SEMINAR REPORT

On
Discrimination in gender, cast and race
Submitted to:
Submitted by:

Jasreet Kaur

BBA 1st sem

BB215
Table of contents
1.Introduction
1.1 Overview of discrimination
1.2 What drives discrimination?
2. History context
2.1 Gender discrimination through history
2.2 Caste based discrimination: A historical
overview
 2.3 Racial discrimination: Historical prospect
4. Legal and Policy Frameworks
4.1. International Instruments and Conventions
4.2. National Legislations and Policies
5. Economic Implications of Discrimination
5.1. Gender Pay Gap
5.2. Caste-based Occupational Segregation
5.3. Racial Disparities in Wealth
6. Social and Cultural Dimensions
6.1. Gender Roles and Stereotypes
6.2. Caste-based Social Exclusion
6.3. Racial Prejudices and Discrimination
7.Workplace Discrimination
7.1. Gender Discrimination in Hiring and
Promotion
7.2. Caste-based Discrimination in the
Workplace
7.3. Racial Bias in Employment
8.Activism and Resistance
8.1. Feminist Movements
8.2. Dalit and Caste Activism
 8.3. Anti-Racism Campaigns
9.Conclusion
9.1. Key Findings and Insights
9.2. Future Directions for Research

Discrimination in gender, caste and

religion

Discrimination strikes at the very heart of

being human. It is harming someone’s rights
simply because of who they are or what they
believe. Discrimination is harmful and
perpetuates inequality.
We all have the right to be treated equally,
regardless of our race, ethnicity, nationality,
class, caste, religion, belief, sex, gender,
language, sexual orientation, gender identity,
sex characteristics, age, health or other
status. Yet all too often we hear heart-
breaking stories of people who suffer cruelty
simply for belonging to a “different” group
from those in positions of privilege or power.
Discrimination occurs when a person is unable
to enjoy his or her human rights or other legal
rights on an equal basis with others because
of an unjustified distinction made in policy,
law or treatment. Amnesty International’s
work is rooted in the principle of non-
discrimination. Working with communities
across the world, we challenge discriminatory
laws and practices to ensure all people can
enjoy their rights on an equal basis.
WHAT DRIVES DISCRIMINATION?

At the heart of all forms of discrimination is

prejudice based on concepts of identity, and
the need to identify with a certain group. This
can lead to division, hatred and even the
dehumanization of other people because they
have a different identity.
In many parts of the world, the politics of
blame and fear is on the rise. Intolerance,
hatred and discrimination is causing an ever-
widening rift in societies. The politics of fear is
driving people apart as leaders peddle toxic
rhetoric, blaming certain groups of people for
social or economic problems.
Some governments try to reinforce their
power and the status quo by openly justifying
discrimination in the name of morality,
religion or ideology. Discrimination can be
cemented in national law, even when it
breaks international law – for example, the
criminalization of abortion which denies
women, girls and pregnant people the health
services only they need. Certain groups can
even be viewed by the authorities as more
likely to be criminal simply for who they are,
such as being poor, indigenous or black.
 History context

The word “discrimination” originated in the early

17th century from the Latin word discriminant-
which means “distinguished between”. It was
originally used in a neutral sense, meaning “the act
of distinguishing”.
•Gender discrimination throughout history
Gender inequality is the social phenomenon in
which people are not treated equally on the basis
of gender. This inequality can be caused by gender
discrimination or sexism. The treatment may arise
from distinctions regarding biology, psychology, or
cultural norms prevalent in the society. Some of
these distinctions are empirically grounded, while
others appear to be social constructs. While current
policies around the world cause inequality among
individuals, it is women who are most affected.
Gender inequality weakens women in many areas
such as health, education, and business life.
 Patriarchy in Ancient Civilizations: In many
ancient societies, including Greece, Rome,
China, and India, patriarchy dominated,
relegating women to subordinate roles. Women
 had limited rights to property, education, and
political participation.
 The Suffrage Movement: Throughout the
19th and early 20th centuries, women in many
countries, particularly in the Western world,
fought for and gradually gained the right to
vote, a crucial step toward gender equality.
 Workplace Discrimination: Discrimination
against women in the workplace has a long
history, including wage gaps, limited access to
certain jobs, and sexual harassment. These
issues persist into the 21st century, though
there have been significant strides in women’s
rights.
•Caste based discrimination
It involves massive violations of civil, political,
economic, social and cultural rights. Caste systems
divide people into unequal and hierarchical social
groups. Those at the bottom are considered ‘lesser
human beings’, ‘impure’ and ‘polluting’ to other
caste groups.
 Caste System in India: The caste system,
with its roots in ancient Hindu society, has
historically enforced a strict hierarchy that
discriminates against lower castes (Dalits or
 “untouchables”), excluding them from many
aspects of society.
 Feudal Europe: In medieval Europe, a rigid
class system divided society into nobility,
clergy, and peasants, with little social mobility
and significant disparities in rights and
privileges.
 Modern Economic Discrimination:
Economic inequality today often manifests as
discrimination against poorer classes, with
access to education, healthcare, housing, and
opportunities disproportionately favoring
wealthier individuals.
•Racial discrimination
Racial discrimination refers to the unfair or unequal
treatment of individuals based on their race or
characteristics associated with race, such as skin
colour, facial features, hair texture, or cultural
background. This type of discrimination can occur
when a person is treated less favourly compared to
others in similar situations because of their race. It
can occur in many aspects of life, including
employment, education, housing, healthcare, and
within legal systems, and can perpetuate
inequalities and social exclusion for racial or ethnic
minorities.
 Ancient Times: Discrimination based on
ethnicity and race has been evident since
ancient civilizations. For example, in ancient
Greece and Rome, slaves were often
individuals from conquered lands, leading to a
stratified society based on race and ethnicity.
 European Colonization: The transatlantic slave
trade (16th-19th centuries) is one of the most
severe forms of racial discrimination in history.
Europeans captured and enslaved Africans,
leading to a racial hierarchy in colonized
territories.
 Jim Crow Laws (U.S.): After the abolition of
slavery in the United States (1865),
discriminatory laws like Jim Crow were enacted
in the South to enforce racial segregation and
inequality, lasting into the mid-20th century.
 Apartheid in South Africa: From 1948 to 1994,
the apartheid regime in South Africa
institutionalized racial discrimination,
segregating society into racial categories, with
the white minority enjoying privileges at the
expense of the non-white majority.

Legal and policy framework

The legal and policy framework for
addressing discrimination is typically
based on national laws, regional
agreements, and international
conventions. These frameworks are
designed to protect individuals and
groups from unfair treatment based on
certain characteristics, often referred to
as “protected classes.” The key elements
include the following:
•International Frameworks

International human rights instruments

form the foundation for anti-
discrimination laws in many countries.
Key international conventions include:

I. Universal Declaration of Human Rights

(UDHR) (1948): Article 7 of the UDHR
establishes equality before the law
 and protects individuals from
discrimination.
II. International Covenant on Civil and
Political Rights (ICCPR) (1966):
Prohibits discrimination based on race,
sex, language, religion, or political
opinion.
III. International Covenant on Economic,
Social, and Cultural Rights (ICESCR)
(1966): Guarantees non-discrimination
in access to education, healthcare,
and work.
IV. International Convention on the
Elimination of All Forms of Racial
Discrimination (ICERD) (1965):
Requires states to take action to
eliminate racial discrimination.
V. Convention on the Elimination of All
Forms of Discrimination Against
Women (CEDAW) (1979): Focuses on
gender discrimination.
VI. Convention on the Rights of Persons
with Disabilities (CRPD) (2006):
Prohibits discrimination against people
with disabilities.
•National Frameworks
Many countries have enacted laws and
policies to prevent discrimination based
on characteristics such as race, gender,
religion, disability, and age. Examples
include:
I. United States: Key anti-discrimination
laws include:Civil Rights Act of 1964:
Prohibits discrimination based on race,
color, religion, sex, or national origin.
II. Americans with Disabilities Act (ADA)
(1990): Protects against discrimination
based on disability.
III. Age Discrimination in Employment Act
(ADEA) (1967): Prohibits age-based
discrimination in employment.
IV. United Kingdom: The Equality Act
2010 consolidates various anti-
discrimination laws and provides
protection against unfair treatment
based on nine protected
characteristics, including age,
disability, gender reassignment, race,
religion, and sexual orientation.
V. India: The Constitution of India
prohibits discrimination based on
religion, race, caste, sex, or place of
birth (Article 15) and ensures equality
before the law (Article 14).
Economic implications
Discrimination in various forms—whether
based on gender, caste, or race—creates
significant economic disparities that
hinder the potential for inclusive
economic growth. Let’s explore each
aspect in the following :
1.Gender Pay Gap:The gender pay gap
refers to the disparity in earnings
between men and women for similar
work. Economic implications include:
•Reduced economic productivity: If
women are paid less, they have less
purchasing power, which can depress
consumer spending, slowing down
overall economic growth.
•Lower labor force participation: Pay
inequity discourages women from
entering or remaining in the workforce,
further limiting economic potential.
•Skills underutilization: Women may be
overqualified or underemployed in roles
where their skills are not fully utilized
due to gender discrimination.
•Impact on poverty and household
income: Households with women as
primary earners are disproportionately
 affected by pay gaps, which can
perpetuate cycles of poverty.
•Global economic losses: According to
studies, closing the gender pay gap
could boost global GDP by trillions of
dollars.
2.Caste-Based Occupational Segregation:
In societies where caste-based
discrimination exists, certain communities
are confined to specific jobs, often low-
paying and labor-intensive. Economic
implications include:
•Inefficient allocation of talent: Caste-
based segregation prevents individuals
from pursuing professions that match
their skills and education, leading to
underemployment and inefficiency in
labor markets.
•Stagnation in economic mobility: Caste
barriers reduce opportunities for
individuals from marginalized groups to
move up the economic ladder,
perpetuating inequality.
•Entrenched poverty: Those restricted to
low-paying jobs often lack access to
education and economic resources,
perpetuating poverty across generations.
•Wider inequality: Occupational
segregation exacerbates income
inequality, creating a wealth divide that
inhibits social cohesion and long-term
economic development.
3.Racial Disparities in Wealth: Racial
disparities in wealth stem from a long
history of systemic discrimination in
housing, employment, and education,
leading to significant economic
consequences:
•Lower wealth accumulation: Due to
historical and current discrimination,
racial minorities (such as Black and Latino
communities in the U.S.) have less access
to generational wealth, homeownership,
and capital investments.
•Intergenerational poverty: Wealth gaps
are passed down through generations,
meaning that marginalized communities
are less likely to build wealth over time,
exacerbating inequality.
•Reduced economic mobility: Disparities
in education and employment
opportunities due to racial discrimination
make it harder for individuals from these
communities to access higher-paying jobs
and invest in wealth-building assets.
•Macro-economic impacts: Racial
disparities in wealth contribute to broader
economic instability by limiting the full
participation of all citizens in the
economy, reducing overall growth
potential.
Social and cultural dimensions
→Gender Roles and Stereotypes: Gender
roles and stereotypes are social
constructs that define acceptable
behaviours, actions, and opportunities for
individuals based on their gender. Key
points include:
Traditional gender roles: In many
societies, men are seen as
breadwinners, while women are
expected to handle domestic
responsibilities. These roles limit
women’s opportunities for career
advancement and restrict men’s roles
in caregiving.
Impact on personal choices: Gender
roles dictate how individuals perceive
themselves and their potential,
leading to restricted educational and
occupational choices for both genders.
Perpetuation of stereotypes: Media,
culture, and traditions often reinforce
 stereotypes (e.g., women are
nurturing, men are strong). This limits
social progress toward gender
equality.
Resistance to change: Efforts to
challenge gender roles, such as
encouraging women to enter male-
dominated industries or promoting
paternity leave, often face cultural
resistance.
→Caste-Based Social Exclusion: Caste-
based social exclusion refers to the
marginalization of certain communities
based on their caste status, especially in
societies like India where the caste
system is deeply entrenched. Key aspects
include:
Historical roots: The caste system,
rooted in religious and social
hierarchies, enforces a rigid division of
labor and social standing,
 marginalizing lower castes (such as
Dalits) from resources and
opportunities.
Social ostracism: Those from lower
castes often face discrimination in
housing, education, and employment,
leading to their exclusion from
mainstream social and economic life.
Cultural stigma: Caste-based
discrimination is often perpetuated
through cultural norms, rituals, and
traditions, making it difficult to break
the cycle of exclusion.
Impact on social mobility: Caste
discrimination reinforces inequality by
limiting access to education, jobs, and
social networks, making upward
mobility for marginalized groups more
difficult.
→Racial Prejudices and Discrimination:
Racial prejudices and discrimination
involve biased treatment of individuals
based on their race or ethnicity, resulting
in social and economic inequalities. Key
points include:
Historical and systemic racism: Many
societies have long histories of racial
discrimination (e.g., slavery,
colonialism, apartheid), which have
institutionalized racial hierarchies.
Cultural stereotyping: Stereotypes
based on race (e.g., associating
specific races with crime, intelligence,
or work ethic) reinforce negative
perceptions and treatment of racial
minorities.
Impact on social relations: Racial
prejudices create divisions within
societies, fostering mistrust, conflict,
and violence between different racial
or ethnic groups.
 Discrimination in institutions: Racial
discrimination persists in areas like
law enforcement, education,
healthcare, and employment, where
marginalized racial groups face worse
outcomes and limited opportunities.
Workplace discrimination
Gender Discrimination in Hiring and
Promotion:
Gender discrimination in the workplace
occurs when individuals are treated
unfairly based on their gender, especially
in hiring and promotion processes. Key
aspects include:
•Hiring bias: Women are often overlooked
for certain roles, especially in male-
dominated fields like technology,
engineering, and leadership positions.
Stereotypes about women’s abilities or
their commitment to work due to family
obligations contribute to this bias.
•Glass ceiling: Women, particularly in
management roles, face a “glass ceiling”
where they can see the higher-level
positions but are blocked from reaching
them due to institutional biases. This
results in fewer women in executive and
leadership positions.
•Pay gap and promotion disparities: Even
when hired, women often receive lower
pay compared to male counterparts for
the same roles and face slower career
advancement. They may also be steered
toward roles considered more “suitable”
for their gender, such as administrative or
support roles.
•Work-life balance assumptions:
Employers may assume that women will
prioritize family over career and deny
them opportunities for growth, further
limiting their potential for advancement.
Caste-Based Discrimination in the
Workplace:
Caste-based discrimination in the
workplace refers to the unfair treatment
of individuals based on their caste,
especially in societies where the caste
system plays a dominant role. Key points
include:
•Hiring prejudice: Lower-caste individuals
often face barriers in gaining
employment, especially in higher-paying
or skilled professions, as employers may
prefer candidates from upper castes,
either due to prejudice or societal
pressure.
•Workplace segregation: Even when
hired, individuals from lower castes may
be given less desirable jobs or positions
with lower pay, reinforcing occupational
segregation based on caste.
•Limited career advancement: Individuals
from marginalized castes may face
discrimination in promotions,
performance evaluations, and access to
leadership roles. They may also be
socially excluded within the workplace,
creating a hostile work environment.
•Cultural stereotypes: Caste-based
stereotypes reinforce the belief that
individuals from lower castes are less
competent or skilled, which leads to
exclusion from higher-paying jobs and
opportunities for professional
development.
Racial Bias in Employment:Racial bias in
employment involves treating individuals
unfairly based on their race or ethnicity,
which affects their hiring, promotion, and
treatment in the workplace. Key aspects
include:
•Hiring discrimination: Studies have
shown that individuals from racial
minority groups often receive fewer
callbacks for interviews compared to
equally qualified candidates from majority
racial groups. This bias is particularly
prevalent in countries with a history of
racial segregation or systemic racism.
•Wage gaps: Racial minorities often earn
lower wages than their white
counterparts, even when they hold the
same qualifications or experience. This
pay gap perpetuates racial economic
inequality.
•Lack of representation: In many
industries, especially higher-paying or
prestigious fields, racial minorities are
underrepresented, particularly in
leadership or executive roles. This creates
a cycle where future candidates from
minority groups have fewer role models
and mentors.
•Workplace discrimination: Once hired,
racial minorities may face
microaggressions, harassment, or social
exclusion from their colleagues, which
can make the workplace hostile. They
may also encounter discrimination in
performance reviews, leading to slower
career advancement.
Activism and Resistance
Feminist Movements
Feminist movements have been
instrumental in advocating for gender
equality, challenging
patriarchal systems, and fighting for
women’s rights. Key aspects include:
Historical roots: The feminist movement
has seen multiple “waves,” starting with
the fight for women’s suffrage in the 19th
and early 20th centuries (first wave),
advancing to campaigns for workplace
equality, reproductive rights, and against
domestic violence (second wave in the
1960s-1980s).
Intersectional feminism: Modern feminist
movements increasingly recognize the
intersection of gender with race, class,
and sexuality, acknowledging that women
from marginalized communities face
compounded forms of discrimination.
Global reach: Feminist movements have
varied in focus across different regions. In
the Global North, issues like the gender
pay gap and reproductive rights have
dominated, while in the Global South, the
focus has often been on access to
education, political participation, and
combating gender-based violence.
Achievements: Feminist activism has led
to critical changes in laws (e.g., women’s
suffrage, anti-discrimination laws), social
attitudes towards gender roles, and
increased representation of women in
politics, business, and other sectors.
Dalit and Caste Activism
Dalit and caste activism focuses on
dismantling the caste system and
advocating for the rights of marginalized
castes, especially in India. Key points
include:
Historical context: The Dalit movement
emerged as a response to the deep-
seated oppression and exclusion faced by
lower castes, particularly “untouchables”
or Dalits, under the traditional caste
hierarchy.
Leaders and movements: Figures like Dr.
B.R. Ambedkar, a Dalit leader and
architect of India’s constitution, played a
critical role in the struggle for Dalit rights.
Ambedkar advocated for social reforms,
education, and the abolition of
untouchability.
Key issues: Dalit activists focus on issues
like access to education, employment
opportunities, and land rights. The
movement also fights against caste-based
violence, discrimination in public spaces,
and segregation in both rural and urban
contexts.
Resistance strategies: Dalit activism has
involved grassroots mobilization, political
participation, and alliances with other
marginalized groups. Over time,
movements like the Bahujan Samaj Party
(BSP) have emerged, representing lower-
caste interests in Indian politics.
Cultural resistance: Dalit writers, artists,
and intellectuals have used literature, art,
and media to challenge caste
discrimination and assert Dalit identity
and pride.
Anti-Racism Campaigns
Anti-racism campaigns are movements
that actively confront and challenge racial
discrimination and inequality. Key points
include:
Historical movements: In countries like
the U.S., the Civil Rights Movement of the
1950s and 1960s was a defining anti-
racism campaign, led by figures like
Martin Luther King Jr. And Malcolm X. This
movement fought for the end of legal
segregation, voting rights for African
Americans, and equal treatment under
the law.
Global scope: Anti-racism movements are
global, with significant campaigns against
apartheid in South Africa, Indigenous
rights movements in countries like
Australia and Canada, and movements for
racial equality in Europe and Latin
America.
Black Lives Matter (BLM): In recent years,
the BLM movement has gained
international prominence in the fight
against police brutality and systemic
racism, particularly in the United States.
This decentralized movement has been at
the forefront of anti-racism activism,
organizing protests, raising awareness
through social media, and influencing
policy changes.
Cultural activism: Anti-racism movements
also address cultural representation,
pushing for more diverse media
portrayals and challenging racist
stereotypes in films, literature, and the
arts.
Legislative and social changes: Anti-
racism activism has led to significant
legal reforms, such as the end of
apartheid, civil rights legislation in the
U.S., and increasing global awareness of
the impacts of colonialism and structural
racism.
Conclusion
Key Findings and Insights
Pervasive Nature of Discrimination:
Discrimination based on gender, caste,
and race is deeply entrenched in social,
economic, and political systems. It
manifests in various forms, from pay gaps
and occupational segregation to
educational inequalities and workplace
bias.
Economic Consequences: Discrimination
limits the economic potential of
marginalized groups, creating
inefficiencies in the labor market,
perpetuating poverty, and widening
wealth gaps. Gender pay disparities,
caste-based occupational segregation,
and racial wealth gaps are key
contributors to broader economic
inequality.
Social and Cultural Dimensions:
Stereotypes and social norms reinforce
discriminatory practices, shaping
perceptions of gender roles, caste status,
and racial identity. These cultural barriers
hinder efforts toward equity, as
marginalized groups face systemic
exclusion and reduced access to
opportunities.
Educational and Workplace Inequalities:
Education systems are key sites of
inequality, with gender disparities, caste-
based exclusion, and racial segregation
persisting across the globe. These
inequalities translate into workplace
discrimination, where marginalized
groups face barriers to entry, career
progression, and fair treatment.
Activism and Resistance: Social
movements such as feminist activism,
Dalit and caste-based resistance, and
anti-racism campaigns have been
instrumental in pushing for systemic
change. These movements continue to
advocate for greater inclusion and
challenge structural discrimination.
Future Directions for Research
Intersectionality: Future research should
delve deeper into the intersectionality of
discrimination, understanding how
gender, caste, race, and other factors like
class and sexuality combine to produce
unique forms of oppression.
Quantitative Impact Studies: More
detailed, data-driven research is needed
to measure the economic and social
impact of discrimination on marginalized
groups, particularly in terms of lost
economic output, educational disparities,
and workplace exclusion.
Global and Regional Variations:
Comparative research across different
cultural and geographic contexts will be
valuable in understanding how
discrimination functions in various
societies and how local activism has
shaped resistance movements.
Policy Evaluation: There is a need for
research that evaluates the effectiveness
of anti-discrimination policies, especially
affirmative action programs, labor laws,
and education reforms, in reducing
inequality.
Technological Solutions: As workplaces
and education systems become
increasingly digitized, research on how
technology can either exacerbate or
alleviate discrimination—through
algorithms, hiring practices, or
educational access—should be prioritized.

The fight against discrimination is far

from over. While significant progress has
been made through activism and policy
reform, the persistence of inequalities
based on gender, caste, and race
highlights the need for ongoing efforts.
Research, activism, and policy must
continue to address the root causes of
discrimination to build a more inclusive
and equitable society.