Discrimination is the unfair treatment of a person due prejudice, stereotyping and being judgmental. People can discriminate for a number of reasons; this could range from race, gender ethnicity, disability, Discrimination can be obvious or not obvious depending on the situation, overt discrimination is obvious and open so everyone can see and know what's happening, the opposite of overt discrimination this is harder to see or notice as its discrimination which is hidden.
However, you are required by law to protect employees from discrimination. You can prevent a lot of problems and keep your team performing optimally, if you take a few simple measures to prevent discrimination in the workplace.
Write the Rules Down Clearly established written rules are Potential effects of discrimination first step toward preventing discrimination at work. Every business should have an employee handbook, which explains benefits such as holidays, benefits eligibility, and the rules for issues such as tardiness.
Policies on not allowing discrimination should be part of the handbook that every employee receives upon getting hired and then signs an acknowledgment of receipt. Discrimination is not limited to simple racial issues; it spans various issues, such as religion, gender, age, disability and citizenship, to name a few.
The policy should cover a broad range of potential discriminatory acts. An example of an anti-discrimination policy statement is, "It is the policy of our company to provide a safe, healthy work environment, free from discrimination and harassment against any person based on race, color, creed, religion, sex, age, gender, disability or marital status.
This protocol starts with advising a team manager or a human resources manager. The protocol needs to outline how discrimination complaints are handled, from investigation through disciplinary action. Hold a team training session on what constitutes discrimination or harassment.
Training is designed to break down historical misconceptions of what is and is not acceptable language or behavior. Training often involves role-playing and reviewing words or actions that are triggers for different people.
In addition to holding a training in a meeting environment, hold team-building exercises and events that help your employees interact and understand each other better. This might include a diversity potluck that invites everyone to bring a dish from their cultural background.
Keep meetings positive but do take the time to review the company policies on discrimination. Make sure to keep a record of the training and what was discussed. Should an issue arise, you need to have documented everything you do to prevent discrimination, including reviewing policies and ongoing training.
Be Consistent With Action It is important that managers and leaders in your company handle complaints and allegations of discrimination consistently. The protocol is established in the employee manual, and managers need to follow it.
Provide additional training to those in positions of receiving complaints by subordinates to understand how to effectively handle the issue. This involves how you speak with the person making the complaint, and how you speak to the accused.
Language must be fair and non-accusatory, while taking all complaints seriously and, with the proper investigative actions. Disciplinary action must follow protocol and be consistent for all employees, whether the employee is the janitor or the vice president of operations.
All action must be documented in human resource files. Consistency shows that you expect everyone to be treated fairly and by the same standards regarding discrimination.
It also protects you legally. No one can come back and say you allowed one person to get away with a similar behavior, with only a warning and no disciplinary action. Tip Encourage your managers to clamp down on discrimination in the workplace.
The actions of your managers will help to prevent discrimination almost more than creating an official policy.POTENTIAL EFFECTS OF DISCRIMINATION. TASK 3: In looking at this task, we have already studied the first part of the topic at the beginning of the Unit.
Forms of Discriminatory Practice exist, in the form of: Prejudice, Stereotyping, Labelling, Bullying, Abuse, Lack of choice, Infringement of Rights, and Covert/Overt abuse of Power.
Price Discrimination in E-Commerce? An Examination of Dynamic Pricing in Name-Your-Own-Price Markets Oliver Hinz* Il-Horn Hann** Martin Spann*** This is a preprint of the Paper.
Discrimination is the prejudicial treatment of a person based on the group, class or category to which that person belongs It is inevitably linked to stigma, the social and. Describe the potential effects of discrimination. The potential effects of discrimination can be different for different people.
The effects can be physical, emotional or a combination of both. Revised version approved by the OHRC: June 27, PDF recommended for assistive technology This document replaces the Policy and guidelines on disability and the duty to accommodate ().
Executive summary. In Canada and across the world, people with disabilities have long experienced abuse, neglect, exclusion, marginalization and discrimination. Effects of discrimination on society and businesses It is not possible for a society to develop at a fast pace if it is not free of discrimination.
Conflicts due to race, gender and religion, etc. hinder the progress of the society much.