Not So Random Ramblings & Reflections
Monday, June 15, 2009
This is an article I had written during college about the amount of discrimination happening to people of Middle Eastern descent after the 9/11 attacks on the Twin Towers but what people don't realize is that those terrorist groups' training sessions and militia provisions were in actuality funded by the United States just a few decades before.
This was the first draft of my article but whatever. (I had dreams of becoming a journalist) :)
"Discrimination in the Workplace Post 9/11
By Denise Lee
“At the federal Equal Employment Opportunity Commission,
about 980 charges alleging post-9/11 backlash discrimination have been filed
through June 11 since the 2001 attacks. Most involved firing and alleged
harassment; the EEOC specifically tracks ‘backlash’ cases, where employees
claim discrimination relating to 9/11. Likewise, religious bias charges are
higher today than before 9/11. From Sept. 11, 2001, through June 11, the EEOC
received 2,168 charges of discrimination based on an employee's Muslim
religion. That compares with 1,104 such charges in the same time span before
the attacks.” (Post-9/11 workplace discrimination continues,
The two most prominent anti-discrimination groups that were and still are working in favor for people of Muslim, Arab, Middle Eastern, Sikh, South Asian or Islam descent are the Anti-Arab Anti-Discrimination Committee (ADC) and the Equal Employment Opportunity Commission (EEOC). Another organization called the Council on American-Islamic Relations (CAIR) is also an advocacy group for the justice of 9/11 backlash discrimination.
Another major case of backlash discrimination was the Plaza
Hotel case. In
On October 8, 2003, in
ACTION REQUESTED: (As always, be FIRM but POLITE.)
1) Contact Bank of
CONTACT: Mr. Ken Lewis, CEO of Bank of America at 704-386-5687 (FAX: 704-386-4578) or E-MAIL: email@example.com COPY TO: firstname.lastname@example.org
2) If you or anyone you know holds accounts at Bank of America, please contact CAIR-MD at email@example.com or call 301-986-1900 (leave message).
Since the September 11th attacks on the
The EEOC has a Five Point Plan in order to solve disputes accurately. Their Five Point Plan consists of Proactive Prevention, Proficient Resolution, Promote and Expand Mediation/Alternative Dispute Resolution (ADR), Strategic Enforcement and Litigation and EEOC as a Model Workplace. With Proactive Prevention, the EEOC tries its hardest to prevent discrimination before it starts with outreach activities, such as: teleconferences, technical assistance visits, flexible training opportunities, an enhanced Web site, information dissemination through public radio and television, cyber forums, and partnerships and strategic alliances to strengthen efforts and build support. In Proficient Resolution, the EEOC will regulate the private sector charge process and cooperatively work with other federal agencies to make the process more effective and efficient. In Promote and Expand Mediation/Alternative Dispute Resolution (ADR), the promotion of mediation is the main focus here while making the resolution cost-effective through ADR techniques. With Strategic Enforcement and Litigation, “We will examine emerging workplace trends and issues in both the private and federal sectors and use this information to make reasoned and calculated decisions about what issues merit our attention and how we can better integrate our policy guidance, investigative, litigation and federal coordination functions. In determining where the agency needs to concentrate its enforcement and litigation efforts, the EEOC will establish baseline information on investigation, litigation and federal sector activities; examine recent court decisions; consult with agency staff and stakeholders; evaluate the agency's outreach activities; and conduct annual reviews of economic indicators, demographic trends, employer practices, industry literature and legislative initiatives. Finally, we will continue to strengthen partnerships between EEOC investigators and attorneys and between the EEOC and other federal agencies.” (http://www.eeoc.gov/abouteeoc/plan/strategic_plan_04to09.html#five, EEOC'S FIVE-POINT PLAN). As the last of the Five Point Plant, the EEOC as a Model Workplace consists of the, “President's Management Agenda (PMA) provides the roadmap for the final point of the agency's Five-Point Plan. The President's agenda addresses important enhancements to internal agency operations and its interface with the public. The integration of our Five-Point Plan and other Administration and agency initiatives will help build a model workplace where we can effectively and efficiently accomplish our goals in an environment conducive to good employment practices.” (http://www.eeoc.gov/abouteeoc/plan/strategic_plan_04to09.html#five, EEOC'S FIVE-POINT PLAN).
Several steps are being taken to improve the quality of the work environment across the nation in order to help solve the problem of backlash discrimination. Although the resolution may not be immediate enough for some workers, however, there is some progress being made. Progression may take several years even decades but that should not be a discouraging factor. Sheer determination, dedication and a positive outlook on the future are all mindsets needed in order to achieve this goal. If we keep at it, these goals will be met. It would be selfish of us to give up just because we will not be able to see the change during our own lifetime because by doing that we will be taking away the very ideal life we are striving to have from our future generations. Let us keep fighting, looking ahead, and hope for the best because at least we will be getting somewhere.
• Post-9/11 workplace discrimination continues,
• EEOC SUES ALAMO CAR RENTAL FOR RELIGIOUS BIAS, Post-9/11 Backlash Suit Say Muslim Employee Prevented from Wearing Head Scarf, September 30, 2002, The U.S. Equal Employment Opportunity Commission, http://www.eeoc.gov/press/9-30-02-f.html
• THE PLAZA HOTEL TO PAY $525,000 FOR POST-9/11 BACKLASH DISCRIMINATION AGAINST EMPLOYEES, EEOC Alleged Harassment Based on Muslim Religion and South Asian/Middle Eastern National Origin, June 8, 2005, The U.S. Equal Employment Opportunity Commission, http://www.eeoc.gov/press/6-8-05.html
• Bank of America Worker Faces Religious Discrimination, http://www.cair-net.org/default.asp?Page=articleView&id=32752&theType=NB
• Anti-Arab Discrimination: What Teachers Can Do, http://www.adc.org/index.php?id=504
• EEOC'S FIVE-POINT PLAN, http://www.eeoc.gov/abouteeoc/plan/strategic_plan_04to09.html#five"
Posted by Denise at 9:38:00 AM
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