Workplace Discrimination
Workplace discrimination often occurs where the boss discriminates against the employee in work-related actions, which includes matters such as promotions, hiring, and firing, to name a few. 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 age. The issue is most familiar with older workers as some managers usually try to force such individuals into early retirement or even decline to employ 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 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 against a person based on race.
Gender Discrimination
Gender discrimination is the unjust treating of a worker because of their sex.
Religious Discrimination
Religious discrimination involves the poor treatment of people based on their religious affiliations. Both religious and gender prejudices are under the governance of the Civil Rights Act of 1964, Title VII (Legal Dictionary, 2017).
Diversity
Diversity is the acknowledgment, appreciation, and recognition of individual differences regardless of age, gender, race, socioeconomic class, and ethnicity, among others. Diversity is of importance to organizations as it promotes mutual reverence among workers. Diversity also leads to workplace conflict resolution as employees acknowledge their differences and realize that they are for a common objective which is quality and production.
Factors to Consider
One of the factors to consider when adopting a diverse staff is the company type as it plays a critical role when it comes to decision-making. For instance, the majority of public enterprises usually employ many people in comparison to the private ones due to their size. 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 as long as they have been working (Dike, 2013).
References
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/
