Workplace Discrimination - Research Paper Example

Workplace Discrimination Discrimination is a vice that has continuously been part of our society. Though not openly discussed or rebuked, discrimination has taken root among the lives of my individuals. According to the U.S. Equal Employment Opportunity Commission, types of discrimination are based on: “age; physical impairment; sex; religion affiliation; retaliation; racial background; sexual harassment; genetic composition; pregnancy; origin and equal payment or compensation” (EEOC) Discrimination has spread to different parts of the society, the workplace environment being one of them. In this environment, discrimination takes different forms and occurs in all types of settings. Employees are treated differently due to characteristic that make them indifferent from others (Cole 123). As a result, there is inequity in terms of freedom or rights that individuals in an organization are given. Restrictions placed on individuals such as lack of freedom to: develop skills; select and follow their aspirations and rewards of well done work are denied, result to employees feeling frustrated and lack of control (ILO). Gender or sex discrimination is one of the common forms of discrimination in work places. This type of discrimination occurs when due to his/her, an employee is treated differently. Disparate treatment is a form of gender discrimination which involves, treating an employee in a manner that is different from how you treat his/her colleagues, because of their sexual orientation. Disparate impact is another kind of gender discrimination and is complex compared to the disparate treatment. It occurs when policies of a company leaves out some individuals from employment or promotion opportunities (McGinnis 56). Since 1919 the International Labour Organization (ILO) has been dedicated to achieve equality between men and women in the work environment. This is through promoting the rights of the two genders. The ILO idea of equality between male and female individuals in the work place is perceived as a basic human right. The world should aim at achieving this goal in order to provide decent work environment for all (ILO). However, this dream is yet to be achieved as gender discrimination is rampant in the work places. Women in the past had the least career opportunities and rights than men. They were seen to be weak and not able to perform work that required too much energy or intellect. Though educated and indifferent from the past, the modern day woman still faces discrimination in the work environment (Mullins 102). The employment opportunities in technical, construction and manufacturing sectors are mostly occupied by men. Institutions may in their job vacancy advertisement specify that they want men due to the hard nature of the work. Promotions in the work environment are mostly given to men. This is despite the fact that a women contesting for the same managerial position, are more qualified and have better experience than the men. The position is however, given to the male because of the belief that man is a better placed to be a leader than a woman. Early this year, 500 female Wal-Mart employees, filed claims of discrimination against the store. They said that there was discrimination on pay and promotions (Shan). Monetary compensation is another form in which since this form of discrimination occurs. Wages vary among the individuals within an institution, women receiving the least. As of 2002, according to the census bureau, the average salary of a woman makes up 77% of a man’s. It is clear that gender discrimination still exists in the 21st century through differences in salaries for similar work done. Gender roles can contribute to discrimination in the work environment. A woman is seen to be the one in charge of domestic duties such caring for the home and children. The man is assigned the role of being the provider/ breadwinner of the family. In deciding whether to hire potential male or female workers who have equal qualification, an employer’s selection should not be influenced by his/her beliefs of their gender roles (McGinnis 58). The law forbids a potential employer from asking individuals of their family responsibilities. This may influence his/her decision in appointing senior positions to individuals like women with newborn babies. Sexual harassment is a type of gender discrimination. It involves making or receiving advances that are of a sexually motivated, asking for favors that are of a sexual nature, and any behavior that suggests sexual agendas. A man or woman can take the role of being the one who is harassed or the harasser (Mullins 105). A victim is not necessarily someone of the opposite sex. The victim is not only the individual who has been harassed but also anyone who has been offended by the discriminatory statement (EEOC). Sexual harassment contributes to the decline of employees’ performance and making the working environment unbearable. It should be noted that sexual harassment in the job sector can take place without the dismissal of an employee from his/her position. Gender discrimination can be through stereotyping of individuals. This means that you do not recognize an individual as an entity who is independent from others. Stereotyping in the work environment can be experienced when decisions made about hiring are based on gender (Mullins 60). Example not hiring a man in a day care agency since men is viewed to as being impatient and suited for physically engaging work. Employers defy the Federal law Title VII that is helps to protect against discrimination. The health status of an employee can be platform on which, he/she is discriminated with. Terminal diseases such HIV/AIDs will determine whether an individual is hired or not. An employee who is infected with such kind of disease while working in an organization, is bound not be considered for any promotion opportunity (Mullins 109). This is irrespective of the experience or knowledge he/she has acquired while working. Unfair termination can also occur in such situations as some employers will view the employee as a liability and not as an asset. Discrimination based on health status affects both women and men. In order to curb gender discrimination, the following actions should be done to effectively address the issue. (1.) Document the events or instances that you faced sex discrimination. This involves keeping a record of date, time and the things that have taken place. Include the particulars of the instances that you felt discriminated and the witnesses present. The record should be safely kept as it will serve as proof in court. (2.) Communicate your issues to your supervisor in order to find a solution without involving external institutions such the court. Make your supervisor of specific instances in which you were discriminated. This should be done in written form and copies of the complaints should be kept. (3.) This is the last result if the above two steps do not address the issue. Report the issue to the police or a government institution that protect against discrimination (Mullins 120). In conclusion, elimination of discrimination in part of the society is an integral in trying to achieve justice for all individuals. Eradication of gender discrimination in the work environment contributes to the decline of poverty in the world and sustainable growth of the economy. Works Cited Cole, Gerald A. Organisational Behaviour. London, UK: Cengage Learning, 2001. Print. EEOC. Types of Discrimination. 2011. Web. 23 April 2012. ILO. Workplace Discrimination. 2012.Web. 23 April 2012. McGinnis, Sheila K. "Organization behaviour and Management Thinking." 2005. Jones and Barlet learning. Web. 7 April 2012 Mullins, Laurie J. Management and Organizational Behaviour. New York: Prentice Hall/ Financial Times, 2005. Print. Shan, Li. Female Wal-Mart employees file sex-discrimination claims. 02 February 2012. Web.23 April 2012. Read More