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Inequity aversion (IA) is the preference for fairness and resistance to incidental inequalities. [1] The social sciences that study inequity aversion include sociology, economics, psychology, anthropology, and ethology. Researchers on inequity aversion aim to explain behaviors that are not purely driven by self-interests but fairness ...
Discrimination is the process of making unfair or prejudicial distinctions between people based on the groups, classes, or other categories to which they belong or are perceived to belong, [1] such as race, gender, age, class, religion, or sexual orientation. [2]
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Employment discrimination is also closely linked to education and skills. One of the most important factors that can help describe employment disparities was that for much of the post-WWII-era, many Western countries began shedding the manufacturing jobs that provided relatively high-wage jobs to people with moderate to low job skills. [ 34 ]
Injustice is a quality relating to unfairness or undeserved outcomes. The term may be applied in reference to a particular event or situation, or to a larger status quo. In Western philosophy and jurisprudence, injustice is very commonly—but not always—defined as either the absence or the opposite of justice. [1] [2] [3]
A sketch of a boot. The Sam Vimes "Boots" theory of socioeconomic unfairness, often called simply the boots theory, is an economic theory that people in poverty have to buy cheap and subpar products that need to be replaced repeatedly, proving more expensive in the long run than more expensive items.
Even when teachers in low-SES schools had confidence in their technical skills, other they faced other obstacles, including larger numbers of English language learners and at-risk students, larger numbers of students with limited computer experience, and greater pressure to increase test scores and adhere to policy mandates.
Griggs v. Duke Power Co., 401 U.S. 424 (1971), was a court case argued before the Supreme Court of the United States on December 14, 1970. It concerned employment discrimination and the disparate impact theory, and was decided on March 8, 1971. [1]