DISCRIMINATION IN THE WORKPLACE

● It may also be known as employment discrimination

● Discrimination generally exists where an employer treats an applicant or employee less favorably merely because of a person’s race, color, religion,
sex, sexual orientation, gender identity, national origin, or disability.
● It may also occur if an employer disciplines, terminates, or takes unfavorable actions against an employee or job applicant for discussing, disclosing or
asking about pay. Employment discrimination can be against a single person or a group.

EQUAL PAY ACT OF 1963

● The law that prohibits employers from paying different wages to men and women who work under similar conditions and whose jobs require the same
level of skill, effort, and responsibility.

DISCRIMINATION VS HARASSMENT
Discrimination occurs when you are treated differently at work because you belong to a protected class.
HARASSMENT, on the other hand, is unpleasant and unwanted behavior. This could be something that was said or written, or it could be physical
contact.
According to the United States government, harassment may include ridicule, insults, distasteful jokes, physical assault, or threats.

TYPES OF DISCRIMINATION
There are various kinds of workplace discrimination, which generally center around the above protected characteristics.
Here are a few:
1. Race discrimination
2. Pregnancy discrimination
3. LGBTQ+ discrimination

WHAT ARE THE 4 WAYS OF DISCRIMINATION

1. Direct discrimination
- When an individual is treated unfairly or differently from other work colleagues because of a protected characteristic.
2. Indirect discrimination
- When an organisation’s policy or procedure aimed at treating employees equally is less fair to certain individuals with protected characteristics.
3. Workplace harassment
- Where an individual experiences unwanted behaviour linked to a protected characteristic that offends, harms, and creates a toxic working
environment.
- Racial harassment where an employee makes offensive comments about a colleague’s ethnicity is a form of workplace harassment.
4. Victimisation
- The unfair or prejudicial treatment of an individual or individuals following the raising of an official complaint about an organisation.
 - Any individual who suffers workplace discrimination is likely to be negatively impacted in several ways.

EFFECTS OF DISCRIMINATION IN THE WORKPLACE FOR THE COMPANY

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Reduced productivity and lower morale
- It can seriously damage motivation, commitment, and loyalty to a business.
- Employees who experience discrimination are also likely to become dissatisfied and experience a drop in their performance.
(Fun Fact!)
High legal fees and reduced resources
- There is a very real risk that an employee with experience of workplace discrimination could launch a legal case against their employer.
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Reputation damage and high staff turnover
- An individual experiencing discrimination could develop anxiety, stress, and other related health problems. Not only will this affect productivity,
but it could also harm staff retention as unhappy employees are likely to search for another job elsewhere.

EFFECTS OF DISCRIMINATION IN THE WORKPLACE TO A PERSON

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Health concerns
- Unjust treatment can lead to higher stress levels, which in turn can result in more health problems for those personally attacked. When a
person is constantly worried about being discriminated against because of race, religion or gender, he or she may overthink clothing choices,
conversations and every other little thing throughout his or her day.
Morale decline
- When employees feel like they are not being treated fairly, they may start to feel resentful toward the management team and other employees
who benefit from the discrimination. This negative attitude can affect how well the workers perform, which can then affect the overall
performance of a business.

HOW YOU CAN STOP DISCRIMINATION IN THE WORKPLACE

Develop a written policy that defines procedures and rules
- Companies' anti-discrimination policies can vary widely depending on their culture and nature; however, it is important to highlight the
employee's right to work in a professional environment where their skills, abilities, and knowledge are the most important factors in their
success. Your company work policy should have zero tolerance for any form of harassment.
Educate all your workers about discrimination
- Some state laws require employers to conduct anti-discriminatory training programs on a regular basis. It is important to ensure that all
employees are aware of potential discrimination issues in the workplace, have knowledge of your policies and procedures, and know how to
 report the allegation. It is recommended to have separate training for supervisors and managers as they are your first line of defense in
preventing workplace discrimination.
Establish a process for resolving discrimination issues
- Any employee who feels they have been discriminated against or treated negatively should report the issue to Human Resources, their direct
supervisor, manager, or director, and they should feel comfortable and safe when doing so. In these cases, all companies must be consistent in
addressing issues through a fair and reasonable investigation, even if your business is not in legal jeopardy.
Consider more than one option for communication channels
- An important part of the complaint process is providing effective and transparent communication channels. Ideally, have more than one option
for employees to report discrimination, which will ensure that a supervisor cannot hide issues from Human Resources and upper management.
Reduce bias in your hiring process
- Unconscious biases are stereotypes that we unintentionally have learned. They have the ability to affect our behavior and perception of others.
This is an issue that many companies may not have in mind, but a vast body of research shows that the hiring process is biased and unfair.
This can frustrate diversity, recruiting, promotion, and retention efforts. Awareness training is the first step to solving unconscious bias in the
workplace, as it allows employees to recognize that everyone possesses them and to identify their own.
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DISCRIMINATION OF WOMEN
WOMEN'S SUFFRAGE
- During the 19th and early 20th centuries people began to agitate for the right of women to vote.
- In 1893 New Zealand became the first country to give women the right to vote on a national level.
- Today women’s suffrage is a right under the Convention on the Elimination of All Forms of Discrimination Against Women (1979).
- However, despite these developments there are still many places around the world where it is very difficult for women to exercise this right.

REPUBLIC ACT NO. 6725 (PG. 208)

- An Act Strengthening the Prohibition On Discrimination Against Women with Respect to Terms And Conditions of Employment
- Art. 135. Discrimination Prohibited
- It shall be unlawful for any employer to discriminate against any woman employee with respect to terms and conditions of employment solely on
account of her sex.
- The following are acts of discrimination:
a. Payment of a lesser compensation, including wage, salary or other form of remuneration and fringe benefits, to a female employee as against a
male employee, for work of equal value; and
b. Favoring a male employee over a female employee with respect to promotion, training opportunities, study and scholarship grants solely on
account of their sexes.

SEXUAL AND REPRODUCTIVE RIGHTS

 - Every woman and girl has sexual and reproductive rights . This means they are entitled to equal access to health services like contraception and safe
abortions, to choose if, when, and who they marry, and to decide if they want to have children and if so how many, when and with who.
- For example, many women and girls around the world are still unable to access safe and legal abortions.
- Amnesty International is an international non-governmental organisation focused on human rights, with its headquarters in the United Kingdom.

SEXUAL HARASSMENT (P.G 209)

- Women are particularly vulnerable to sexual harassment.
- Sexual harassment includes sexual comments or indicent actions based on sex or gender.
- Here are some sexual harassment or inappropriate gender-related comments and conduct as listed by the Ontario Human Right Commission:
1. gender-related comments about an individual's physical characteristics or mannerisms
2. unwelcome physical contact
3. gender-related verbal abuse, threats, or taunting
4. leering or inappropriate staring
5. rough and vulgar humour or language related to gender

DISCRIMINATION OF OLDER PEOPLE (P.G 209)

- Based on Age Discrimination in Employment Act of 1967, unjust treatment like dismissal or increase in pay that is not based on ability is considered
discrimination.

DISCRIMINATION OF DISABLED PERSONS (P.G 210)

REPUBLIC ACT NO.9442
- An Act Amending Republic Act No. 7277, otherwise known as the Magna Carta for Disabled Persons, and for Other Purposes, unequal or unjust
treatment to people with disability is considered discrimination.
- It is not allowed to discriminate against persons with disability if they are able to perform the designated tasks
- The Convention on the Rights of Persons with Disabilities, enforced in 2008, is about the inclusion and participation of persons with disabilities across
the human rights, development and humanitarian agendas and highlights the rights and empowerment of women and children with disabilities as
groups
- UN High Commissioner Michelle Bachelet emphasized the Convention on the Rights of Persons with Disabilities' importance for the entire human
family, highlighting its role in combating exclusion and segregation.

DISCRIMINATION OF INDIGENOUS PEOPLES (P.G 210)

- Discrimination of indigenous peoples or migrant workers applies when employers do not hire or promote people due to race or ethnic origin
- Sometimes, a lesser-qualified employee is hired or promoted than an employee of another race.
- Racial slurs and stereotypical language are also used to harass them.