Discrimination in the workplace is a common occurrence especially when people from minority communities are denied employment. In addition, discrimination based on is gender is evidenced when men harass women at the workplace. According to Paludi (2012), continued discrimination in the place of work is likely to happen in a situation where people from the minority community are not represented within the ranks of an organizational structure. In this regard, the minority lacks a representative among the organization’s executives. Workplace discrimination is considered both an unethical and immoral practice since it promotes poor relationships among employees.
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In Maria’s case, racial, gender, and structural discrimination is promoted by the company. According to Harvey and Allard (2014), structural discrimination is described as the continued support of a discriminatory culture against other employees within an organization. The topic is critical in understanding various issues that arise concerning discrimination in the workplace. In this context, understanding the legal perspective on gender, racial and structural discrimination is necessary (Harvey and Allard, 2014). Moreover, the implication of such discrimination activities is a concern for the organization.
The topic provides an insight into the importance of cultural diversity in the organization. Apparently, the workplace is an essential environment for promoting cohesion, unity, and diversity. The differences in culture and socio-economic backgrounds produce different traits among the people. In most cases, diversity among the employees is a positive element for improving organizational productivity and performance. In fact, diversity is attributed to different abilities that can be harnessed to achieve a common goal.
The study aims at investigating whether a company has invested in measures aimed at reducing negative practices among the employees. From the topic scenario, the organization can initiate seminars and workshops to train the employees about personal responsibility in eradicating work-related discrimination. From this perspective, positive employees’ attitude is developed from training and education.
On the other hand, the company can balance the number of employees in every department to establish equity. In addition, the strategy improves employees’ performance and interpersonal relations (Gregory, 2003). The study expects the organization to introduce employees’ training especially on communication principles and interpersonal relationships. From the topic, policies that deter discrimination in the workplace will be discussed in detail.
How to conduct the research
The research will investigate how the organization views and promotes diversity. According to Paludi (2012), diversity in a working environment is a positive element. The research will investigate whether diversity offers the organization a chance to monitor employees’ behavior and attitude towards the current job. In addition, the research will assess whether the organization has used diversity to harness different abilities for the common good.
In addition, the research will focus on whether the employees are trained on communication principles. The researcher will observe whether the employees are advised on how to relate with fellow workers and the customers. Information on conflicts how is avoided in the workplace by educating workers on interpersonal relationships and work ethics is an important aspect of the research.
Moreover, the research will evaluate how the company can devise policies that deter discrimination in the workplace. In this context, the policies are to determine penalties for an employee who engages in discriminatory activities. Other important aspects of the research will focus on the role of the human resource department in resolving discrimination cases. In this regard, the human resource department is to issue disciplinary measures against an employee who violates the discrimination policy. Investigating the employees’ adherence to the organization’s rules and policies is a critical element in deterring discrimination in the workplace. The research will evaluate the effectiveness of the established punitive measures.
Gregory, R. F. (2003). Women and Workplace Discrimination: Overcoming Barriers to Gender Equality. New Brunswick, NJ: Rutgers University Press.
Harvey, C & Allard, M. J. (2014). Understanding and Managing Diversity: Readings, Cases, and Exercises. Upper Saddle River, NJ: Pearson Education, Limited.
Paludi, M. A. (2012). Managing Diversity in Today’s Workplace: Strategies for Employees and Employers. Santa Barbara, CA: ABC-CLIO, LLC.