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Discrimination In The Workplace: Discrimination At SafePlanet Essay Help Writing

Table of Contents
Introduction Case Analysis of Discrimination at SafePlane References

Introduction

Discrimination in the workplace is widespread throughout the globe. Most victims of discrimination are women. Discrimination is described as "unfair treatment of an individual or group based on prejudice." (Wordnet: noun search) It is hard to think that, even in this advanced age, the world still faces severe discrimination in the job. Occasionally, innocent employees are victimized in order to safeguard the interests of others. This is the situation on SafePlanet. Lucy, a female employee, was impacted by the discriminatory action taken by the firm. When an employee receives unfavorable or unfair treatment because of their race, religion, national origin, disability or veteran status, or other legally protected traits, workplace discrimination exists. (2009's Understanding workplace discrimination: a definition of workplace discrimination)

Discrimination at SafePlanet: a Case Study

This is a case study on the discrimination suffered by SafePlanet employee Lucy. SafePlanet is a significant nonprofit organization. Even though the corporation provides equal opportunity and has a policy against discrimination in the workplace, it was accused of engaging in severe prejudice against a female employee. Lucy was a dedicated employee. She was aged 58 years. Lucy applied for a position in the senior section of the same organization when a vacancy emerged. However, her application did not make the cut. She was quite upset and dissatisfied with the HR personnel in charge of recruiting and selection. She was confident that she was sufficiently qualified for the position. In addition, she believed in the company's principle of equal employment opportunity in which candidates are picked only on the basis of merit. When Lucy enquired as to why she did not go to the next phase of selection, she was informed that there were other candidates who were more qualified. Lucy was relieved to learn that their selection was based only on merit after hearing this. Later, at the time of the last round of selection, when Lucy investigated to see who had been chosen and on what basis, the truth was revealed. The two finalists were men and younger in age. She knew that age and gender-based discrimination existed. The corporation forgot its equal opportunity and merit-based selection policy. Comparing herself against the two finalists on the basis of merit, Lucy discovered that one applicant is on par with her and the other is below her. By learning this, she felt a great deal of disappointment and anger towards those responsible for these situations. She believed that age would not be a barrier for the diligent, and she was convinced that she would perform well in the new role if selected.

Here, two types of discrimination occurred. One is prejudice based on age, while the other is discrimination based on gender. Age discrimination is one of the most prevalent forms of job discrimination. Age discrimination occurs when an employee is refused or delayed any perks or chances owing to him or her because of his or her high or low age. Direct or indirect age discrimination is possible. Direct age discrimination is when an employee is treated unfairly because of their age. Direct discrimination consists of denial of promotion, termination of an employee, etc. Indirect discrimination refers to the provision of a rationale or policy in the selection process that benefits certain candidates at the expense of others. Age and the workplace in 2006

Age discrimination occurs for several causes. Due to their years of expertise and the need to compensate them more than younger employees, the corporation may believe that maintaining older personnel is somewhat costly. Employers often believe that as employees age, their passion and initiative will decrease, which will ultimately have a negative impact on the organization's business and performance as a whole. However, evidence indicates that age is not a barrier to improved and productive job performance. GO60.com reports that "there is no correlation between age and job performance." (Doyle 2009).

Therefore, the company's treatment of Lucy was unacceptable. She truly merited the newly reported position of seniority. At the very least, the corporation might have included her on the list of finalists. A positive, non-discriminatory work environment is vital for achieving employee satisfaction and maintaining them over time. Discrimination based on age demoralizes workers and lowers their morale. Sometimes they quit their occupations and seek employment elsewhere. All of these will impact the company's reputation and business. "As of October 1, 2006, the Employment Equality (Age) Regulations prohibit age-based discrimination against workers, employees, job seekers, and trainees." (Age in the Workplace: Introduction, 2006, page 3)

Lucy suffered sex prejudice as a second form of discrimination. The people inhabit a world dominated by men. Women are consistently mistreated by society. Some believe that women cannot perform all of the same tasks as males. The women are regarded as weak. In addition, society believes that certain jobs cannot be entrusted to women because they are incapable of performing them.

"According to Reskin (1988), neither equivalent worth nor sex integration of jobs will significantly diminish gender disparities in employment. She proposes that "the fundamental cause of the income gap is not sex segregation, but rather men's desire to preserve their privileged position and their ability to do so by establishing rules to allocate valuable resources in their favor" (Reskin 1988, p.61). (Gender discrimination in the workplace: dimensions, processes, and variations by race and class, 2008, page 5)

The confidence of female employees will be negatively impacted by prejudice against the female community.

Researchers and management professionals have studied the difficulty of women breaking through corporate "glass ceilings." A glass ceiling is an apparent obstacle to advancement to a company's greatest level. ” (Ohlott, Patricia, J, Ruderman, Marian N & McCauley, Cynthia, D 1994, pp.46-67).

Another difficulty Lucy encountered was her seclusion. Young personnel may not always provide sufficient regard to the elderly. They could attempt to isolate them. In addition, she refrained from taking more action out of apprehension that her isolation would negatively impact her future. She recognized that there would be fewer employees supporting her. In addition, she failed to provide credible evidence to demonstrate that she was the victim of discrimination. If she takes additional action without definite evidence, she will be troubled, as it may bring her future issues. Although she attempted to forget, the feelings continued to torment her. It is known that no one can quickly forget if a promotion opportunity is missed without the individual's fault. She was finally offered a position comparable to the one she had applied for in a different section of SafePlanet. Her location of employment was far from her current residence. She was unable to accept this opportunity due to the fact that Lucy cares for her elderly parents.

As Lucy was confident that she had been subjected to multiple forms of discrimination, she may pursue further action. There are so many laws that protect employees who are discriminated against. These statutes give employees with many choices for pursuing additional legal action. Lucy is permitted to submit a complaint with the tribunal. If the tribunal determines that Lucy's case is valid, it orders her employer (SafePlanet) to compensate her. She may also apply for the same senior position at other organizations. The circumstance may not be identical in all firms.

To eradicate various forms of discrimination within the firm, the business must take all required measures. If discrimination exists in an organization, there will be a high rate of employee turnover, which will increase the cost of recruitment, selection, training, and development. The company should preserve work-related and other records of all employees, including performance evaluation information, so that when an issue regarding promotion or filling a senior vacancy arises, the company may simply access these documents and determine who deserves the vacant job. The firm must ensure an effective HR Management that is acceptable to all employees. It should establish a clear policy for recruiting, selection, training, development, promotion, transfer, etc., so that incidents like Lucy's do not occur in the future.

Conclusion

In this modern and socially evolved society, the fundamental idea of job equality is not followed in the majority of firms. In an organization like SafePlanet, it is assumed that incidents of this nature will not occur. One ought to practice what they teach. In other words, the scenario should not resemble one in which an institution claims to oppose discrimination but engages in various forms of prejudice internally. Therefore, the organization must take the appropriate measures to eliminate prejudice in the workplace.

References

Age and employment in 2006, Web investor in people.

Age and the workplace: Introduction, Investor in People, Internet, 2006.

Age discrimination: how old is too old, About.com: Job Searching, Internet, Alison Doyle, 2009.

Gender discrimination in the workplace: dimensions, processes, and racial and socioeconomic variations 2008, Web, All-Academic Research.

Ohlott, Patricia, J., Ruderman, Marian N., and McCauley, Cynthia, D., "Gender differences in managers' development job experiences," Academy of Management Journal, vol.37, no.1, pages 46-67, 1994, Web.

Understanding workplace discrimination: what is workplace discrimination?

Net search: noun, 2009. Internet.

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