Workplace Discrimination:
It is illegal to discriminate based on race, religion, gender, or national original when hiring or in the workplace. Equal Employment Opportunity (EEO) practice is important in every work places.
Different Types of Employment Discrimination
• Age
• Gender
• Race
• Ethnicity
• Skin Color
• National Origin
• Mental or Physical Disability
• Genetic Information
• Relationship to someone who may be discriminated against
• Pregnancy or Parenthood
Age discrimination is a practice specifically protected by law. With a few rare exceptions, companies are forbidden from specifying an age preference in job advertisements. Employees must receive the same benefits regardless of age, the only exception being when the cost of
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Make the manual as comprehensive as possible, follows all state and federal discrimination laws, and work with the attorney once a quarter to make any appropriate changes.
• 2.Punish Employees who are involve in discrimination issues then other employees will be careful.
• 3. Review the manual with the management staff, and explain the company policies regarding discrimination to all managers. Encourage managers to ask any questions, and have all managers sign a form saying they took the discrimination training and they understood it.
• 4. Require all employees to review the discrimination policies and procedures manual, and attend a mandatory quarterly training on discrimination in the workplace. Have every employee sign a form stating that they took the discrimination training and understand it.
• 5. Encourage cooperation and equality in the workplace by creating diverse work groups and departments throughout the company.
• 6. Set up a way that employees can report discrimination to a human resources professional. It is helpful to have a human resources professional that is experienced in handling discrimination complaints, as they require a level of candidness that other human resources issues do not require.
• 7. Alert managers of the employees mentioned in discrimination complaints that their employee will have to answer the
In this essay, I am going to explain the main ways of promoting anti-discriminatory practice, which are; implementing government policies and guidelines at local level by managers and employees, staff training and development, challenging work colleagues who demonstrate discriminatory behaviour and telling a higher authority when rules are broken. I am also going to give examples of these strategies being used in a setting, give difficulties to each strategy and also justify ways of overcoming the difficulties.
To resolve the disparate impact and to alleviate any discrimination all hiring managers must complete training in Equal Opportunity and diversity, this will emulate the best staffing practices by eliminating general barriers and bias, and reduce chances of unintentionally or intentionally discrimination in staffing. A recommendation to establish
Improve anti-discrimination policy. Provide weekly training to upskill employees about anti-discrimination procedures. Relevant legislation: Anti-discrimination Act 1977 (NSW), Age Discrimination Act 2004 (Cwlth), Australian Human Rights Commission Act 1986 (Cwlth), Disability Discrimination Act 1992 (Cwlth), Racial Discrimination
Along with the above there must be an action plan in place to outline methods of removing discriminatory barriers for example:
The employer must conduct an internal investigation by interviewing the parties involved and witnesses. The article also mentions the 1964 Civil Rights Act and the Age Discrimination Act of 1967 to explain the root of the guidelines, and gives further analysis using different clarification approaches to clarify the legal concerns involved. In order to describe prevention methods, the article straightforwardly states what a manager prerequisites. Training and informing the employees is the law. The article’s approach and statements mentioned how to deal with legal matters and to make sure that they are valid. Managing harassment and discrimination problems is not only a responsibility, but also makes good business sense. Maintaining a workplace free of discrimination and harassment by doing whatever is necessary to prevent complaints from occurring in the first place, and stopping them before they reach the level of lawsuits are acceptable methods of dealing with legal issues.
Discrimination: what to do if it happens - is a step-by-step guide covering how an employee should raise a complaint of discrimination and how an employer should handle it.
3.4: Explain the importance of making sure equality and diversity procedures are followed in the workplace
First, Age discrimination is a very common reason why some people are not employed. However, there are laws in place that prohibits this kind of discrimination. Miller gave an explanation on the about age discrimination act (ADEA) of 1967, it prohibits employment discrimination on the basis of age against individuals forty years of age or older (Miller,2013).
1. 1 Legal and organizational requirements on equality, diversity, discrimination, rights , confidentiality and sharing of information in relation to managing and developing yourself and your workforce
2.1 Explain how legislation and codes of practice relating to equality, diversity and discrimination apply to own work role.
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.
This gives the employees a level ground for all to work in since no one, after coming from work, can be prejudiced by the people around him or her. In addition, the society can give a chance to voice the people who are treated badly and try to be understood. If I were the CEO, I would implement policies like training. This will ensure that all the workers are familiar with discrimination laws. Another policy I would put up is like sticking to the job requirement when hiring. It ensures that the person working is equipped with the right requirements and was not chosen on the basis of any other factor except the job requirements. It also protects the company from discrimination lawsuits, (Osborne,
“Train your managers in the implementation of the anti-discrimination policy with the expectation that prevention is their responsibility” (Heathfield, 2012).
The workplace discrimination provention manual can be a useful tool for me as an manager
Age discrimination has some special aspects that make it different from other types of employment discrimination. I will also discuss a few. Included will be several court decisions on cases