Employment Discrimination Research
From our textbook of Canadian Human Resource Management, discrimination is defined as:" a showing of partiality or prejudice in treatment; specific action or policies directed against the welfare of minority groups." (Canadian Human Resource Management, p177). In today's business environment, it is really common to discriminate employees against the law whether direct or indirect. Employment discrimination law is set up to protect employees from discriminations based on race, national origin, religion, age, sex, sexual orientation, marital status, family status, disability, pardoned convicts, harassment, employer retaliation, and enforcement.
Normally, intentional direct discrimination on groups specified in the human rights legislation is illegal. However, under certain circumstances intentional direct discrimination is acceptable. A fashion store catering to women will be allowed to advertise for female models, and schools controlled by religious groups are permitted to limit their hiring to members of the specific faith. This legal discrimination is called bona fide occupational qualification (BFOQ) (Canadian Human Resource Management, p177). The BFOQ discrimination is common happened thing in the company that employee thought he or she might be treated unfairly. However, it is an exception of discrimination that some jobs or workplaces have restrictions in hiring people. For example, a blind people can not be hired to drive a truck, and a deaf people can not be an operator in the company.
Indirect, unintentional, or systemic discrimination takes place if there is no intention to discriminate, but the system, arrangements, or policies allow it to happen. Such employment practices may appear to be neutral and may be implemented impartially, but they exclude specific groups of people for reasons that are not job-related or required for safe or efficient business operations (Canadian Human Resource Management, p177). It is a less obvious way of discrimination which always occurs internally. With indirect discrimination, employer can argue that there may be a kind of discrimination, but that is required for the job. It is complicated to define an indirect discrimination because it is more difficult to detect and to fight as it often is hidden and requires a specific effort to deal with it effectively. Indirect discrimination does not occur frequent, but in some conditions, such as minimum height and length requirement, minimum scores on the employment tests, internal hiring policies, and so on, are typical examples of indirect discrimination that employers may make on their employees.
In this research paper, it will cover six different kinds of discriminations which happened in various types of human resource practices, such as hiring, promotion, job assignment, termination, compensation, and various types of harassment.
Employment discrimination includes unequal treatment in employment decisions, opportunities, hiring and firing, compensation, promotion done by the supervisor and management on the basis of nurses’ race, origin, color, religion and language (Walani, 2015). In some cases even the patients refuge to be treated from a nurse with certain ethnic or national background. In Primeau’s study (2014), one IEN reports that a patient denied her care and said, “I don’t want to be treated by a terrorist”. Moreover, immigrant nurses are often employed in less desirable areas, lower positions and are excluded from the opportunities which could promote them easily to higher positions ((Li, 2014). Discrimination is not only unethical but also an illegal practice at any workplace. However, sometimes the IENs themselves acknowledge that they have less confidence and take inequality for granted. So, they do not report some cases of discrimination. Moreover, even the colleagues, patients and families treat the IENs with aggression, resentment, less trust and uncooperative manner (College of Nurses of Ontario [CNO], 2007). Sometimes, the coworkers intentionally misunderstand and underestimate the IENs’ education and skills and bully them (Kingma, 2007). A study by Hagey shows that immigrant black nurses also face racial discrimination in nursing employment in Canada (2001).
There has always been a certain status quo when it comes down to getting hired in todays’ society. Many people do not realize that there can be many qualities derived from those who are different than the “norm”. With the workforce rapidly growing there is a demand for acceptance that can no longer be avoided. America has become the melting pot of the world, but there is still a lot of resistance against people who do not look like the average worker. In this paper, I will analyze the different barriers faced by the “outcasts” and how companies should approach these situations.
We aim to achieve that promoting an atmosphere in which personalities can use their abilities and capacities to the potential without anxiety of prejudgment and harassment. If workers feel they experienced discrimination in employment, which has the conflict base to our Policy to equality of opportunity, they should raise the concern with a Director of the Company. All workers have an accountability to show attitude with fairness and respect. If an employee performed in a purposely prejudiced manner or discrimination, applicable penalizing measures will be
Due to the Employment Equity Act, companies can be required to reject the best-suited applicant for a job solely due to their gender, race, or majority status (Equity and diversity Directorate, 2011). Not only does this unfairly penalize specific applicants, but it also penalizes the business as a whole. By not hiring the best-suited candidate, the business may suffer from decreased productivity, ultimately resulting in a less profitable business. Just as a company cannot reject an applicant based on his race, gender, or nationality, it must also be prohibited from accepting applicants based on these
* Direct discrimination When a person is treated less favourably than others on the grounds of race. Then there is the * Indirect discrimination When members of one racial group find it more difficult to comply with a work requirement than members of other groups. Uniforms that take no account of cultural or religious needs would
Introduction- Discrimination affects people all over the world. People of all ethnicities and from all different walks of life are influenced in some way by workplace discrimination. "Discrimination" means unequal treatment. One of the most common elements discriminated against is a persons ethnicity, or their race. This is called Racial Discrimination. While there are many federal laws concerning discrimination, most states have enacted laws that prohibit it. These laws may have different remedies than the federal laws and may, in certain circumstances be more favorable than the federal laws.
In order for hiring managers to best promote non-discriminatory recruitment practices, they needs to understand the purpose of the fundamental legal requirements. Discrimination refers to “any refusal to employ or to continue to employ any person, or to aversely affect any current employees, on the basis of that individuals membership in a protected group” (Catano, Hackett and Wiesner, 2016, pg,67). Canadian jurisdictions prohibits discrimination at least on the basis of race, colour, religion, ancestry, age, sex, marital status, and physical or mental disability” (Catano, Hackett and Wiesner, 2016, pg.67). There are several ways that recruitment and selection process can be discriminatory, therefore there are some conceptual issues that need to be understood. The four issues that needs to be understood are the constitution law, human rights legislation, employment equity and labour law, employment standards, privacy legislation and related legislation.
Discrimination is known to exist in all workplaces, sometimes it is too subtle to notice, and other times it is exceedingly obvious. It is known that everyone subconsciously discriminates, dependant on their own beliefs and environments that surround them. However, discrimination can be either positive or negative in their results, and sometimes discrimination is a necessary part of life.
Retrieved on October 2, 2017 from the World Wide Web: https://en.oxforddictionaries.com/definition/discrimination. In today’s society there are many more than these three types of discrimination; other forms include disability, equal pay/ compensation, harassment, sexual harassment, skin color, religion, and national origin just to name a few. In 1954, Gordon Allport, articulated five steps in which people behave negatively towards people of a different ethnic group, this is known as explicit bias. Explicit bias refers to the attitudes we have about a person or group on a conscious level.
In conclusion, there are many rights to the employees’ when it comes down to equal opportunity employment. In this paper you learned of a few different types of discrimination towards employees’ and how different acts protect them in the workforce. It also has shown what rights a person has as an employee in the working environment.
All over the world, we hear about people treating each other prejudicially depending on their background, ethnicity, or sex orientation. Workplaces should be free from all personal biases but unfortunately, we hear about employees being discriminated against, almost, on a daily basis. Workplace discrimination can be described as treating an individual or a group of people differently than others. It also can take more serious and threatening forms such as sexual harassment. It can be expressed in the form of offensive jokes, unwelcomed body contacts, inappropriate gestures, or even direct sexual contact.
Workplace harassment is unwelcome actions that are based on a person’s race, religion, color, and sex, and gender, country of origin, age, ethnicity or disability. The targets of the harassment are people who are usually perceived as “weaker” or “inferior” by the person who is harassing them. Companies and employers can also be guilty of workplace harassment if they utilize discriminatory practices against persons based on ethnicity, country of origin, religion, race, color, age, disability, or sex. These discriminatory practices have been illegal since the passing of the Civil Rights Act of 1964 (Civil Rights Act of 1964), and have been amended to be more inclusive of other people who experience discrimination by the Civil Rights Act of 1991 (The Civil Rights Act of 1991), and most recently, President Obama’s signing of the Lilly Ledbetter Fair Pay Act of 2009 (Stolberg, 2009).
Work plays an important role in our daily life, it is considered much more huge part of our personal life. During our daily work we make many relationships throughout our career history. Sometimes these relationships become lasting, and sometimes employment discrimination might happen. This relationships that we thought it last could be cut off by the devastation of claims of discriminatory treatment. Discrimination in the workforce has been an issue since the first people of workers in United States in the present day and as well in the past. Some employees were subjected to a harsh working conditions, verbal abuse, denial of advancement,, and many other injustices. There was also the fact that certain employees were being treated differently than other employees.
Harassment and discrimination claims are due to lack of education about the subject. As an independent human resources consultant, Santiago-Santos will organize a local education campaign and provide employers with different trainings to educate them and their employees about harassment and discrimination. Employers will have a better understanding on how to develop internal policies and procedures to address these claims. Also, trainings will be provided for employees and they will be educated on how to prevent and identify harassment and discrimination as well as what steps to take in order to report such behavior.
Our topics on age and gender discrimination are not only targeting respondents that experienced these types of discrimination, but we are also targeting those who are currently employed. We selected qualifications, recognition, salaries and experiences to examines age discrimination. Meanwhile, for gender discrimination, we selected research on job description and employment, promotions, income and pregnancy.