Advocating A Change In Policy In The Workplace Essay

Advocating A Change In Policy In The Workplace

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ADVOCATING A CHANGE IN POLICY IN THE WORKPLACE

Purdue Global University

CM220M4-02

Marina Perez

June 5, 2021

Throughout their lives, individuals spend a lot of time at work. The employment experience, therefore, contributes significantly to and frequently defines what individuals are. However, prejudice in the job is still quite pervasive and experienced in numerous businesses worldwide. Unfortunately, most incidences of discrimination in the workplace are not recorded. Discrimination at work may be regarded as treatment or intended to negatively treat an employee in the workplace due to a unique feature that is protected by legislation. Discrimination in the workplace may be direct and as well as indirect. Given this aim, the article mainly attempts to explain why prejudice occurs at work, to detail the different anti-discrimination actions an organization may do to limit and address prejudice at work and its influence on the management of human resources (David, 2002).

Despite the several regulations which have been introduced, this is still a significant concern. There is still discrimination throughout today’s workplace due to the following causes.

Ethnic or racial Profiling

Prior research has shown that racial Profiling is among the fundamental causes for discrimination at work today. It is also vital to remember that ethnic or racial Profiling is linked to several adverse health effects, such as depression, alcohol or cigarette usage, and even suicidal thinking. Race or ethnic Profiling throughout the workplace leads, in this respect, to discrimination since people are susceptible to unequal treatment or more scrutiny depending on the unfavorable preconceptions about employees’ races. For example, another employer of a certain organization, on the premise that Muslims are linked with terrorist activities, might desire a tighter safety clearance process for a Muslim employee. An employer may also choose out of recruiting or promoting a person for reasons of race, which is the reason why discrimination persists at work. Therefore, ethnic minorities in practically all occupations are underrepresented (Oeij, 2017).

Skin Color Discrimination

Discrimination towards the basis of color is indeed a significant contributory element for discrimination in the workplace and may occur in any part of employment from recruitment to termination. Discrimination regarding skin color typically occurs if an employee being harassed as well as discriminated against on the grounds of lightness, blackness, or other skin features. For instance, if a boss of a certain organization, who is presumably a dark-skinned African American as well as choices an inexperienced, light-skinned African American, refuses to promote a competent employee, it would be considered a color distinction that enhances the prejudice in employment.

Religion

Religion, as noted by the United States Equal Employment Opportunity Commission, is indeed one reason why prejudice persists in the workplace. It occurs when an employee is treated very differently by his religion, faith and practice, and advocates changing the norms and procedures of his place of work so that they are in accordance with his religious affiliation. That is because a certain employee is married to a person of a certain faith or is affiliated with him (David, 2002).

Mental or Physical Disability

Physical or mental impairment is a disorder that impairs one’s capacity to do important life activities and represents a substantial proportion of discrimination at work in different organizations. In this respect, handicapped workers are treated differently due to their disability, perceived impairment, or relationship with a handicapped person (Oeij, 2017).

Disability discrimination may involve the fact that an employer, as well as organization, refuses to offer workers reasonable accommodation so that they may operate efficiently. Disability discrimination It may also be seen when a disability worker is harassed or discriminated against during hiring, training, work assignments, promotions, salaries, and other perks. Discriminating workers based on mental and physical impairment is hence the rationale for workplace discrimination.

Gender/Sexism Bias and Pregnancy

Sexual discrimination comprises the unfavorable treatment of a person or employee because of his gender and perhaps gender and because the employee is linked with a certain firm or persons. Similarly, there may be sex discrimination in the job if an employer assumes the sort of jobs that men and women are competent to complete or not. Furthermore, physical, or verbal harassment of sex by sex also constitutes discrimination in the workplace of organizations. To exemplify this, a girl may reapply for a sales manager with the relevant experience and credentials. Unfortunately, the woman is not employed since long-term consumers of the firm feel more comfortable with males. Therefore, treating workers based on sex constitutes discrimination at work (David, 2002).

As well as sexism or gender prejudice, employer occurrences are still widespread, based on pregnancy, birth, and perhaps other associated situations. This sort of discrimination at the workplace is also shown when organizations or companies terminate or degrade pregnant workers, deny their time off work, do not offer appropriate accommodations, or refuse to recruit a pregnant employee. The treatment of a pregnant employee differently from other temporarily impaired employees is thus one of the variables that contribute to discrimination at work.

Abusive Relationship Between the Employee and the Employer

Ultimately, no connection is immune to possible conflicts. Because of different personalities and viewpoints, employers and employees differ. Furthermore, differences of opinion and even other problems inside the company may lead to abusive relationships, including discrimination. Similarly, unfavorable interactions may also be created because of favoritism. For instance, only promoting males or giving select workers the best jobs and transfers leads to inequalities that cause resentment as well as loss of productivity. This significantly impacts interactions between employers or employees and hence perpetuates prejudice (Oeij, 2017).

REFERENCE

David, J. (2002). Policy enforcement in the workplace. Computers & security, 21(6), 506-513.

Oeij, P., Rus, D., & Pot, F. D. (Eds.). (2017). Workplace innovation: Theory, research and practice. Springer.

Advocating A Change In Policy In The Workplace Essay

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