Long Term Consequences Of Discrimination In The Workplace

There are lots of potential effects related to discrimination. It includes things like disempowerment, low self-esteem and self-identity and also marginalisation. I am now going to explain these effects and connect them with a case study.

Through the years, America has made an overall improvement in eliminating discrimination, inequality and slavery and focusing more on inclusion, equal rights, and equal opportunity. Despite a considerable improvement, there are corporations and individuals that often revert to archaic means of treating employees, creating hostile environments. Consequently, different advocacy groups and laws still remain in effect and continue to evolve to protect the citizens and non-citizens of the USA.

Discrimination against worker on basis of their sexual orientation and racial discrimination adversely affects the economic performance of companies in the various ways: First, in the business environment the new truth is one that puts a premium on gifted labor. Therefore, companies must make hiring verdicts solely based on an applicant’s qualifications and capabilities that associate to performance on the task if they are to outdo the rivalry. When companies hire persons on the grounds of job-irrelevant aspects such as racial discrimination and sexual orientation businesses are left with an inferior workforce that weakens their capability to produce healthy returns (Oeo.tufts.edu, 2015).

There is a direct relationship with slavery in the past and discrimination today. In both cases there is an attempt to oppress a minority group. The oppressing group makes it difficult in many ways for the minority to rise above the harsh treatment towards equality. Just as slaves in the past were uneducated because of the threat to unite and revolt, employers today limit minorities for fear of their power within the company.

Capitalist societies provide plenty of opportunities for entrepreneurs to succeed, giving businesses sufficient amounts of capital to hire workers who are looking to provide for families, needs, and desires. The American workforce had several flaws that include but are not limited to child labors, gender & race inequality, and working conditions. Over the years, working conditions have improved

Before, going into this we need to look at the past discriminative policies adopted many companies, responsible for many acts of discrimination against minorities. Menial and low level jobs were offered to certain ethnic and minority groups. Even, woman was denied certain job categories on the ground of strength and their capabilities. This discriminatory policy adopted for so many decade has led to a situation where there cannot be a level playing field without taking certain affirmative action.

Discrimination is “an action or decision that treats a person or group negatively for reasons such as their race, sex, age or disability” (Ministry of Justice [DOJ], 1985). Under the Canadian human right act, there are 11 grounds a person may be discriminated against. These include race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability and a conviction for which a pardon has been granted or a record suspended (DOJ, 1985). Employment discrimination happens when an employee is treated unfavorably because of said characteristics by employers. It is illegal to discriminate in any aspect of employment, and this extends beyond just hiring and firing. Society progresses and becomes enlightened overtime, but discrimination is still quite common. There are many ways that a person could be discriminated against. The Canadian Human Rights Act calls these discriminatory practices (DOJ, 1985). Examples of said practices include: Excluding potential employees during recruitment, paying equally-qualified employees in the same position different salaries, discrimination when issuing promotions or lay-offs, etc. Left unattended, discrimination in the workplace can be costly. Victims suffer and employers experience a loss of productivity, leading to damaged employee morals, and loss of profit. This report will outline the most common types of discrimination encountered in the work place, the problem they cause,

I value the bringing up I had as a child, in our household discrimination was frowned upon, be it sexual discrimination or racial discrimination, there was no place for it in our home. We were not tolerant, because this would imply superiority, we were taught that all people are individuals and must be judged by their own merit, not based on categorical assumptions. Racial jokes were not tolerated; neither were misogynistic ones. Being exposed to prejudiced attitudes still makes me uncomfortable. In Canada the Human Rights Act, and various provincial laws, protect workers from discrimination in the work place. My own experience in the construction field has shown me that regardless of

Discrimination not only affects individual in our society, who are not given the same life chances as everyone else but is also affects society itself.

While it is difficult for the younger generation to identify the idea of discrimination, the turmoil and the effect that the country endured continues to exist. Although the Civil Rights Act of 1964 took effect nearly 50-years ago, the racial discrimination continues to be an important point because of its representation which affected every gender and ethnicity. The purpose for writing Title VII was to ban the employment discrimination based on race, color, religion and national origin, it was also to prohibit discrimination in employment with 15 or more employees, employment agencies, labor unions, state and government agencies and federal government employment (BUSI LAW, 2017). Nonetheless, prior to Title VII, many employers have the right

Discrimination is the process of excluding a person based on a multitude of factors not limited to just age, sex or ethnicity. Just about 200 years ago, in 1808, The Congress banned the importation of slaves from Africa and they were given voting rights in 1870 with the Fifteenth Amendment [1]. Less than 100 years ago, the 19th Amendment to the U.S. Constitution gave women the right to vote in 1920 [2]. Even more recently, the Age Discrimination Act was introduced in 1967 by the Department of Labour to protect the aging population on the basis of employment [3]. Although our society has made vast progress by enacting equal opportunity laws, a lot of improvement is yet to be made before employment diversity increases, particularly in the aviation industry.

With all of the advances in modern society and human behavior, racism is still a crisis that many people have to cope with. It can occur at any place or at any time, including in the workplace. Racial discrimination arises when someone is treated differently based on their actual or perceived race. Many people believe that if one were to be in the vicinity of a respected workplace that they would be respected by all co-workers and employers; this is in no way true. A big amount of minority employees, mainly African-Americans, are affected by racial discrimination in the workplace whether it’s from their employers or their fellow co-workers, and it is not at all acceptable. Racial discrimination is a situation that has always been a problem, so we must show an effort to try to eliminate it from our society.

While equal rights and equal pay legislation made it illegal to discriminate “based on race, color, religion, sex or national origin“ (U.S. Equal Employment Opportunity Commission, 2011b, p. 1), the number of workplace discrimination cases continue to rise and is costing employers more than $319 million in 2010, not counting litigation (U.S. Equal Employment Opportunity Commission, 2011a). Many employers have extensive human resource organizations with a sophisticated grasp on the implications of equal rights legislation on employers, that employ professionals, like I/O psychologists and attorneys, to establish fair policies and employment practices, and decrease an employer’s risk of litigation (Aamodt, 2010). In fact, employers often perform statistical analysis of employment practices to understand whether the practice could have an adverse impact against members of a protected class. For example, testing is a practice employers use for employee selection in the hiring process; even when an employment test is determined to be reliable, valid, and cost-efficient, care is taken to assure testing predicts performance equally well for all applications (Aamodt, 2010). Because governments and corporations have a fiduciary duty to citizens and shareholders, employers should continue to care about the issue of adverse impact, but more importantly, both government and corporations have a civil responsibility to treat the members of society fairly, because societal

Discrimination in the workplace occurs when an employee experiences harsh or unfair treatment due to their race, religion, national origin, disabled or veteran status, or other legally protected characteristics. Discrimination is one of the biggest problems people face in the workplace and it must be dealt with forcefully.

Discrimination comes in many forms. Discrimination and diversity are closely linked considering the reasons behind discrimination are what makes up the definition of diversity. Not only is discrimination made against gender, race, and religion, but it is also made of age, disabilities, appearance and in a lot of cases, women who are pregnant too. This is very much a reality for many employers. There are laws protecting acts of discrimination. This topic is so sensitive, that many employers implement diversity and discrimination into their mission statements. Many companies make it their practice to host training sessions to prevent discrimination from happening, then there are many companies who can’t afford such training for their