Employee Discrimination in the Workplace Abstract In today’s business environment, it is really common to discriminate employees against the law. Employee discrimination is where a worker is treated differently, usually worse than others in the workforce. Most common types of discrimination include race, gender, national origin, religion, age and disability. Over the years, there have been many types of federal laws prohibiting job discrimination. Some of the laws include the Civil Rights
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Managing Diversity in the Workplace One of the most important issues to emerge over the last 30 years has been the increasing diversity of the workforce. Diversity is dissimilarities-differences-among people due to age, gender, race, ethnicity, religion, sexual orientation, socioeconomic background, education, experience, physical appearance, capabilities/disabilities, and any other characteristic that is used to distinguish between people. (Hill. McGraw, 2006, p324). A main contributing factor
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grounds for a claim. The company should consider implementation of an accommodation policy to affirm compliance with the Civil Rights Act of 1964. Constructive discharge is a legal construct to describe the situation where the employer makes the workplace environment intolerable to the employee so that the employee will quit rather than being fired. The intent of constructive discharge in this instance is to justify the act of the employee quitting his job equivalent to the action of the employer
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in a fierce market. In the 2014 survey conducted by Diversity Inc; which is the leading publication for the education and benefits of large organizations, 1215 companies participated in an empirically driven and ranked competition for a diverse workplace. It was carried out to help acquire and retain a multicultural workforce. . Competition got assessed on the talent pipeline, equitable skill development, CEO commitment, and supplier diversity. The top ranking companies had 76 percent more African-
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The resources are religion, philosophy, the culture experience and also law.. 3.1. Religion Religion is the main and oldest resources in the values of ethics. Religion played an important role in building the ethics value in oneself and as well as the organization. For the individual that are Muslim, they are tied with the ethics value that is stated in the holy Quran which was left behind by the prophet Muhammad which was written in the hadith. Whereas other religion they are also tied
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Federal Discrimination laws were put in place to prevent discrimination based on race, religion, sex, national origin, physical disability, and age by employers. Discrimination includes bias in hiring, promotion, termination, job assignment, compensation, and various types of harassment. According to the United States Equal Employment Opportunity Commission (2011), it is unlawful for supervisors or managers in the workplace to make employment related decisions based on stereotypical assumptions about individuals
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groups set apart from others because of their national origin or distinctive cultural patterns (Schaefer, 2012). Ethnic groups depend on where you are from geographically. Religious groups are associated with a religion other than the dominate religion. The Protestants outnumber the other religions as a group while the Roman Catholic makes up the largest minority religious group. Gender is the fourth group. Gender is another attribute that creates dominate and subordinate groups (Schaefer, 2012). Even
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distinguishes him/her from the vast pool of people on this planet. Names are assigned to everything around us – people, places, things, chemical compounds, trees, technology, inventions and it goes on. Globalization has brought in a scenario at workplaces whereby people belonging to different countries, cultures, ethnic, religious and social backgrounds interact and work together in teams in global organisations. Even within countries, people mingle with others of different linguistic and cultural
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Later Introduction July 2nd, 2014 will mark the fifty year anniversary of the enactment of the Civil Rights Act of 1964. Title VII of the act made workplace discrimination illegal. However, fifty years later we are still debating the issue and there is overwhelming evidence that discrimination in the workplace still exists. Alarmingly, workplace discrimination claims based on race filed at the Equal Employment Opportunity Commission (EEOC) have reached record highs within the last three years
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Spirituality in workplace or workplace spirituality is a widely discussed topic among the business as well as the religious world. As the discussion of this topic is growing, one can find various debates going on as to what exactly the term “Spirituality” means. It has lead t to different perceptions and attempts to define spirituality on the basis of the very strong personal nature of the word. It is still argumentative that whether one should encourage spirituality in organizations and who will
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