Final answer:
Discrimination in employment can come from employers, co-workers, customers, and job applicants, as they might act on biases based on race, gender, or religion. Anti-discrimination laws and market forces can incentivize businesses to avoid discriminatory practices. Public policies and diverse customer and talent pools are important factors that support non-discriminatory environments.
Step-by-step explanation:
Sources of Discrimination in Employment
Discrimination in the labor market can manifest from various sources, including employers, co-workers, customers, and job applicants.
Employers may discriminate during the hiring process or in determining compensation and career advancement based on factors such as race, gender, or religion. Co-workers can contribute to a discriminatory workplace environment through biases and exclusionary practices. Customers can also be a source of discrimination if their prejudices influence the way they treat employees or how businesses cater to them. Lastly, job applicants might face discrimination if judgements are made based on their personal characteristics rather than their qualifications.
The Civil Rights Act of 1964 and various anti-discrimination laws enforced by the U.S. Equal Employment Opportunity Commission aim to combat employment discrimination. However, market forces can also influence businesses to act less discriminatorily. For example, a business that notices a diverse customer base might recognize the detriment of discriminatory practices to its reputation and sales. Similarly, a shortage of skilled workers may lead industries traditionally biased towards hiring certain groups to be more inclusive. Ultimately, both public policies and market incentives play roles in reducing discriminatory practices in the labor market.