Employment discrimination
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Employment discrimination refers to discriminatory employment practices such as bias in hiring, promotion, job assignment, termination, and compensation, and various types of harassment.
Discrimination in the workplace is when an employee suffers hostile or unfair treatment due to their race, religion, national origin, disabled or veteran status, or other legally protected groups. Other people who could get affected by discrimination in the workplace are employees who suffer retaliation for opposing workplace discrimination or for reporting violations to the authorities. Instead of getting fired for not being able to perform a job, some employees get discriminated against based on their race, religion, national origin, disabled or veteran status. Same employment opportunities are supposed to be available and enforced to every employee.[citation needed]
In many countries, laws prohibit employers from discriminating on the basis of race, color, sex, religion, national origin, physical or mental disability, or age. There is also a growing body of law preventing or occasionally justifying employment discrimination based on sexual orientation or gender identity. Some jurisdictions within countries implement their own non-discrimination laws.
Discrimination is prevalent today because there are prejudices, stereotypes, and biased institutions which have ignored all legal efforts and policy measures by governments, workers, and employers against unequal treatment at work.[citation needed] Discrimination is still a common problem in the workplace. The most obvious forms of discrimination may not be as noticeable but many still remain.[citation needed]
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[edit] Protected categories
Laws often prohibit discrimination on the basis of:
- Race or color
- Ethnicity/national origin
- Sex or gender
- Pregnancy
- Religion or creed
- Political affiliation
- Language abilities
- Citizenship
- Disability (physical, mental, or emotional)
- Medical conditions (AIDS or other diseases)
- Age
- Sexual orientation
- Gender identity
- Marital status
- Military veteran status
- Military discharge status or anticipated military deployment
Some jurisdictions prohibit employment discrimination against other social group that have legal protections. They include discrimination or harassment based on socioeconomic class, height or weight if not relevant to employment, and provincial/regional origin.
[edit] Effects of discrimination in the workplace
Discrimination in the workplace affects businesses because if it seems like an individual or company supports discriminatory policies it can hurt a company's reputation. Your business is limited when it restricts advancement to certain groups or types of employees. In December, 2005, a Gallup poll showed that job satisfaction was lowest when employees experienced discrimination. There is also a direct correlation between loyalty, retention, and discrimination. Employees are more likely to be looking for jobs when they feel they have been wronged. According to a report on discrimination at the workplace by International Labor Organization (ILO), “workplace discrimination remains a persistent global problem, with new, more subtle forms emerging.”Sending wrong signals to potential clients can also cause conflicts because customers can sense when employees aren't enthusiastic or don't believe in their company. It is the job applicant’s responsibility to observe the attitudes of people they are going to work with. Speaking negatively about a former employee can be damaging for a potential client. If you send positive signals to the employee, this can attract potential employees.
Inequalities discriminated groups are spreading. Due to affirmative action policies, a new middle class has been created that consists of formerly discriminated people in some countries. People who are discriminated groups frequently involved in the worst jobs, denied benefits, social protection, training, capital, land, or credit. The failure of not removing discrimination at a workplace can lead to poverty. “Discrimination creates a web of poverty, forced and child labor and social exclusion, (adding eliminating discrimination is indispensable to any strategy for poverty reduction and sustainable economic development).” "ILO: Workplace Discrimination. No discrimination in the workplace helps everyone’s self-esteem and morale because there is more fairness and justice. Productivity increases because people are more motivated.
[edit] Gender discrimination and the workplace
Even though there are regulations that are used to promote equality within the workplace, discrimination is still rampant among the discriminated groups and women. Women still do not measure up to men when it comes to income, unemployment and occupational distribution. Women’s average salary is only 72-88% of men’s salary, even when variables such as education, age, position level and job tenure are considered. Women are the most discriminated group. In most countries women the glass ceiling and the wages are significant compared to men. Women are also more likely to be stuck in low-paid and unsecure jobs. They face higher unemployment rates. “Discrimination can occur at every stage of employment, from recruitment to education and remuneration, occupational segregation, and at time of layoffs.” ILO: Workplace Discrimination. Based on a report by Catalyst in 2005, only “one in eight woman were CEO’s in the Fortune 500; an additional nine were CEO’s in Fortune 501-1000 companies.”
[edit] Unintentional discrimination
Unintentional discrimination (often termed "statistical discrimination") occurs when neutral selection practices produce a substantial disparity of outcomes between one group and another. Such practices include the use of standardized tests (which may disadvantage minority groups) or height (which may disadvantage women and some ethnic groups) in the hiring process. If the requirements are job-related and a "business necessity", the disparity is irrelevant.
Some laws prohibit unintentional discrimination as well as intentional discrimination, but may have different standards for deciding what is acceptable. Substantial disparities in outcome are not necessarily illegal, if the practices that produce them are necessary.
[edit] Legal protection from employment discrimination
Many countries have laws prohibiting employment discrimination. Sometimes these are part of broader anti-discrimination laws.
[edit] By location
- Employment discrimination law in the United States
- Employment discrimination law in the United Kingdom
[edit] See also
[edit] References
<"ILO: WORKPLACE DISCRIMINATION." Women's International Network News 29.4 (Oct. 2003): 11-11. Academic Search Premier. EBSCO. [Library name], [City], [State abbreviation]. 12 June 2009> ILO source
<Papa, Michael, e.g. Organizational Communication. 4th ed. California: Sage Publications, 2008>
<Trentham, Susan, and Laurie Larwood.. "Gender Discrimination and the Workplace: An Examination of Rational Bias Theory." Sex Roles 38.1/2 (Jan. 1998): 1-28. Academic Search Premier. EBSCO. [Library name], [City], [State abbreviation]. 12 June 2009> Gender discrimination
<Wadhwa, Vivek. "The True Cost of Discrimination." Business Week Online (6 June 2006): 1-1. Academic Search Premier. EBSCO. [Library name], [City], [State abbreviation]. 12 June 2009> True Cost of Discrimination
[edit] Further reading
- Pager, Devah (2009). Marked: Race, Crime, and Finding Work in an Era of Mass Incarceration. University of Chicago Press. ISBN 9780226644844.
- Various publications by Dr. Joel Wiesen.
