Introduction
Maintaining proper organizational cultures implies ensuring equal inclusion of all employees and respect for everyone’s beliefs and preferences. The case of Fig Technologies shows how the lack of efforts to promote diversity in the workplace can lead to negative outcomes such as harassment and discrimination. The company has to implement a policy that will establish zero-tolerance toward discrimination in the workplace and will recognize employees’ personal choices as essential.
Assessment
The case of Fig Technologies, the company which exhibited discrimination against employees, shows how vital it is to understand how religions impact organizations. For instance, all Muslims adhere to the idea of Unity of Purpose, meaning that all of their actions must please Allah (Eleswed, 2020). As a result, companies need to ensure that all Muslim employees have the capacity to avoid engaging in activities that would be against Islam. In Buddhism, all people must undertake meditation, including in the workplace. Therefore, an ideal organizational culture should imply the option of a meditation break for Buddhists and everyone else (Lodrö, 2016).
In Hinduism, Yoga constitutes a set of diverse practices, some of which can be undertaken while at work. For example, in India, employees often have a 5-minute break to perform a Yoga protocol (Sharma, 2021). Such an action helps to reinforce better ties in the workplace by bringing employees together during a short spiritual and physical exercise session.
Gender and sexual orientations also can significantly impact the organizational cultures of companies and therefore have to be addressed by employers. Gender belief systems vary depending on a particular person and often can be characterized by the presence of negative stereotypes. For instance, a group of male employees can constantly promote and highlight their superior expertise compared to their female colleagues. As a result of such a situation, women in the workplace can feel as if they are less valuable than male colleagues, which can lead to internal conflicts. Representatives of the LGBTQ community are essential for millions of companies around the world.
Yet, many of them still hold a belief system that promotes avoiding being open about their orientation at work due to the fear of being bullied, which negatively impacts organizational culture, making it less diverse (Freeland, 2020). Discrimination of LGBTQ people in the workplace can lead to unfortunate events, including suicide.
Plan of Action
In order to stop discrimination and prevent harassment, Fig Technologies must focus on three key areas. First, the company needs to introduce zero-tolerance toward any type of harassment and bullying based on beliefs, preferences, gender, and orientation of employees. In other words, employees must understand that insensitive conduct on their part towards others will lead to their dismissal. Secondly, the company needs to ensure complete inclusion by featuring special cultural training. Workers must be educated on different beliefs and orientations, and knowledge can help them develop a tolerant attitude. Finally, the company must grant complete freedom to the employees in terms of practicing their beliefs and honoring their orientations, especially on days of cultural celebrations. Such a plan will improve organizational culture and inclusivity through the means of education and suppression of any discrimination.
Policy on Anti-Discrimination and Harassment
Fig Technologies is an employer that strives to establish a workplace environment that is open and welcoming for every individual. Therefore, the company has a zero-tolerance policy toward all acts of discrimination, harassment, and bullying, which concerns employees of every rank, irrespective of the position held by them. Fig Technologies is committed to promoting inclusion and eradicating any kind of prejudice through education and cultural training.
Conclusion
Fig Technologies is a company that needs to introduce strict policies suppressing discrimination and providing cultural training. Inclusion is the main element of the modern workplace, yet people holding religious beliefs and having certain orientations still face discrimination. The anti-discrimination and harassment policy of Fig Technologies must focus on the guarantee of complete freedom to employees to engage in their cultural practices and activities important for them.
References
Eleswed, M. (2020). Organizational culture: An Islamic perspective. AAU Journal of Business, 3(2), 26–44.
Freeland, G. (2020). Culture change needed for LGBTQ employees to “feel at home” at work. Forbes. Web.
Lodrö, K. (2016). Buddhism and the business world – Six standards in a corporate culture. Luminous Wisdom. Web.
Sharma, A. (2021). Take 5-minute yoga interval, download Ayush Ministry’s y-break app: Govt tells it employees. News 18. Web.