It is necessary to mention that discrimination in the workplace is a topic that has been actively discussed by scholars over the last few years and has drawn the attention of many researchers. The concept may be defined as unfair treatment of individuals based on the color of their skin, gender, age, disability, and other factors. Organizations that promote ethnic diversity have to deal with numerous challenges because some individuals are reluctant to cooperate and accept other traditions.
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Maternal discrimination is a crucial issue because it limits the possibilities for personal and professional development. Unfair treatment at work also leads to a broad range of other complications such as worsened mood at home and depression. The primary argument is that the situation has improved in recent years, but discrimination in the workplace is still a critical problem because its impact may be subtle and can affect the life of a person in the long-term if a company does not consider preventive measures.
It is imperative to understand that an employer is not the only person that may treat people unfairly. Many individuals are not aware of which statements or words are appropriate, and could discriminate against others even if it is not intentional. A well-developed set of policies that includes the description of unacceptable behavior could help to avoid such issues (Robinson, 2013).
Another aspect that needs to be highlighted is that some minority groups may be biased towards each other, and it complicates the integration when individuals think that their presence is not appreciated. Possible communication problems may reduce the efficiency of operations, and job satisfaction levels are lowered if the environment in the organization is not supportive. Therefore, firms should devote much more attention to the promotion of tolerance and education of workers on this subject matter.
Maternal discrimination is particularly problematic because employers believe that performance levels of mothers are reduced significantly, and they are too worried about their children most of the time. One of the problems that should not be disregarded is that higher-ups appreciate if individuals overwork and are always available. On the other hand, a mother can be occupied because they have a broad range of responsibilities.
Moreover, many supervisors think that females are more likely to leave the job, and the company may waste money on training and education of such employees. However, such beliefs are mostly based on assumptions and do not reflect the actual situation. It is against the law to discriminate against people because of economic reasons most of the time, but an employer can provide such information to justify his or her actions in some cases.
The utilization of such techniques as performance management systems may be incredibly helpful when a firm is trying to prevent discrimination. The approach may minimize bias because employers would make decisions based on the comparison of available data. Endurance is the technique that mothers use in such situations most of the time, but it is ineffective in the long-term and does not facilitate changes in the workplace (Crowley, 2013). Overall, many companies undervalue mothers and their capabilities, and it leads to discriminatory behavior.
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Complications associated with workplace discrimination also should be mentioned. For instance, it is noted that such experiences also have a direct impact on families of some individuals. Their children are more likely to abuse substances, and it frequently leads to psychological problems. One of the studies has shown that prejudice affects the way individuals perceive their children at home, and they are less likely to see positive behaviors because of dramatic changes in mood (Gassman‐Pines, 2015).
Parents understand that they should not get angry, and it is not their fault. However, the impact of inequity is so dramatic that it is impossible to manage emotions. Individuals may feel helpless in such situations because it is hard to prove unfair treatment, and they may be afraid that complaints would affect their employment status. Therefore, it is the responsibility of the management team to ensure that such instances are avoided. An anonymous reporting system may be established, and professionals can monitor the behavior of individuals that are suspected.
In summary, it is possible to state that modern society has made enormous progress when it comes to the reduction of discrimination in the workplace, but numerous instances of unfair treatment indicate that the problem still was not solved. Nevertheless, many companies have access to necessary resources and have developed efficient strategies that help them to minimize injustice. The understanding of associated terms is crucial because an employer may apply the knowledge in the workplace and come up with appropriate solutions (Abben, Brown, Graupmann, Mockler, & Fernandes, 2013).
This topic is incredibly important because many firms disregard the need to monitor the behavior of their workers, and it leads to severe consequences. Future research on this subject matter is necessary, and it would be reasonable to explore other dimensions of this problem. For example, it would be beneficial to evaluate the relationship between productivity and discrimination and the impact it has on decisions related to career.
Abben, D., Brown, S., Graupmann, V., Mockler, S., & Fernandes, G. (2013). Drawing on Social Psychology Literature to Understand and Reduce Workplace Discrimination. Industrial and Organizational Psychology, 6(4), 476-479.
Crowley, J. (2013). Perceiving and responding to maternal workplace discrimination in the United States. Women’s Studies International Forum, 40(1), 192-202.
Gassman‐Pines, A. (2015). Effects of Mexican Immigrant Parents’ Daily Workplace Discrimination on Child Behavior and Family Functioning. Child Development, 86(4), 1175-1190.
Robinson, D. A. (2013). Workplace discrimination prevention manual: Tips for executives, managers, and students to increase productivity and reduce litigation. Bloomington, IN: Archway Publishing.