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Reverse discrimination is a term used to describe discrimination against members of a dominant or majority group, in favor of members of a minority or historically disadvantaged group. Reverse discrimination based on race or ethnicity is also called reverse racism .
Reverse racism, sometimes referred to as reverse discrimination, [1] is the concept that affirmative action and similar color-conscious programs for redressing racial inequality are forms of anti-white racism. [2]
For a complete list of terms used in wildland fire, see Glossary of wildland fire terms. Wholetime firefighter: (U.K. and Ireland) A firefighter who is employed full-time. Working fire: A fire that is in the process of being suppressed. Typically reserved for a structure fire or an outside fire with a considerable fire load that requires the ...
In McDonnell Douglas Corp. v. Green (1973), the Supreme Court held that, in order to survive a motion for summary judgment, a plaintiff alleging discrimination under Title VII must make a prima facie showing of discrimination, the first in a series of shifting burdens of proof known as McDonnell Douglas burden-shifting.
Conversely, quotas have also been used historically to promote discrimination against minority groups by limiting access to influential institutions in employment and education. These quotas may be determined by governmental authority and backed by governmental sanctions.
In 1974, the Jefferson County, Alabama Personnel Board signed a consent decree that required them to hire and promote African-American firefighters. Wilks, a white fireman, took issue with the agreement, claiming that he and other white firefighters (who were not parties to the original consent decrees signed in 1974) were more qualified than some of the black firefighters receiving promotions.
Employees have been victims of all kinds of discrimination -- sex, race, religion, age, weight. But a New York City firefighter, Anthony Harper, is alleging that he was ostracized by his co ...
Before an employer can engage in intentional discrimination for the asserted purpose of avoiding or remedying an unintentional, disparate impact, the employer must have a strong basis in evidence to believe that it will be subject to disparate-impact liability if it fails to take the race-conscious, discriminatory action.