Discimination in the Workplace

In: Social Issues

Submitted By ReneGonzalez35
Words 1929
Pages 8
Imagine going to an interview for your dream job. You have spent years trying to become qualified for this job and now you are finally at the doorstep of your lifetime goal. The interviewer comes back in and you’re expecting to hear good news. Then suddenly he tell you that they have found someone else more qualified for the job. You are utterly perplex as to who could’ve been better for the job than you. Then, as time goes on, you find out that it was a young white man who has less experience than you. As a matter of fact, the only thing he had over you was the color of his skin. This was a made up story but, to many people in this country, it is a real horror. This is only one of the many examples of instances where people are withheld a standing in jobs due to their racial background. Racial discrimination in the workplace is a real issue and it must end. Allow me to show you various different events in which racial discrimination took part and ruined lives. Allow me to tell you of a young African American man who used to work in a factory. The man’s name was Wayne A. Elliott and he worked in a factory that made military air plane parts. While he was working there he would constantly be harassed by his white co-workers. They would do things like call him racial slurs, send him “back-to-Africa” tickets, and even go as far as to draw hangman’s noose in his office, as seen on paragraph three in “Racism in the workplace, by Aaron Bernstein (Aaron Bernstein). These are all things that made Wayne feel like he was trapped and helpless. He also felt really scared. So much so that he tried to rally the other African Americans that work there to come against the oppression of their white co-workers. This just made the harassment worse and in the end, it lead to their being no change at all. The civil rights movement was meant to bring equal treatment to all races no…...

Similar Documents

Workplace Violence

...Workplace violence is present in every nook and cranny of corporate America, affecting millions of Americans every year. Workplace violence is defined by the Occupational Safety & Health Administration, OSHA, as any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior that occurs at the work site. It ranges from threats and verbal abuse to physical assaults and even homicide. In 2011, there were over 2 two million reports and claims of workplace violence, with 458 being homicides1. Workplace violence is at the forefront of everyone’s mind when a breaking news story is broadcast on the evening news, such as the recent shootings in Santa Cruz, California by a disgruntled ex-cop, and the Sandy Hook Elementary School shooting in Newtown, Connecticut, but workplace violence can strike anywhere and at any time, and is a major concern for employers and employees across America. There are different types of workplace violence, which can be categorized as follows: (1)violence by outsiders or nonemployees, usually in the attempt of a crime, such as robbery or shoplifting, (2)violence by a customer or a client, such as a student or a patient, (3)violence by employees and former employees, and (4)violence by domestic partners, such as boyfriends/girlfriends and husbands/wives. Such categorization can help in coming up with ways to prevent workplace violence since each type of violence requires a different approach to prevention, and...

Words: 1735 - Pages: 7

Workplace

...discrimination on the basis of sexual orientation on a federal level. Less than five years late states in observance of the success of the Clintons federal law passed ordinances banning sexual orientation discrimination in the workplace..An estimated 20 percent of the GLB community reside in cities were they city can afford this type of protection. It is still acceptable to discriminate In the United States in several places even if your only believed to be gay. Gay rights advocates are incredibly passionate when it comes to the moral imperative for change in the way we treat homosexuality. But the matter of the fact is that businesses for the most part only become more accomating and understanding of Homosexuality and welcome the bussines case for diversity in terms of sexual preference.Bussiness communitys are aware of the reason why its imperative for them to become gay friendly.External consequences such as how the company is viewed by the GLB community are one of many reasons.Also within the orginazation an increase in inclusiveness of all GLB workers can absououtely have positive effects on the verall organization’s overall productivity. Organizations make a conscienceous effort to avoid inflicting harm to gays in the workplace because of the adverse results of discrimination.Protection such as the (Lenihan,1998 Welch,1996) are to ensure that companies aren’t routinely discriminating against GLB workers because the orginazation can be liable for a......

Words: 674 - Pages: 3

Workplace Spirituality

...Spirituality in the Workplace ABSTRACT In this paper I will attempt to study and understand the need for spirituality in the workplace. Workplace Spirituality is awareness, interconnectedness with one another and a higher existence, a sense of fulfilment, and value and meaning to one’s calling. Spirituality in organizations is an area gaining increasing popularity. The growing interest, however, is on how spirituality improves organizational performance, and the impact of spiritual influences in a workplace. Introduction: In today society’s organizations want their employees to be able to come to work and manage their emotions while working with coworkers and customers. However, employees are constantly under stress which may reduce the effectiveness of his or her work ethics. Workplace spirituality is the method of incorporating one’s personal idea of “spirituality” in their daily work schedule. Spirituality can give employees a sense of balance and security and therefore improve their organizational efficiency and effectiveness. With spiritualty now incorporating itself in to the workplace it is helping the organization enhance its performance and increase the development of business ethics. The importance of a business to incorporate spirituality within the workplace will continue to influence the culture of business in the anticipated future. What is Spirituality? Webster’s College Dictionary defines spirituality as the quality or “state of......

Words: 1481 - Pages: 6

Workplace

...Workplace Paper Week 2, MGT/308 Cova, Luis The workplace in America has changed substantially in the last 35 years. Many organizations that were once primarily staffed with white associates now employ people from of various ethnicities in large numbers. The change gradually occurred overtime; initiated by laws like Executive Order 11246 better known as affirmative action, which required federal contractors to hire employees without regard to race, religion or national origin. Although the law was implemented to target hiring practices of federal contractors it was eventually amended to include companies in the private sector as well. Although Affirmative Action laws were met with resistance initially, and still remains a controversial topic within companies today; many organizations are more open accepting of multicultural make up of their associates than ever before. Today some companies have created departments that are structured to managing diversity within an organization. Some companies have also implemented mandatory diversity training aimed at increasing awareness among all demographics within the organization. As things have progressed, opposed to trying to keep......

Words: 732 - Pages: 3

Workplace Wellness

...INTRODUCTION Health and wellness in the workplace is crucial to business success. Increasingly, it is recognized that the workplace itself has a powerful affect on people’s health. When people are satisfied with their job, they are more productive and tend to be healthier. When employees feel that the environment at work is negative, they feel stressed. Stress has a large impact on employee mental and physical health, and in turn, on productivity. Companies that promote healthy lifestyle habits for employees to improve their health, often take the success of the company to heart and are likely to be absent less often for health related reasons. Employers are now offering a wide range of wellness initiatives; such as health risk screenings and assessments, healthy food choices in cafeterias and vending machines; weigh management programs on-site at employers' expense, subsidized or discounted off-site fitness courses, smoking cessation programs, on-site massage therapy and health fairs. This research paper will focus on the physical impact that unhealthy or healthy workplaces have on employees and the different programs to promote long-term wellness. There can be several benefits received as a result of a wellness program. A workplace wellness initiative can help a company to: • attract and keep employees; • reduce the costs of disability, drugs, and absenteeism; • reduce the effects of a stressful workplace; • reduce health costs or keep them contained; and......

Words: 1318 - Pages: 6

Workplace Violence

...Shavonna Williams 11/17/2014 When Will Workplace Violence End? Workplace violence is an occupational threat and danger for many employees in today’s society. Every year there are millions of occurrences of workplace violence in America, this issue is being displayed all over. The attention has been centered on a few horrific incidents including that of Matthew Beck an accountant employed with the Connecticut State Lottery who shot and killed four Executive bosses at work one morning. Compared to the overall majority of occurrences this incident only indicates a tiny example of a growing problem. Time and again, workplace violence is viewed as part of the job and rarely, anything is done to abolish it. The key to these troubles are based on addressing the establishment’s structural issues, rather than focusing the blame towards employees for threats and dangers that they rarely are ever responsible for generating. What could make an employee reach such explosive levels to commit violent acts at a workplace? On March 6, 1998 Matthew Beck walked into his workplace opening fire on his subordinates, but it seemed that prior to this horrific day Matthew lived an all around normal life. For eight years he worked for the Connecticut State Lottery. Employees attested that he was a great co-worker and one of the victims described Beck as a hard-working employee. He got along well with others and was a hard-working employee. According to an......

Words: 1479 - Pages: 6

Workplace Violence

...Problem definition: "Workplace violence" it is violence against coworkers at workplace that can range from verbal abuse to physical assault, and ending by victims and or committing suicide. Such violence prompted the Center for Disease Control and Prevention to label workplace violence a “national epidemic”. Justification of the problem: It is mainly due to job related causes leading to committing such violence at workplace, some other reasons might be included, like managers lack of awareness to at-risk employees, failure of security measures, and absences of antiviolence policy at workplace. List of alternatives: 1. Providing effective security systems at workplace. 2. Regular employees orientation on antiviolence polices at workplace and the proper reporting system 3. Manager awareness training of at-risk employees. Alternatives evaluation: 1. Providing an effective security system at workplace: Security systems are very crucial at workplace and must be installed, like metal detectors and surveillance cameras, as it can easily detect weapons and prohibit its availability in the workplace, also monitoring every part of the working plant or facility, as it gives a chance for a proper interference of the security forces before the action takes place or goes more aggressive. 2. Regular employees orientation on antiviolence polices at workplace and the proper reporting system: As violence at workplace is increasing and being......

Words: 426 - Pages: 2

Workplace

...Workplace Memo University of Phoenix MGT 521 Managing by personality type can allow for the achievement challenging goals. Placing extravert personalities on certain task generally yields effective results, and more introverted employees are the stronger suited in project management geared towards leadership roles. Using this knowledge of personality types of team members will make for a successful completion. The project will be a new market segment for Sanford Brown College’s Career Services department, to now include marketing to new and existing medical clinics and hospitals and smaller offices, based on the specific needs of the Houston area. Previously all marketing has been orchestrated out of Chicago, with a blanket strategy not considering the diversity of cultures in the Houston area, only focusing on the general and Hispanic market segment for advertising. This new endeavor will include locating temporary contract positions for clinical externship sites and permanent entry level positions for current and recent graduates. Paul and Larry (ENTJ), both are driven to lead, and work well with partnerships. Both Paul and Larry have the ability to understand difficult organizational problems and can create solid solutions. They value knowledge and competence and have little patience for disorganization. They will be the executives that will get all departments to understand and support the new effort. Jerry......

Words: 736 - Pages: 3

Age Discimination in the Work Place

...Age Discrimination in the Workplace George Siler Human Resource Age Discrimination in the workplace Paul is a skilled welder and has been with the same company for over 40 years. All employees from the owner to the janitor know of his contributions that have allowed the organization to flourish. You see, Paul was a specialized welder that was able to accomplish government contracts that allowed the factory to remain open during the past recession. As he was approaching his sixty-second birthday that was attended by co-workers, supervisors and even the owner attended his party to honor this impressive worker. During this time, the owner decided that the time was right to hire a young worker to be trained by Paul to continue the specialized production for the distant future. This was a prudent decision, because all owners and CEO’S have a primary responsibility to improve the bottom line. I know this is true because every business course that I have had this is the message provided by my professors. This story then takes a turn for the worst. Paul trains the young worker, and then the owner thinks why am I paying two people for the same job? Who do you think gets his walking papers? Paul is clearly a victim of age discrimination. Like most of the labor force he is ignorant of the law and becomes one of the many of unreported cases of this abuse of power. In order to help protect those who stand to be singled out and let go because of the unfairness of ageism, the......

Words: 1373 - Pages: 6

Workplace

...SETA survey of representatives in Tribunal cases 2008 t Research Paper Workplace conflict management: awareness and use of wareness an s nd the Acas Code of Practice and workplace mediation place me lace ediation e ed – A poll of business Ref: 08/11 2011 2011 Matt Williams and Acas Research and Evaluation Section Williams For any further information on this study, or other aspects of the Acas Research and Evaluation programme, please telephone 020 7210 3673 or email research@acas.org.uk Acas research publications can be found at www.acas.org.uk/researchpapers ISBN 978-1-908370-03-7 Workplace conflict management: awareness and use of the Acas Code of Practice and workplace mediation – A poll of business Ref: 08/11 2011 Matt Williams and Acas Research and Evaluation Section TABLE OF CONTENTS EXECUTIVE SUMMARY .................................................................................. 3 1. BACKGROUND AND METHODOLOGY ....................................................... 5 1.1 Background...................................................................................... 5 1.2 Methodology .................................................................................... 6 2. GRIEVANCE AND DISCIPLINARY PROCEDURES AND THE IMPACT OF THE ACAS CODE ............................................................................................ 7 2.1 2.2 Acas Code and guidance ..................................

Words: 9918 - Pages: 40

Workplace

...Problem Definition: Expression of physical or verbal force against other people in the workplace, Workplace violence activities range from threats and verbal abuse to actual physical contact and assaults that cause physical harm to other people. Work place violence is a serious concern for most employers, in both private and public sectors. It is essential to understand more about work place violence; simply it is violence or the threat of violence against workers. It can occur inside or outside the work place and can range from threats and verbal abuse to physical assaults and homicide, one of the leading causes of job- related deaths. (OSHA) Justification for problem definition: There are many factors causing workplace violence, based on their personal characteristics at an individual level or population groups such as: - This employee doesn’t give himself any opportunity to express himself and talk about his problems - Unclear policies or procedures organize the work in firm - Bad communication strategy in the firm make the employees isolated to others - Psychological problems and mental illness. where the employee cannot think in a proper way to solve his problems such as Financial problems ,Termination , Personality conflicts …etc - Bad treatment from managers - Having had a violent past or having had a difficult childhood. - Drugs and Alcohol Addiction. - Being in a situation which is likely to lead to violent acts against oneself or others, such as......

Words: 649 - Pages: 3

Hrm 546 Gender Discimination

...working in the front. I believe Imelda doesn’t realize when she is requesting to work with a female sales employee over a male sales employee that she is gender discriminating under Title VII. Title VII of the Civil Rights Act of 1964 is a federal law that protects individuals from discrimination based upon sex. This law makes it illegal for an employer to discriminate against individuals because of their sex in hiring, firing, and other terms and conditions of employment, such as promotions, raises, and other job opportunities. The laws of most states also make it illegal to discriminate on the basis of sex (Workplace Fairness, 2015). Title VII covers all private employers, state and local governments. These laws also cover private and public employment agencies, labor organizations, and joint labor management committees controlling apprenticeship and training (Workplace Fairness, 2015). I have always believed that customers are always right, but in this case Imelda was not. Legally and ethically, Manager Bob do not want to face a lawsuit from my employee Tom and can’t move Tom and Mary around simple just to satisfy Imelda. I will not move Mary to the front and Tom to the back of the store per requested by customer Imelda, because that would be unethical. That will considered gender discrimination and in violation of Title VII and will also take the commission away from Tom. This is a hard situation, because Tom and Mary gets paid from commission when they both......

Words: 567 - Pages: 3

Workplace

...Privacy in the workplace can reasonably be expected in three general areas as it relates to the employer, co-workers, clients and customers. When an employee is hired at a new company, there are several security measures that are already in place in order to keep their personal information private and/or confidential. The first being in the Human Resources Department where all the information is gathered by the employee filling out various forms of that are confidential in nature. This information is kept in the employee’s private, confidential employee folder in the Human Resources Department, generally in a locked cabinet or other secured areas. This ensures that no one other than the Human Resources Department can get access to the information other in the file. At times, special permission is granted for a manager to review the file for a specific reason, along with the Human Resources representative. The second place where an employee can reasonably expect to have privacy is in the computer mainframe where all the pertinent records (such as social security number, address, date of birth, banking information, etc.) are stored. This is used primarily for an employee’s timekeeper administration and government reporting purposes. Only key personnel such as Human Resources, Accounting and IT have access. There are also different levels of access allowed based on the need to see the data. Another area of where an employee can reasonably expect to have......

Words: 874 - Pages: 4

Workplace Violence

...Workplace Violence Case Study Walaa Essam, Group 52F ESLSCA Business School Workplace Violence Case Study Introduction This case study addresses the problem of workplace violence by analyzing two actual incidents which took place at two renowned multinational firms, which are “DaimlerChrysler’s Toledo, Ohio, assembly plant” and “Lockheed Martin”. The purpose of this study is to help finding a useful managerial tool to decrease the potential for future workplace violence that may lead to loss of life and unnecessary monetary loss. Managers are not necessarily equipped to develop appropriate measures to effectively deal with violent issues. Given the proper tool, managers can often work wonders. But we first need to look at how we define the problem of workplace violence. Generally, people think of workplace violence solely in the context of physical assaults or homicides. Many mental health professionals consider such a definition too narrow, and instead define workplace violence more broadly, such as "any verbal or physical assault or any violence that occurs in the workplace even if its source is not related to the work environment or any abusive, threatening, intimidating, or assaulting conduct against a co-worker whether physical or verbal. Such conduct can be seen in the form of shaking fists, throwing objects, destroying company property, written or verbal threats, swearing, insults, condescending language, hitting, shoving, pushing,......

Words: 3282 - Pages: 14

Workplace

...2016 A Call to Action: How to Intervene in Workplace Harassment Workplace harassment is a significant violation in the modern work environment. According to the Canadian Human Rights Commission Workplace harassment "involves any unwanted physical or verbal behaviour that offends or humiliates you...Serious one-time incidents can also sometimes be considered harassment." (Canadian Human Rights Commission, 2013) If left uncheck accusations of workplace harassment could potentially put a business in trouble with the regulatory agencies. In the workplace, employees experience sexual, gender, and racial/ethnic harassment. The Ontario Ministry of Labour has developed recommendations and guidelines as a way to reduce the occurrences of workplace harassment. On the other hand, employers also a responsibility to put in place “best practices” for employees to follow to ensure a safe work environment for everyone. Intervention is needed because persons who experience harassment have a hard time fight back. Because laws on workplace harassment are not sufficient to punish harassers. The act of workplace harassment/violence on the job is considered a legal and ethical issue. According to Ontario law, employers, managers, and unions have to thwart actively and monitor occurrences of workplace harassment to be in compliance with the “Ontario human rights code.” (Labour, 2015) Additionally, employers must also provide training on workplace harassment when they hire new employees.......

Words: 1480 - Pages: 6