Discrimination on Workplace Discrimination refers to showing inclined-ness towards different categories of people, especially on the grounds of favoritism, religion, biasness, age, sex or physical ability. Discrimination at workplace may be of many types. Some of these are: • Race Discrimination. You are treated unfairly because of your nationality, sect or religion, race, color, tribal background, speech, etc. • Sex Discrimination. One-sided treatment just because you are a man or because you are a woman • Age Discrimination. Your age will determine what treatment you will receive (too old, mediocre or too young). • Marital Status Discrimination. You will get an unfair treatment because you are married, single or living in a de facto relationship. • Sexual Discrimination. You are treated differently because of your sexuality, e.g. you are, or someone thinks you are, gay or lesbian. • Compensation Discrimination. The Equal Pay Act requires that men and women in the same workplace be given equal pay for equal work • General Discrimination. You are not considered nor in good books because your ancestors or family members are not government servants nor serving on managerial positions in MNC’s. • Religious Discrimination. You may face discrimination by employee or from applicant because of their religious, ethical or moral beliefs. https://cdn.fbsbx.com/v/t59.2708-21/15402306_137698530…66d8b3ada0124ee1d34bd59f4853fa8c&oe=5878C490&dl=1 12/01/2017, 11F05 AM Page 1 of 3 To take an example, there’s a job opening for a mid-level position. Many candidates applied for the position and meeting the educational background and criteria, two are shortlisted. The HR Committee sat down to finalize the right person and they began to compare both male and female candidate. Based on the society’s’ and their own perception, the judging criteria was suitability, power, deliverables, age, marital status, etc. majority were in favor of hiring a male just because he is young, energetic, physically strong, confident, can travel anywhere, cannot be harassed sexually, etc.; and the other candidate was rejected just because she is lack these, cannot serve the company more actively as she may have children in future, attention diverts, households chores, etc. But wait! Being said all this, the lady turns out to be a relative of MD of company. She gets hired. There can be another way by which she may earn a position in the company; this is when the employer is an admirer of feminine beauty. Preventing Discrimination on Workplace Employers should be aware that they must and should prevent discrimination in the workplace. Failing to curb discrimination may lead to costly consequences and result in increased employee turnover and absenteeism, lower employee morale and productivity, and higher insurance premiums and defense costs, among other things. Therefore, it is important for employers to be proactive and prevent discrimination from occurring in the first place. This goal can be accomplished taking simple steps. Implementing Anti-Discrimination Laws To start with, a firm understanding of the various discrimination laws and there applicability is needed. Employers must ensure that these laws are applicable within their vicinity. These laws must be given same importance as other administrative and company laws. To make the laws more clear and acceptable to people at large, appropriate training seminars and literature reviews regarding discrimination in the workplace must be observed. Laying down Anti-Discriminatory Policies, Conducting Training Programs and Problem Solving Committee When anti-discrimination laws are implanted, the next step is to devise an anti-discrimination policy. Such policies should be drafted in local language allowing an employer to make clear to its employees the type of behavior they must follow and discrimination will not be tolerated in the workplace. The policy should explicitly include definition of discrimination, prohibition and harassment in the workplace. A proper complaint mechanism and grievance procedure with easiness to lodge complaints should be implemented. These must be written in local language to enhance understandability. Practical self-defense trainings sessions and workshops should be conducted If still such incident happens, appropriate investigatory procedures effectively resolving complaints of discrimination and harassment are observed. Employers should consider the following when investigating a complaint of discrimination or harassment. They should investigate the matter promptly, appoint an investigator who conduct interviews, review evidences and gather evidences. The one, who is found guilty, must be penalized. During this, confidentiality should be observed. Analyzing Business Decisions for Unintentional Discrimination Employers must be aware that the opportunity cost for discrimination can be huge. They may lose potential business that a woman can do better, e.g. sales and marketing, telecommunication, strategic decision, multitasking, etc. Adding women to the human capital may result in pleasant and calm atmosphere, people start getting well-dressed and it may also reduce absenteeism.