DUE Tuesday 7pm. Proper in-text citation and reference is required 1) it 3.1 DB: Statistics Consider the statistics presented in the readings and resources. Choose a statistic that surprised you the most. Describe a current event that reinforces the statistic you chose. The current event can be based on your research or your experiences in the workplace. Explain why you believe this situation still exists today and how it could effectively be addressed in the workplace. 2) Unit 3.2 DB: Firing Due to Age In our readings, we explored the law of firing someone because of their age. There are reasons that justify it as well as reasons that do not. Explain why you do or do not agree with the validity of this practice. Draw from your experiences and/or readings and describe a challenges that our older generation face as it pertains to keeping their jobs or seeking new employment. Discussion 1: The research article by Jennifer C Pizer et al regarding the harassment of the people from the LGBT community at the workplace presents some excellent but horrifying statistics related to sexual harassment cases. Year by year surveys and research have found out that a very high number of people from the GNBT community have faced harassment at the workplace related to their sexuality. The research article presents that the percentage of respondents who faced sexual harassment at their workplace has ranged between 30 to 70 percent (Pizer et al, 2012). This statistics is not surprising given that such cases continue and recently a few such cases were filed with EEOC. A female employee working at the Baltimore office of the IFCO systems North America was harassed and fired upon complaining because of her being a lesbian. Her cases has been filed by the EEOC which is sing the private employer. As Lorraine Mirabella wrote, \"The employee, Yolanda Boone, whose sexual orientation was known to her co-workers, said her supervisor made numerous comments regarding her orientation and appearance\" (Mirabella, 2016). The continuation of such cases shows that the private employers are not highly careful at preventing the sexual harassment of their employees. Two things need to be focussed at in this regard. The first one is to have appropriate laws and the second is that the private employers should sue policies that can prevent such events. Anti-harassment policies can be considered the best solution for such cases. Discussion 2: Firing due to age clearly is not a very good practice which is affecting the older workforce negatively. While on a side some companies are trying to retain their older workforce, the others are still practicing discrimination against them. This is not an appreciable practice. THe erason I do not0 agree with this practice is because nit leads to the early retirement of the older workforce and this gives rise to several other related problems such as a lack of experienced people in the workforce. While there are laws in lace to prevent it, the private employers are exploiting the loopholes in the laws to conduct discrimination. Sometimes the discrimination may be justified but mostly it is a case of improper discrimination. As such ere is not just a need for better laws but the business community should also understand that discrimination against its older and experienced workforce can be a self-defeating move. References: Pizer, J. C. et al (2012). Evidence of Persistent and Pervasive Workplace Discrimination Against LGBT People: The Need for Federal Legislation Prohibiting Discrimination and Providing for Equal Employment Benefits. In Escholarship. Retrieved May 17, 2016, from http://escholarship.org/uc/item/3wf4t3q9#page-13 Mirabella, L. (2016). EEOC files first two sexual orientation discrimination cases, including one against Baltimore workpla. InBaltimore Sun. Retrieved May 17, 2016, from http://www.baltimoresun.com/business/bs-bz-eeoc-sexual-orientation-lawsuit20160302-story.html Discussion 1: The research article by Jennifer C Pizer et al regarding the harassment of the people from the LGBT community at the workplace presents some excellent but horrifying statistics related to sexual harassment cases. Year by year surveys and research have found out that a very high number of people from the GNBT community have faced harassment at the workplace related to their sexuality. The research article presents that the percentage of respondents who faced sexual harassment at their workplace has ranged between 30 to 70 percent (Pizer et al, 2012). This statistics is not surprising given that such cases continue and recently a few such cases were filed with EEOC. A female employee working at the Baltimore office of the IFCO systems North America was harassed and fired upon complaining because of her being a lesbian. Her cases has been filed by the EEOC which is sing the private employer. As Lorraine Mirabella wrote, \"The employee, Yolanda Boone, whose sexual orientation was known to her co-workers, said her supervisor made numerous comments regarding her orientation and appearance\" (Mirabella, 2016). The continuation of such cases shows that the private employers are not highly careful at preventing the sexual harassment of their employees. Two things need to be focussed at in this regard. The first one is to have appropriate laws and the second is that the private employers should sue policies that can prevent such events. Anti-harassment policies can be considered the best solution for such cases. Discussion 2: Firing due to age clearly is not a very good practice which is affecting the older workforce negatively. While on a side some companies are trying to retain their older workforce, the others are still practicing discrimination against them. This is not an appreciable practice. THe erason I do not0 agree with this practice is because nit leads to the early retirement of the older workforce and this gives rise to several other related problems such as a lack of experienced people in the workforce. While there are laws in lace to prevent it, the private employers are exploiting the loopholes in the laws to conduct discrimination. Sometimes the discrimination may be justified but mostly it is a case of improper discrimination. As such ere is not just a need for better laws but the business community should also understand that discrimination against its older and experienced workforce can be a self-defeating move. References: Pizer, J. C. et al (2012). Evidence of Persistent and Pervasive Workplace Discrimination Against LGBT People: The Need for Federal Legislation Prohibiting Discrimination and Providing for Equal Employment Benefits. In Escholarship. Retrieved May 17, 2016, from http://escholarship.org/uc/item/3wf4t3q9#page-13 Mirabella, L. (2016). EEOC files first two sexual orientation discrimination cases, including one against Baltimore workpla. InBaltimore Sun. Retrieved May 17, 2016, from http://www.baltimoresun.com/business/bs-bz-eeoc-sexual-orientation-lawsuit20160302-story.html