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Employment Discrimination

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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.
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