Discrimination in the Workplace

Discrimination in the Workplace

The aspect of discrimination has always been persistent since time immemorial, with racial prejudice being a dominant aspect in American history. People often look down upon others whom they feel have inferior qualities to theirs. This aspect has spread wide to the extent that it has gotten into the workplace. Discrimination in the workplace concerns particular prejudices and happens when some employees are unfavorably treated because of race, sexuality, gender, disability, pregnancy, and maternity, or religion. As much as there are laws that have been put in place to fight against discrimination in the workplace, many organizations still practice discrimination. Discrimination in the workplace should not be tolerated because; it enhances an unhealthy environment at work, it is an illegal act, which hurts employees, and if it is not reported, it goes without change.

Discrimination in the workplace enhances an unhealthy work environment for the employees. For any organization to survive in its operations, there has to be a culture that guides the employees. Employees often want to feel that they are valued and respected. However, when they are discriminated against, employees feel like the organizational culture has failed them, and they are not safe anymore (Jones et al. 2017). Therefore, the employees lose their morale in carrying out their roles as expected because they will develop esteem issues. Organizations should not tolerate discrimination in the workplace because it makes employees become demoralized, and the work environment will not be favorable for them; thus, they will work less effectively (Jackson, & Jackson, 2019). Such a work environment is a disadvantage to the company, and employees may not put their best foot forward as expected.

Workplace discrimination is illegal, and it may cost the company a bad reputation. An employee may decide to sue the company because of unlawful termination based on religious grounds, ethnic background, gender, age, or any other kind of discrimination (Jackson, & Jackson, 2019). These acts may cause organizations to be on the wrong side of the law and frequently have to deal with court cases. Organizations should not tolerate this because it comes along with the substantial financial implication that the company could have spent on other channels, which would have been productive (O’Loughlin et al. 2017). There are other channels that organizations can use to solve their disputes with employees instead of racial segregation, and they have to choose these methods instead of breaking the law, which paints them in a bad image. No customers would want to relate to companies that have bad images (Jones et al. 2017). If companies know this fact, they do not wish to embrace discrimination in their premises. Besides, workplace discrimination also hurts the feelings of the employees because they become so bitter at the kind of treatment that they get, and that is why they end up filing a lawsuit against the company.

If companies do not condone discrimination in the workplace, this act will go without change. Some employees would always feel like they have the upper hand than the others because they come from a majority group (Kim, 2016). They will ever feel like they have the right to devalue those who come from the minority group. Such kind of work relations is unhealthy and goes a long way to create unnecessary enmity in the company (Kim, 2016). Instead of working together to build the company, employees will always work against each other to bring the company down.

Generally, workplace discrimination is uncalled for as it creates an unhealthy work environment, with a lot of hostility and people bashing out at one another. Besides, it makes the company deal with many court cases that it would avoid and use the money for other productive ventures (Jones et al. 2017). This kind of discrimination brings down the company and tears up what the employees have struggled to build for a long time. Besides, it also paints the company in a bad image and jeopardizes the success of the company’s operations (O’Loughlin et al. 2017). Workplace discrimination interferes with the organizational culture and brings out the fact that employees do not follow the rules that have been laid down as a guiding principle for them.

As much as workplace discrimination paints the company in a bad image, there are some instances where the management of the company has to make decisions that will bring out this aspect distinctively (O’Loughlin et al. 2017). For example, in case someone is old and falls ill quite often, it means that they have to stay at home most of the time but still expect their pay. This creates a considerable wage bill because someone is paid for a service that they did not offer. In this case, the company will be left with no other option but to terminate their services (Jones et al. 2017). However, companies should smartly do this. The management has the responsibility of making strategic decisions, and at some point, they will have to make decisions that favor the company. After all, they have to consider the interest of the company and, at the same time, refrain from acting against the rules.

Discrimination in the workplace is an unfortunate aspect because of the many disadvantages that it causes to both the employees and the company. Employees are expected to have a favorable work environment, and if they feel like they are discriminated against, they will not work hard. Besides, the legal cases that are experienced because of workplace discrimination should be avoided at all costs. However, the management has to make strategic decisions, and in some cases, they will have to discriminate against various aspects. The negatives outweigh the positives, and therefore this act should not be tolerated at all.

 

References

Jackson, S., & Jackson, L. T. (2019). Self-esteem: Its mediating effects on the relationship between discrimination at work and employee organization commitment and turnover intention. Journal of Psychology in Africa, 29(1), 13-21.

Jones, K. P., Arena, D. F., Nittrouer, C. L., Alonso, N. M., & Lindsey, A. P. (2017). Subtle          discrimination in the workplace: A vicious cycle. Industrial and Organizational          Psychology, 10(1), 51-76.

Kim, P. T. (2016). Data-driven discrimination at work. Wm. & Mary L. Rev., 58, 857.

O’Loughlin, K., Kendig, H., Hussain, R., & Cannon, L. (2017). Age discrimination in the            workplace: The more things change…. Australasian Journal on Ageing, 36(2), 98-101.

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