. 49% of
Black human resources professionals and 35% of Black workers feel that there is discrimination in their workplaces  (almost
four to five times more than their white colleagues). And a 2020 study found that the LGBTQ+ community experienced
significant discrimination in their personal lives, the workplace, and even in their access to health care.

The organizations that protect against discrimination

U.S. Equal Employment Opportunity Commission (EEOC)
Office of Civil Rights
State Labor Office 
7 types of discrimination in the workplace:
Race discrimination
Religious discrimination
Disability discrimination
Pregnancy discrimination  
Age discrimination
Sex and gender discrimination
LGBTQ+ discrimination
 Group Data

The Lift - what is the gender pay gap?

 References

History, Arts & Archives: U.S. House of Representatives, The Women’s Rights Movement, 1848-1917. (n.d.). May 12, 2022.
<https://history.house.gov/Exhibitions-and-Publications/WIC/Historical-Essays/No-Lady/Womens-Rights/#:~:text=The%20first
%20attempt%20to%20organize%20a%20national%20movement,in%20Seneca%20Falls%2C%20New%20York%2C%20in%20July
%201848>.

Workplace Gender Equality Agency. The Lift - what is the gender pay gap. August 5, 2020. May 12, 2022.
<https://youtu.be/gP1aA7GgUvc>.

Cooks-Campbell Allaya. Discrimination in the Workplace: a complete overview and what to do about it. October 6, 2021. May 21,
2022. <https://www.google.com/amp/s/www.betterup.com/blog/discrimination-in-workplace%3fhs_amp=true>.