This paper is aimed at examining the experiences of minorities in the organisations. In this context, the term minority can include the representatives of different ethnic groups and the LGBT community. Moreover, one should speak about women since they have often been marginalised in the workplace. Overall, one can accept the premise that these people find it more difficult to set in the workplace. It is important to discuss various aspects of this phenomenon. Much attention should also be paid to the role of HR managers and business administrators who can help minorities integrate into the workplace.
It should be mentioned that discriminatory practices are explicitly prohibited in various legislative acts. Nevertheless, prejudiced attitudes or biases can affect the decisions of people who act as senior executives or managers in companies or governmental institutions. This is why many representatives of the LGBT community are reluctant to disclose information about their sexuality (Dixon 2013, p. 66). In this way, these people try to protect themselves against possible stigmatisation (Dixon 2013). It should be kept in mind that their colleagues are not afraid of discussing their heterosexuality. Similarly, the representatives of religious minorities may be unwilling to state that they belong to a certain confession. Overall, such behaviour can be explained by the fact that these people do not want to be treated as outcasts.
Apart from that, these individuals can struggle with the prejudices of colleagues who may believe that a certain person was able to secure employment only due to the policies of the government. It should be mentioned that nowadays, many countries implement affirmative-action programs that should empower minority groups. In many cases, these policies can give rise to biases and prejudices. As a result, people representing minorities can find it difficult to integrate into the workplace since they can feel isolated from their co-workers. This is one of the problems that should not be overlooked by management.
Additionally, these challenges can limit a person’s opportunities for promotion. According to the data collected in various organisations, the representatives of minority groups are less likely to attain higher positions in the workplace hierarchy (Clegg & Baley 2007, p. 552). Additionally, researchers note that race is one of the factors that influence employment outcomes of a person (Landy 2005, p. 202). In many cases, such discriminatory practices can give rise to lawsuits that are both costly and time-consuming.
Nevertheless, it is important to mention that the experiences of minorities in the workplace can depend on the internal policies of the organisations. For instance, companies can prohibit the stigmatisation of people who differ in terms of their sexuality, ethnicity, or any other criterion. Moreover, they can offer counselling programs to people who can be marginalised due to some reasons. Additionally, the use of objective performance appraisal methods can minimise the risk of discrimination. Thus, one can say that the HR policies of companies can play a vital role in protecting minorities and making them more committed to organisational goals.
These examples indicate that despite the absence of discriminatory laws, minorities have to struggle with different challenges such as prejudices, glass ceiling, or biases. These people can be unwilling to discuss their identity, especially sexuality. This problem should attract the attention of business administrators and HR managers who need to create a more inclusive environment for workers. These are the main issues that should be singled out.
References
Clegg, S & Baley, J 2007, International Encyclopedia of Organization Studies, SAGE Publications, New York.
Dixon, J 2013, ‘Uneasy Recreation: Workplace Social Events as Problematic Sites for Communicating Sexual Orientation’, The Florida Communication Journal, vol. 41, no. 1, pp. 63-71.
Landy, E 2005, Employment Discrimination Litigation: Behavioral, Quantitative, and Legal Perspectives, John Wiley & Sons, New York.