workplace discrimination

Workplace Prejudice

Workplace prejudice typically occurs where there is inequity against the employee by the boss with relation to work-related actions, which includes matters such as raises, recruiting, and firing, to name a couple. Prejudice in the workplace encompasses all workplace concerns; thus, it is critical for employers and top management to ensure that the corporation brochure, policy, and procedures are consistent, regardless of ethnicity, race, sexuality, disability, or age. Nonetheless, a program that extends to all employees could be unethical if it has a negative effect on individuals notwithstanding the above considerations.

Age Discrimination

The age discrimination takes place when there is the less favorable treatment of an applicant or employee based on the age. The issue is most familiar with the older workers as some managers usually try to force such individuals into early retirement or even decline to employ the applicants who are past a certain age limit. The Age Discrimination in the 1967’s Employment Act proscribes the bias against workers over forty years.

Racial Discrimination

There is also the racial discrimination which is the unfair treatment of an individual due to race, for instance, the skin color. The Title VII of the 1964’s Civil Rights Act makes it unlawful to discriminate a person based on race.

Gender Discrimination

Also, there is gender discrimination which is the unjust treating of a worker because of the sex, religious discrimination that involves the poor treatment of people based on their religious affiliations. Both the religious and gender prejudices are under the governance of the Civil Rights Act of 1964, Title VII (Legal Dictionary, 2017).

Diversity in the Workplace

Diversity is the acknowledgment, appreciation, and the recognition of the individual differences regardless of age, gender, race, socioeconomic class, and ethnicity, among others. The diversity is of importance to the organizations as it promotes mutual reverence among the workers. Diversity also leads to workplace conflict resolution as the employees acknowledge their differences and realize that they are for a common objective which is quality and production. The workplace diversity can also incalculably fortify the institution’s correlation with the clients through creating a more efficient communication. The department of customer service is one of the regions where valuable contact is critical, so the representatives of customer service can pair up with the customers from their particular localities thus making them feel at home while getting the company services (Dike, 2013; Amaliyah, 2015).

Factors to consider when adopting a diverse staff

One of the factors to consider when adopting a diverse staff is the business type as it plays a critical role when it comes to the decision-making. For instance, the majority of public enterprises usually employ many people in comparison to the private ones due to their sizes. For that case, appointing different workers means that the kind of the corporation will perform better with the people on board.

Another factor to take into consideration when putting in place a diverse workforce is the organizational culture involving the practices such as value, people, and vision among others. A company’s belief should determine its kind of workplace diversity to consider, for example, those with a real history of having several workers should follow the same norms and beliefs so long as they have been working.

It is also of significance that the management becomes aware of the location of the company before implementing diversity in the workplace. The corporations that have branches in various regions of the globe have no option but to employ people from a mixture of cultures as every office they do operate in must have workers and the locals are always the priority. Nevertheless, some corporations that mainly work in the nations of origin can decide whether or not to have a culturally diverse workforce as their locations do not favor them (Dike, 2013).

References

Amaliyah. (2015). The Importance of Workplace Diversity Management. International Journal of Sciences: Basic and Applied Research (IJSBAR), 17(2), 175-182. Retrieved from file:///C:/Users/Hunza%20My%20Dream/Downloads/2582-5846-3-PB.pdf

Dike, P. (2013). The Impact of Workplace Diversity on Organizations. Retrieved from http://theseus56-kk.lib.helsinki.fi/bitstream/handle/10024/63581/Thesisxx.pdf?sequence=1&isAllowed=y

Legal Dictionary. (2017). Discrimination in the Workplace - Definition, Examples, Cases, Processes. Retrieved from https://legaldictionary.net/discrimination-in-the-workplace/