Equality in the Work place
Persistent inequalities in organizations, employment, housing together with a wide range of other social domains has been renewing interest in the possible discrimination role. Most of research especially involving African Americans and other racial minorities have proved that there is discrimination in the work place, in housing, and also in the other every day social settings.
A lot of social and economic inequality in the United States and the other industrialized countries in the world have been created in the organizations, in day to day work and activities and organizing the work. Activists in unions have laid their demands in such understanding, as have civil rights and feminist reformers. Race, gender and class dynamics may lead to power discrimination and differentials in an organization. These deleterious effects are specifically troubling for non-profit agencies which possess diverse community and employee bases and such endeavor to redress inequality socially through program and service provision (Hideg & Ferris, 2016).
Race, gender and are profoundly influential in the health of the human services win any given organization. How they are structured, form identity, decision making on the service delivery, and prioritizing the work. Discrimination and discriminatory practices are the common foci of race, gender and class in the organizational studies. Simple as it seems, a question that preoccupy the co temporally literature over discrimination acts will center on its continuing relevance. Almost half a century ago, the discrimination acts were widespread and overt. Today, it is difficult to assess the degree in which every day’s opportunities and experiences are shaped by the ongoing discrimination forms. Nevertheless, it is necessary to know when and how discrimination does play a role in resource and opportunities allocation.
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Employment discrimination may occur when a job applicant or an employee is unfavorably treated due to his or her skin color, race, gender, national origin or age, mental or physical disability, genetic information or the parenthood. Work discrimination in an organization may occur in any of the following situations; suggesting or stating a preferred candidate in a job advertisement, excluding potential job applicants during recruitment, denying compensation to particular employees including the benefits, paying different salaries to equally qualified employees, discriminating while assigning disability leave retirement options or a maternity leave, disrupting or denying the use of firm’s facilities and also discrimination while issuing lay-offs or promotions (Sarvaiya & Eweje, 2016).
Example 1: Gender Discrimination
Quick Numbers which is an accounting company gives workers annual pay rise. Mary has been passed over for the pay rise two years in a row. She now has discovered that the company only gives a pay rise to male employees, and only to male employees. This amounts to gender discrimination, because the female workers have not been afforded equal benefits as male workers.
Example 2: Racial Discrimination
A law firm with one open position for a lawyer who is specialized in handling financial cases and to which they are intending to promote an existing employee. One candidate is a white man and who holds a bachelor degree in accounts, and who has handled the company’s cases for four years. The second candidate is an African-American employee holding accounts master’s degree and another degree in law.
The firm goes ahead to promote the white male candidate, and alters the position to make a junior attorney to work together with him. This made the other applicant to believe that he did not receive the promotion due to his race, rather than on lack for the job qualifications.
Example 3: Religious Discrimination
Catherine’s new employer, at her orientation, she explained that all workers were to meet in the main break room before the workday had started for a group prayer. The next day when Catherine tried to give thanks to her supervisor for the chance, and explained that she preferred not to participate, she was informed that pre work day group prayer was required for every employee. The employer does not require altering its own custom religious practices, which requires a worker to participate may be considered religious discrimination.
The effects of discrimination in a firm may be small or huge and this depends on the employee’s reaction. When significant, it can hurt the businesses’ progress and productivity as;
It creates tension as if an individual is being discriminated based on gender, a woman employee working the same as a man but not receiving the same compensation may bring tense in the business environment. A tense atmosphere can never be conducive when getting work done.
Decreased production as an employee will less likely want to work with others as a team when some of the employees do not receive fair treatment and with the same consideration and respect as others. Employees may respond to the lack of fairness by not being able to work to be best of their abilities, and which means low productivity than in a congenial atmosphere.
Causes conflicts which naturally arises after workers are discriminated against based on their gender. Workers can have problems related to one another when there is unfair treatment by the top management to some particular employees (Dipboye & Colella, 2013).