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Show 225 THE UNIVERSITY OF UTAH The federal government has passed legislation and constructed offices, such as the Equal Employment Opportunity Commission, to measure workforce diversity, enforce anti-discrimi-nation acts and measure compliance of public entities and private enterprise to provide equal employment opportunities. These results express that, over time, equality in the workplace has improved since the Civil Rights Act of 1964 and, more recently, has leveled off at higher point comparative to the origin. Although the overall trend shows improvement in equality since the 1960s, specific geographic areas could be more or less prone to workplace discrimi-nation based on local social influences, such as legal, normative, and political favors to which organizations are exposed. In other words, the effectiveness of anti-discrimination laws for workplace equality could differ by location. That is, individual areas can deviate from the overall trend, causing pockets of inequality. Through data collection of employer statistics and investigation of local environmental factors, a deeper understanding of workplace equal-ity can be gained. The correlations of workforce discrimination and social environmental fac-tors can determine the role of social impact on discrimination tendencies; these factors can identify pockets of inequality and measure the effectiveness of current anti-discrimination policies. DISCRIMINATION CAUSES: SOCIAL ENVIRONMENT AND ROLE JonPaul Vega (Flannery Garnett) Leap Health Sciences, LEAP University of Utah health sciences leap program JonPaul Vega Flannery Garnett |