When people see a person who is different in colour they tend to think that they are superior to them so they want those people to leave. In the media industry, instead of helping to break down the barriers, they put the barriers higher up. Racism can be found anywhere, ranging from the streets to places of work in well-known businesses; for example, racial discrimination in the workplace is identified in three main ways: * Direct discrimination When a person is treated less favourably than others on the grounds of race. * 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 fall into this category.
In the world of business, retail profiling is a tool many corporations use to prevent crime. In other words, an employee of a business may focus on certain characteristics of an consumer, such as race, to help them find people whom may be stealing or partaking in other various forms of fraud. Retail profiling is socially unacceptable because it is a form of racism or stereotyping. It is a very common practice and it is hard to find a resolution because most workers may not even notice they are profiling during a shift. As previously stated, many employees may not recognize they are profiling customers during certain situations until they reflect on their actions or steps they may have taken to assume a person may have been committing fraud against the company.
Someone who is incoherent because of drug abuse cannot be a pilot for example. This is why employers can test to see if characteristics or tendencies would affect performance. An employee may not want to give a urine or blood sample. The employee may not want to include all of their references but this is besides the fact that an employer is entitled to them. More and more employers are starting to feel this way.
It prevented employers from firing people in unions, as well as people who were sympathetic to unions. Retracting these laws that have been put into place would be an egregious error. They are there in order to protect employees, regardless of whether they are in a union or not. It has been amended several times in order to better protect employees. The act put a stop to many unfair labor practices started by employers.
This scenario has a few issues that need to addressed by management. The first issue is the decline in sales, profits, and the customer complaints. As the general manager, the determination as to the cause of these issues is paramount. Another issue in this scenario is that the sales and manufacturing group are blaming each other and the customers for the issues. The company culture does not speak to teamwork among the employees of this company.
In the legal issue titled Employment discrimination, it describes a situation where abc corporation decides to respond to what it sees as a moral obligation to correct for past discrimination by adjusting pay differences among its employee. This raises a lot of ethical conflict with abc’s employees and its shareholders for numerous reasons. Employees were treated unfair, Abc company can no longer be trusted as a good work ethic company, they have a bad reputation for discrimination and there might be a likelihood the company will go out of business due to its actions. The company will want to give a form of conformity as a form of forgiveness, however not very people will want an adjustment to their pay. For example, the company can offer a certain amount of money so that way the employee can be satisfied and
Some organizations accept gender diversity and promote the involvement of both sexes when making company decisions and giving promotional opportunities. Whereas, other organizations disapprove gender involvement and stimulate bias in the workplace (Becker and Swim, 2012). With most companies, gender differences bring value and differing perspectives to an organization. Racial and Ethnic background Racial or ethnic discrimination in the workplace can rear its ugly head in a variety of forms, some of which can be overt or obvious (Cohen, 1992). But Oliver (2004) stated that racial prejudice can often be indefinite and more difficult to find, such as an employer's failure to hire or boost an individual on account of their race.
Depending on which option John decides to pursue it could really change what is at stake for not only himself, but also people that are in disagreement with him. First off for the company, it could risk losing valuable employees that are hard workers because they do not agree with the unfair treatment. These employees are unlikely to stay working at the company if they are dissatisfied with not inly their pay but the way they are treated as well. Likewise, if any customers were to find out that John and the company were not applying the most ethical business practices it could lose the trust and business from its customers. These customers could choose John’s company’s competition to do business at, which could be very detrimental to the business.
According to the court ruling, an employee is only to be considered a supervisor when he or she is instructed by his or her employer to take “tangible employment actions” towards another individual. In this case, there was a great burden to find evidence for the plaintiff's employer to be found guilty. Unfortunately, gender and racial discrimination still take place in today's society. There are Federal Laws, State Laws, Municipal Laws and company policies to prohibit the discriminatory practices, but it still doesn't resolved the problem. Discrimination in workplace is mainly influenced by the financial pressure, generational difference, lack of diversity training, and the economy.
The topic of affirmative action remains very controversial and highly questionable policy for employers. In my own honest opinion, affirmative action seems to be a “cop out” that was placed to make amends for the horrible treatment of Native Americans, African Americans and other minorities by white Americans for the past two hundred plus years. Brief Analysis In order to prevent discrimination in the workplace, most employers will use affirmative action programs or quotas in order to balance the order of minorities amongst the workforce. Sometimes, federal law demands certain employers to uphold affirmative action policies. Executive Order 11246 under the Lyndon B. Johnson presidency demands the use of affirmative action by federal contractors and subcontractors if their workforce met a predefined minimum size requirement and they have received more than $10,000 a year from the federal government.