Career achievements and personal characteristics may not be the only criteria employers consider during the hiring process. Bias based on gender or race is present whenever an employee or potential applicant is treated in a different way. Moreover, gender discrimination affects wages since it is evident that women are paid less than men due to organizations’ prejudice. A trade union (TU) is an association of workers engaged in the protection of their economic interests. Generally, there is a fierce debate regarding the importance of TUs and their impact on overall performance. In this essay, methods of bigotry prevention in the workplace will be discussed together with a personal opinion on TUs.
For an employer, there are specific tactics that can be used in order to discourage or reduce the effect of gender-based discrimination. A comprehensive set of manuals of business behavior with emphasis on the relationship between employees may be developed. Aspects akin to payment gap, subtle discrimination, and sexual harassment must be highlighted and brought into the subject (Jones et. al. 53). Additionally, the instruction can include a penalty section for a violation of the corporate law. Alternatively, workers can attend compulsory training sessions so as to raise awareness of the topic and explain the significance of the appropriate and respectful attitude to all colleagues. Thus, gender bias can be approached via a concrete collection of obligations and mindful education.
Skin color is another area of judgment for employers to disadvantage workers. One of the strategies against it may involve creation of the board, which will be responsible for the observation and penalization of racism in the workplace. For example, a worker who experienced unfair treatment due to racial identity may file a complaint. The committee will investigate the case and punish a culprit with disciplinary measures. Furthermore, employees can use their rights anonymously so that they do not feel pressured or fear becoming redundant. On the other hand, promotions and bonuses may be granted on the ground of career merits without the ability to reveal personal information. Hence, racial injustice in professional situations can be treated with the help of the independent board of race discrimination cases.
TUs possess the power of raising minimum wages and securing safe working conditions for the sake of its members. My personal view on TUs is in favor of their activities and impact on society. It is undeniable that corporate greed leads to the destruction of the working class, making it impossible for them to survive in the current economic climate. Therefore, TU must operate on a regular basis, encouraging potential associates to enroll and fight for the rights of people of low and middle incomes. Employers need to be considerate and respectful towards TUs so as not to imperil future relationships. Thereupon, TUs play a crucial role in protecting the workers’ rights and, thus, must function properly.
In conclusion, it can be noted that there are particular strategies, which can be applied when gender or racial discrimination happens. Employees may lodge a complaint with further consequences or follow courses on relevant corporate relations. Employers, for their part, might form a committee regulating these aspects. The standpoint on TU activities is for the benefit of the working class, which vulnerable positions must be guarded. I find it necessary for the management and TU to establish and sustain reciprocal relationships to ensure a stable and prosperous future for both sides.
Work Cited
Jones, Kristen, et. al. “Subtle Discrimination in the Workplace: A Vicious Cycle.” Industrial and Organizational Psychology, vol. 10, no. 1, 2017, pp. 51-76.