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Psychological effects of discrimination
The potential effects of discrimination
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Psychological effects of discrimination
The potential effects of discrimination
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Recommended: Psychological effects of discrimination
Organizational diversity is a concept where an institution upholds diverse values owing to the differences in race, experiences and religion, among others. The composition of people from different backgrounds constitutes diversity. In the contemporary society, institutions are required to respect and nurture diversity. Diversity helps in bringing exchanges between people with varying experiences and backgrounds. As such, it results in positive benefits that enable the society to live harmoniously.
The Civil Rights Act of 1964 prevents people from certain classes being discriminated against. The protected classes under the federal antidiscrimination statutes include: race, color, national origin, sex, religion, age-40 and older, citizenship, Military service, pregnancy, and physical or mental disability (Walsh, 2012). It is important for employers to understand what discrimination against these groups entails. Employers who do not understand discrimination against a protected class may find themselves making good faith mistakes regarding an employee’s conduct (Lidge, 2011). If a case goes to court, the employers will bear the responsibility to show proof of their actions were not discriminatory actions.
In a terrifying dystopia, “People will come to love their oppression, to adore the technologies that undo their capacities to think” (Huxley 1). Brave New World, written by Aldous Huxley, shows the starkness of a world where uniformity is paramount and diversity is despised as the root of instability. No one thinks for themselves, but instead they simple echo what they have been programmed to say. Every person is bred to act and think the same as others in their social class. Diversity is shunned along with old world beliefs and conservative morals.
The Civil Rights Act of 1964 was a significant step in striving to end discrimination in the United States, and is arguably the most important piece of legislation ever passed in history. Title VII covers discrimination in the workplace based on race, color, religion, national origin and gender. In this essay, I will discuss discrimination based on race, because I believe that racial discrimination is still a widely known predicament in not only the workplace, but in many other aspects as well. This section prohibits an employer from refusing to hire, compensate, promote, terminate or train an employee based on that employee's race, and it also prohibits those acts against a person that is associated with a different race ("Facts About Race/Color Discrimination").
The Civil Rights Act of 1964 states there will be no discrimination, among other things, in public. However, a study was done by NORC and found that many people part of the community still face discrimination in their everyday lives (Gruberg et al., 2020). Despite there being multiple laws against inequity, people still face injustice based on the way they want to live their lives. Some people have even confessed to modifying their own lives in order to stop the hate towards them, and many face trauma from this (Gruberg et al., 2020). This is the exact thing the Civil Rights Act tried to put a stop to.
In today’s era managers are challenged daily with disputes like ethics, diversity, working in teams, privacy, sexual harassment, and handling differences. Furthermore, these issues are discussed because they are constantly the debatable topics in the workplace. More importantly, handling differences and diversity is the current situations in the workplace. Moreover, a few managerial concepts must be considered, including selection methods, training and development, performance appraisal, and diversity management.
Just because an immigrant comes to Canada with a workers visa, it doesn’t guarantee them an amazing job. For most new immigrants, the jobs are hardly luxurious. Another problem with multiculturalism facing the Canadian workforces is that some immigrants’ credentials are getting overlooked and not being accepted because they don’t have the mandatory communication classes or skills to apply for the desired job. Statistics show that the higher in the workplace you go, the whiter it becomes (Seal, 2012). Most of the racial diversity that you see in the workplace is shown at the bottom and middle levels of the workforce.
- Ways in which diversity can impact on work and work relationships - The similarities and differences that exist between you and your work community may have an impact on your work. Everyone around you will have similarities and differences, there is a reason we are all individual people, we are all different and have something different to offer. Culture plays an important part in shaping a person’s behaviour. Cultural values and beliefs provide a framework for people to make assumptions about and respond to their situations and or circumstances. Culture also strongly influences perceptions and expectations.
The ways in which diversity can impact on work and work relationships: Cultural diversity can affect the workplace in numerous ways. Negative impacts can include miscommunication, creation of barriers, and dysfunctional adaptation behaviors. Positive impacts can include building a sound knowledge base fellow colleagues, which can make for smoother integration of the organization into foreign cultures. Many organizations have recognized that the workforce is changing and they are working to create a work environment in which diversity and difference are valued and in which employees can work to their fullest. They are dealing with the problems that arise when people in the workplace communicate.
There are many concepts that underpin discrimination and many theories to draw from this paper will detail and explore the definitions, concepts, and theories such as Stereotyping, Social Identity Theory, and Conflict Theory which are all to the fore in prejudice and discrimination. It will seek to examine current research and suggest strategies based on best practice and evidence to combat discrimination and prejudice within organisations to allow for a healthy productive workforce. Prejudice is an unjustified or incorrect negative attitude in the direction of an individual based exclusively on the individual’s affiliation with a social group, a prejudiced person might not act on their attitude.
Today’s most business primary concern is retaining workforce diversity. Recognizing the importance of diversity in the organization and effectively manage to ensure the organization and its valuable diverse employees are growing hand in hand. Rising of immigrants’ employment opportunity, joint venturing business globally has equally brought an opportunity for shared values, exchange of cultures and intelligence to widen the opportunity for business enterprise and also a platform for employees to reach target goal.
Diversity management can defined as an activity that recruits diverse employees such as women and minorities into the workforce and it’s also can increase the competitive advantage of the organization. (Stone 2013). By applying diversity management, a more productive environment will be created so everyone would have a feeling of they are being valued and their talents are being fully used resulting in their organisational goals are achieved.. (Kandola and Fullerton 1994, p. 56). Equality legislation helps the employers to know better on how to recruit and treat their employee fairly and also helps to promote diversity in the workplace. (Nibusinessinfo n.d).
Successful strategies link diversity progress directly to business results. (www.diversityinc.com/diversity-management) Diversity in the workplace means bringing together people of different ethnic backgrounds, religions and age groups into a cohesive and productive unit. Advances in communication technology, such as the Internet and cellular phones, have made the marketplace a more global concept. In order to survive, a company needs to be able to manage and utilize its diverse workplace effectively. Managing diversity in the workplace should be a part of the culture of the entire organization As a group we discussed diversity management and realized that the world is a big place and there will always be diversity.
INTRODUCTION This assignment will focus on explaining the importance of diversity management, challenges of management diversity, give strategies and implementation of management diversity in the workplace. A diverse workforce is a reflection of a changing world and marketplace. Diverse work teams bring high value to organizations. Respecting individual differences will benefit the workplace by creating a competitive edge and increasing work productivity.
We live and work in a diverse world, consists of people with divergent backgrounds with different needs and preferences. This multicultural world brings out the potential on improvement and efficient, but also comes with that are the challenges. Workforce diversity acknowledges the reality that people differ in many ways, visible or invisible, mainly age, gender, marital status, social status, disability, sexual orientation, religion, personality, ethnicity and culture (Kossek, Lobel & Brown, 2005). The culture of an organisation plays a big role in the performance and sustainability of an organisation, and it is also important to the well-being of its employees.