Discrimination

Discrimination is action
that
denies
social
participation or human
rights to categories of
people
based
on
prejudice. This includes
treatment or an individual
or group based on their
actual
or
perceived
membership in certain
group or social category.

Forms of discrimination
Racial discrimination
Religious discrimination
Age discrimination
Gender discrimination

Racial discrimination
Disparate treatment simply means that an

employer
treats
some
people
more
unfavorably
that
others
regarding
employment, job promotion, or employment
conditions based on race, color, religion, sex,
or national origin.
Disparate impact is merely a showing that a
number of people of similar class are affected
adversely by a particular employment practice
that appears neural.

Racial discrimination
Indirect racial discrimination
Discriminate someone because of his nature

Direct racial discrimination

Treat someone less than other person in the same
circumstances

Religious Discrimination
Religious discrimination provide protection to

employees against religious discrimination.

Religion is to include all aspects of religious
observances, practices, and beliefs.
Employees are expected to make reasonable
accommodations to an employees religious
observance unless a hardship can be
demonstrated.

Religious Discrimination
Religious discrimination involve fairness and

balance.
An employer cannot legally discriminate

employees to choose between his or her

religion.
Employees cannot be penalized by a

placement that would require that employee

to ignore a religious tenet of his or her faith to
preserve a job.

Age Discrimination
Some

states do have laws that protect

younger workers from age discrimination.
discrimination at all stages of employment
including recruitment ,workplace terms and
condition and dismissal.

Gender discrimination
Gender discrimination refers
to beliefs and attitudes in
relation to the gender of a
person. It is defined as
adverse
action
against
another person that would
not have occurred had the
person been of another sex.
It is the practice of letting a
persons
sex
unfairly
become a factor when
deciding who received a job,
promotion,
or
other
employment benefit.

Examples of Gender discrimination

at work
An employee may be discriminated by being

asked discriminatory questions during a job

interview.
An employer may not hire, promote or
wrongfully terminate an employee based on
his or her gender.
Employers pay usually based on gender.
Employers in the past paid female workers
substantially less than their male workers
were making in the same job.

Discrimination in the workplace

Discrimination in the workplace can occur in direct and indirect
ways.
Direct discrimination occurs when a person with an attribute is
treated less favorably than another person without the attribute in
the same or similar circumstances. A persons motive for
discriminating is irrelevant. The attribute may only be one of the
reasons for the treatment.
Indirect discrimination occurs when a condition, requirement or
practice is imposed or is proposed to be imposed and a person with
an attribute does not, or is not able to comply, in circumstances
where a higher proportion of people without the attribute can or
are able to comply. The condition, requirement or practice is only
unlawful if it is not reasonable in the circumstances.

Problems with job discrimination

If they are poorly written, using vague rather

than specific terms, they provide little

guidance to the jobholder.
They are sometimes not updated as job duties
or specifications change.
They may violate the law by containing
specifications not related to job success.
They can limit the scope of activities of the
jobholder,
reducing
and
organizations
flexibility.

Illegal to discriminate in any aspect of

employment
Recruitment
Compensation, assignment, classification of

employees
Transfer, promotion, layoff or recall
Training and apprenticeship programs
Pay, retirement plans, and disability leave
Use of company facilities
Other terms and conditions of employment

Federal legislation
Right the Act of 1964
- Prohibited employment discrimination based
on race, color, religion, sex or national origin
Provides protection against group
discrimination and unfair treatment
Used as a vehicle for individuals who seek
relief from various forms of discrimination

Implication
of
equal
legislation for organization

opportunity

Legislation protects employees from

discrimination of different types
Such as;
Direct discrimination
Indirect discrimination

Direct
discrimination
Direct
discrimination
happens when an employer
treats an employee less
favorably than someone
else because of one of the
above reasons. For example,
it
would
be
direct
discrimination if a driving
job was only open to male
applicants.

Indirect discrimination
Indirect discrimination is when a working condition or rule
disadvantages one group of people more than another. For example;
Managers should bring some steps to stop the discrimination at work
and should establish some right of the employees:
rights to a written statement of employment particulars
protection form unlawful deductions from wages
right to paid holiday
the right to join a trade union
limits on your working hours

Managing equal opportunities

managing diversity
To develop equal opportunity

approach there is a paradigm

and that is managing diversity.
To
manage
discrimination
equal opportunity need to
provide. Diversity in workforce
will
be
helpful
for
an
organization
and
proper
management of that diversity
also need extra effort.

and

Equal Opportunity
Sports and physical activity are

of benefit to individual and

society.
Equality of opportunity means
that all individuals have
the
same chance to participate
Inequality of opportunities exists
for some groups of people
because of a number of barriers
Lack of personal resources
Self discrimination
Group or peer pressure.

Managing Diversity
Managing diversity is defined

has
the
planning
and
implementing Organizational
system and practices to
manage people so that the
potential
advantages
of
diversity are maximized while
its potential disadvantages
are minimized.

Managing Diversity
Diversity workforce has become a reality

as more and more firms move from

domestic strategies as truly global firms. It
is co-existence of people from various
social cultural backgrounds within the
company. The company need to:
Complete reshape the organization to
accommodate broader viewpoint
Learn from people they serve.
Enable
employees
from
different
backgrounds to pursue their career with
freedom
Redefine their missions and practices to
meet the needs of diverse
body of
individuals.

Managing equal opportunities

managing diversity

and

Aspect

Managing equal
opportunity

Managing diversity

Factors

External

Internal

Knowledge

Narrower

Wilder

Main
concerns

Method

Outcome

Focus point

Group discrimination

Individual differences

Considered
situation

Solve a problem

Assets or beneficial

Approach
structure

Operational

Strategic

Suggestion
for Effort

Assimilation

Mainstream adaptation

Thank you very much for our

presentation