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Workplace Discrimination Theory

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Introduction Chapter 4 Business Ethics, Corporate Social Responsibility, Corporate Governance, and Critical Thinking defines rights theory as: …encompasses a variety of ethical philosophies holding that certain human rights are fundamental and must be respected by other humans. The focus is on each individual member of society and her rights. As an actor, each of us faces a moral compulsion not to harm the fundamental rights of others… This quote illustrated the basic criteria for the rights of an individual. Human rights need to be protected and is an important aspect of a successful business. Employees who feel their rights have been violated could affect the company’s productivity. Discrimination in the workplace is major problem many …show more content…

An employee may feel unwanted when being discriminated by his or her fellow employees. Although companies have antidiscrimination policies, how other employees perceived others can not be changed. Here are few examples to how discrimination can continue to exist in the work environment. Harassment is not stopped Employees who are harassed at work sometimes do not feel the need to file a complaint. Without filing a complaint, there is no proof of any offences done towards the employee. Employment discrimination lawyer Donna Ballman states that: sexual harassers enjoy exploiting a woman 's fear of getting fired from a job in desperate economic times. Ball also adds that if the behavior is not stopped, it will accelerate. Others may join in or begin to discriminate against the employee thinking she provoked the boss, for example, to secure a promotion (Finn, n.d). Absence of good-behavior modeling One major factor of discrimination at work is the lack of a good role model. Companies with leaders who show great responsibility and according, discrimination is seen less (Finn, …show more content…

Harassment can include “sexual harassment” or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person’s sex. For example, it is illegal to harass a woman by making offensive comments about women in general. Both victim and the harasser can be either a woman or a man, and the victim and harasser can be the same sex. Although the law doesn’t prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or

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