Case Study On Discrimination In The Workplace

Racism is defined as prejudice, discrimination, or antagonism directed against someone of a different race based on the belief that one's own race is superior. In the workforce, the issue of racism and discrimination has been brought to the center of conversations around the world. Companies claim to be “colorblind” and not hire somebody based on their race or gender, but the employment rates among minorities and women around the world is significantly lower than the majority in the given country. There is also the growing issue of minorities, such as blacks in america, making significantly less money than whites. This issue affects people all around the world who happen

There will be a lecture and group activity meeting held every six months in regards to discrimination, harassment, and accountability. There will be behavior stimulation activities to ensure that attitude and behavior adhere to these policies. These meetings should last approximately 30-60 minutes. Any and all questions about these policies can be addressed during this time to make sure everyone thoroughly understands these topics and our policies associated with them.

Also, “when a power of differential exists, maintaining structured communication is more crucial, especially in environments where poor conduct has been tolerated.” (Marquis, 2011). Therefore, the difference in power between the staff can intimidate some or make feel others feel empowered of the situation.

I will discuss the legislation and regulations the United States Government enacted during the 20th Century to eliminate discriminatory practices by organizations. Through unions, employees grouped together to fight and change hazardous working conditions by lobbying management and the United States Government. Change is necessary and often met with steep opposition, and unions dealt with legislators that worked to prevent change or silence the complaints raised by lobbyist. Minority and women workers overcame the opposition and continued to fight for better protections and regulations that ultimately help grow the economy while equipping workers with the necessary skills to advance into management positions.

Workers will now be able to complain to Kingston University of conduct that they find offensive even if it is not directed at them, and the complainant need not have the relevant characteristic themselves. Representatives are likewise shielded from harassment as a result of perception and association.

In a perfect world, people would be equal in rights, opportunities, and responsibilities, despite their race or gender. In the world we live in, however, we always face all kinds of neglect based on different attributes. All over the United States, certain people treat others with prejudice because of particular features they possess. Unfortunately, prejudice and discrimination occur even in places which, by definition, should be free of all personal prejudices – specifically, in offices and other business surroundings. This tragedy is called workplace discrimination; not every unfair behavior at work, however, can be assessed as discrimination. Discrimination in the workplace happens when an employee experiences unfair treatment due to their race, gender, age, religion, marital status, national origin, disability or veteran status, or other characteristics. Discrimination is one of the largest issues people face in the workplace and it must be dealt with. The U.S. have laws and regulations on discrimination but it still often occurs. Workplace discrimination appears in hiring, training, promotion, firing, and other institutional or interpersonal treatment. Discrimination sometimes causes an employee to leave or quit the workplace, resign from a position, or in more severe cases, to commit suicide or act violently against the discriminators. Discrimination is one of the largest issues many people face in the workplace.

Engage in minimal conversation in case the incident becomes more serious and something you say is later used against you.

It is the responsibility of all staff to promote and maintain a safe working environment. In the event of a confrontation with an irate staff member over the request of a status update on assignment I would attempt to utilize the following techniques to diffuse the situation. The steps would be listening, approach with an open mind, speak in a calm voice and use appropriate body language, control emotions, document, and work through the current DBO workplace violence processes.

When a person is discriminated against their race, gender, and age. This is some of the most evident forms of discrimination. I believe the most qualified person should receive the job, regardless of race or ethnicity. When employers disrupt workplace discrimination, legally they can be sued by the person or persons and receive bad publicity. When a employee hurts from unfair treatment due to their race and religion. Proving discrimination is difficult as is can occur in a number of work-related areas, during your initial hiring phase, during training or even after you get the job and have to participate in job evaluations. As far as ethnicity goes, Americans come in every color, shape, and size and a successful business is one that understands

While the world has unanimously advanced and is more accepting of change, the workplace continues to be a place of discrimination, prejudice and inequality. Discrimination is broadly defined to ‘distinguish unfavourably’, isolate; and is context based (Pagura, 2012). Abrahams (1991) described the workplace as an ‘inhospitable place’ where gender disparity and wage gaps persist (Stamarski & Son Hing, 2015). Among other states and countries, the Australian government actively implements and passes laws to protect and maintain equal employment rights. While the objective of these laws is ‘to eliminate discrimination,’ the regulatory mechanisms in the legislation are largely ineffective at achieving this ultimate goal (Smith, 2008). However,

addition, as a leader, when a whistleblower reports activity to you, first gather all of the

Employees may go to one of these political arouses in lieu of answering to work. Managers are regularly left pondering whether they can make disciplinary move against workers who miss work to go to such a rally (Szwarcberg, 2012). The issue gets especially touchy if the motivation behind the political rally is to impact enactment that influences representatives ' rights as specialists, for example, arouses with respect to the country 's laws.

Employers and employees should always seek to resolve disciplinary and grievance issues in the workplace. Where this is not possible employers and employees should consider using an independent third party to help resolve the problem. This person maybe from within the organisation, or use an external mediator should that be deemed more appropriate (ACAS Code of Practice1, Apr 2009)

Secondly, the individual is used as a basis for employment decisions affecting such individual. Finally, the result of such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.] (Aggarwal, 89-93)

This paper will assess my personal experience with prejudice in the workplace, including the implications of the situation to the organization in terms of its stakeholders, reputation, and its legal responsibilities. Furthermore, I will analyze the negative effects the discriminatory behavior had on morale and functioning of coworkers and employees. Lastly, I will recommend three action steps that I would have taken as a manager to avoid the situation, in addition to three steps to render the situation.