Discrimination and Harassment notes

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Bergen Community College *

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200

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Philosophy

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Oct 30, 2023

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docx

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Discrimination and Harassment 1.Discrimination and harassment in the workplace are widely considered to be moral matters. These issues involve questions of right and wrong, fairness, and equality. Workplace discrimination and harassment based on race, ethnicity, gender, disability, or age are not only ethically wrong but also illegal. They can cause significant harm to individuals and create a hostile work environment. It is important for organizations to establish clear policies against discrimination and harassment, provide training to employees, and take appropriate action when such incidents occur. Promoting a culture of respect, inclusivity, and diversity is crucial for fostering a healthy work environment. 2.Laws require organizations to be equal employment opportunity employers. Organizations must recruit a diverse workforce, enforce policies and training that support an equal opportunity program, and foster an environment that is respectful of all types of people. Unfortunately, there are still many whose practices break with EEOC guidelines. When discrimination and harassment of employees based on race, ethnicity, gender, disability or age occurs, not only has an ethical line been crossed but a legal one as well. Most companies are vigilant to avoid the costly legal and public ramifications of discrimination and harassment, so you may encounter this ethical dilemma in more subtle ways, from seemingly “harmless” off-color jokes by a manager to a more pervasive “group think” mentality that can be a symptom of a toxic culture. This could be a group mentality toward an “other” group (for example, women aren’t a good fit for our group). Your best response is to maintain your personal values and repel such intolerant, unethical or illegal group norms by offering an alternative, inclusive perspective as the best choice for the group and the organization. 3. Workplace discrimination can manifest in various forms. Here are some examples of workplace discrimination: Age Discrimination: This involves treating an employee unfavorably due to their age1. Race Discrimination: Discriminating against an employee based on their race, skin color, ethnicity, or national origin1. Sex Discrimination: Treating an employee differently based on their sex, gender, and/or sexual orientation1. Pregnancy Discrimination: Discriminating against an employee due to pregnancy, childbirth, or related medical conditions1. Religious Discrimination: Treating an employee unfavorably because of their religious beliefs1.

Disability Discrimination: Discriminating against an employee based on a mental and/or physical disability1. Retaliation Discrimination: Taking adverse actions against an employee in response to their discrimination claims1. It is important to note that discrimination can occur at any stage of employment, including during recruitment, employment, and termination processes1. Workplace discrimination is illegal in the United States, and there are laws in place to protect employees from such practices. Discrimination and harassment in the workplace are complex ethical issues that have significant implications for individuals and organizations. It is important to consider both sides of the argument to gain a comprehensive understanding of these matters. Discrimination refers to treating an employee or job applicant unfairly based on their race, color, religion, sex, national origin, age (40 or older), disability, or genetic information1. It is widely recognized as morally wrong and illegal. Discrimination can manifest in various forms such as age discrimination, race discrimination, sex discrimination, pregnancy discrimination, religious discrimination, disability discrimination, and retaliation discrimination1. On the other hand, harassment is unwelcome conduct based on a person’s protected characteristics such as race, color, religion, sex, national origin, age (40 or older), disability, or genetic information2. Harassment can create a hostile work environment and negatively impact an individual’s well-being. It includes offensive jokes, name-calling, physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures, and interference with work performance1. It is important to note that these issues are not limited to legal considerations. They also have significant moral implications. Discrimination and harassment can cause harm to individuals and create toxic work environments. Organizations should strive to establish policies against discrimination and harassment, provide training to employees, and take appropriate action when such incidents occur1. While some ethical issues may have more weight on one side than the other, it is crucial to foster open discussions and consider different perspectives when addressing these matters. By doing so, we can work towards creating inclusive and equitable workplaces.

Pros and Cons of Work place Harasssment and discrimination Discrimination and harassment in the workplace are complex ethical issues that have significant implications for individuals and organizations. It is important to consider both sides of the argument to gain a comprehensive understanding of these matters. Pros of Addressing Discrimination and Harassment: Promotes fairness and equality: Addressing discrimination and harassment helps create a fair and equal work environment where everyone is treated with respect and dignity1. Enhances employee engagement: By addressing these issues, organizations can foster a positive work culture that promotes employee engagement and morale1. Mitigates legal risks: Addressing discrimination and harassment can help organizations avoid legal consequences, such as lawsuits, fines, and reputational damage2. Cons of Addressing Discrimination and Harassment: Potential for retaliation: Employees who report discrimination or harassment may face retaliation from their employers or colleagues3. This can include negative treatment, isolation, or even termination2. Challenges in reporting: Many victims of discrimination or harassment may hesitate to report due to fear of negative consequences, lack of trust in the reporting process, or concerns about privacy34. Complexity of investigations: Investigating claims of discrimination or harassment can be challenging and time-consuming for organizations. It requires gathering evidence, conducting interviews, and ensuring a fair process. In my moral compass from week 3, I articulated a set of ethical principles that guide my perspective on various issues, including discrimination and harassment. Here are the primary theories and components of my moral compass: Deontological Ethics: My moral compass includes a strong adherence to deontological ethics, emphasizing the importance of moral rules, principles, and duties. It asserts that certain actions are inherently right or wrong, regardless of their consequences. This means that I prioritize moral principles even if they may lead to undesirable outcomes in specific cases.

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