Social Policy 1 Discrimination in Employment Policy ✓ Solved

The policy chosen for the essay is discrimination in employment policy. This is a policy that aims at ensuring equal treatment in terms of employment characteristics with the elimination of discrimination or harassment of any kind. The first part of the essay will discuss the meaning of discrimination in employment and its characteristics. This part will also discuss what is entailed in the discrimination in employment policy and various aspects such as laws and acts that address discrimination in employment.

Policies addressing discrimination in employment should be implemented and enhanced in every workplace to ensure improved employee productivity and satisfaction and general organizational performance improvement. Under this section, types of discrimination in employment will be discussed. Types include discrimination by age, harassment, race, religion, sex, disability, and several others. This section will also involve a literature review explaining the current knowledge available including substantive findings and methodological and theoretical contributions to the topic of discrimination in employment.

The next part of the essay will focus on understanding the thesis statement by discussing the first corresponding issue; effects of discrimination in employment. These effects will be discussed in relation to how they affect employee productivity and satisfaction and general organizational performance. Some of the effects that will be discussed include low employee productivity, lower employee performance, little staff commitment, and deteriorating employee morale.

The effects of discrimination in the workplace in relation to organizational performance will be addressed, including the effects on the organization's commercial reputation, lower performance due to low employee productivity, and loss of clients due to the negative reputation. The section will also discuss reasons why discrimination in employment persists today, such as lack of diversity and inclusion culture, poor anti-discrimination policies, and failures of the political and legal systems in championing for anti-discrimination in employment. Additionally, it will cover groups most affected by discrimination in employment, focusing on the transgender group and people of color.

The next part of the essay will address the benefits of policies addressing discrimination in employment. This discussion will center on how such policies can improve employee productivity, performance, satisfaction, and general organizational performance. Some benefits will include the creation of a harmonious employment environment, increased collaboration and cooperation, increased productivity, reduced absenteeism, and increased customer and client satisfaction. This section will also discuss how to implement policies addressing discrimination to achieve such benefits, including providing support for employees, offering anti-discrimination training, and creating awareness of the organization’s stand against discrimination in employment.

The last part of the essay will summarize the discussion and provide an overview of all the discussed elements. This part will also conclude based on the summary of the discussion. Finally, a list of references used in the essay discussion will be offered in a properly cited manner.

Paper For Above Instructions

Employment discrimination remains a pervasive issue in workplaces across various sectors, affecting not only the individuals targeted but also the broader organizational culture and performance. The discrimination in employment policy seeks to eliminate unfair treatment based on characteristics such as race, gender, age, and disability, but the implementation of such a policy often faces diverse challenges.

The term "discrimination in employment" refers to preferential or unfavorable treatment that individuals experience due to certain characteristics. This policy encapsulates a broad range of discriminatory practices and underscores the legal frameworks intended to reduce these incidents (Craig, 2017). Legally, various protections have been established, such as the Equal Employment Opportunity Commission (EEOC), which enforces laws against workplace discrimination in the United States.

One critical aspect of the policy involves understanding the forms of discrimination that can occur in employment settings. These include age discrimination, sexual harassment, racial bias, religious discrimination, and equitable treatment of employees with disabilities. Discrimination can manifest in hiring practices, promotion opportunities, pay disparities, and the work environment itself (Neumark, 2019). The existence of such discrimination not only affects individual morale but also impacts overall productivity and organizational performance.

The effects of employment discrimination are wide-ranging. Individuals who experience discrimination often report decreased job satisfaction, productivity, and commitment to their organizations. According to research, workplace discrimination can lead to reduced employee morale, thus perpetuating a cycle of subpar performance which ultimately affects an organization's reputation and profitability (Goldman et al., 2006; Sargent, 2016). Discrimination can tarnish an organization's image, leading to customer distrust and a decline in client retention rates.

Furthermore, understanding why employment discrimination persists necessitates an inquiry into the cultural and organizational structures that tolerate it. Factors contributing to ongoing discrimination include entrenched workplace cultures resistant to change, a lack of anti-discrimination training, and insufficient reporting mechanisms for discriminatory behaviors (Nielsen, Nelson, & Lancaster, 2010). Furthermore, the absence of diversity initiatives can create environments where discrimination flourishes. Target groups, particularly people of color and the transgender community, often find themselves marginalized within the workplace (Sobol & Ellard, 2018).

On the other hand, implementing policies addressing discrimination in employment can yield significant benefits. Such policies can foster a work environment that promotes inclusion, collaboration, and mutual respect among employees. An inclusive workplace not only enhances employee morale but also fuels innovation and creativity (Ziegert & Hanges, 2015). Establishing clear channels for reporting discrimination, coupled with anti-bias training, can enhance awareness and accountability within organizations.

To effectively implement anti-discrimination policies, organizations must cultivate an environment that seeks to support voices that have historically been marginalized. This includes providing comprehensive training for all employees, establishing robust reporting and documentation procedures for cases of discrimination, and actively fostering a culture of diversity and inclusion that extends beyond compliance with legal standards.

Additionally, organizations should consider transparency in their hiring and promotion practices to ensure equal opportunity for all employees. Strategies that include mentorship programs for underrepresented groups can also enhance the inclusivity of the working environment. As organizations Witness the benefits of such practices, they are likely to see improvements in employee satisfaction, which translate into higher levels of productivity and client satisfaction.

In summation, discrimination in employment remains a critical social issue that requires concerted action through effective policy implementation and organizational commitment to diversity. By understanding the multifaceted impacts of discrimination, organizations can take proactive steps to create equitable opportunities for all employees, thus promoting a healthier, more productive workplace.

References

• Craig, R. L. (2017). Systemic discrimination in employment and the promotion of ethnic equality. Martinus Nijhoff Publishers.
• Goldman, B. M., Gutek, B. A., Stein, J. H., & Lewis, K. (2006). Employment discrimination in organizations: Antecedents and consequences. Journal of Management, 32(6).
• Neumark, D. (2019). The Age Discrimination in Employment Act and the challenge of population aging. Research on Aging, 31(1), 41-68.
• Nielsen, L. B., Nelson, R. L., & Lancaster, R. (2010). Employment discrimination litigation in the post-civil rights United States. Journal of Empirical Legal Studies, 7(2).
• Sargent, M. (2016). Age discrimination in employment. CRC Press.
• Sobol, M. G., & Ellard, C. J. (2018). Measures of employment discrimination: A statistical alternative to the four-fifths rule. Industrial Relations Law Journal.
• Ziegert, J. C., & Hanges, P. J. (2015). Employment discrimination: The role of implicit attitudes, motivation, and a climate for racial bias. Journal of Applied Psychology, 90(3), 553.