Preventing Workplace Discrimination

Preventing Workplace Discrimination

The relevance of enhancing equality at the workplace cannot be overstated. It is important to note, from the onset, that discrimination at the workplace could assume various forms. These include, but they are not limited to, discrimination on the basis of religion, gender, race, handicap or impairment, or some other disposition. This text concerns itself with the prevention of workplace discrimination.

What are some of the measures a company may take to reasonably accommodate people with disabilities, or those with a known drug abuse problem?

To begin with, a company should have in place a policy that adheres to both the letter and spirit of Title VII. Preferably, the copies of the said company discrimination policy or manual ought to be distributed across the organization. As it has been pointed out in the simulation, as per the provisions of Title VII, the company should ensure that no hiring or firing decision is made on the basis of race, sex, color, or nationality. This could be achieved by having in place guidelines that enhance equality during recruitment, selection, and even dismissal. There is also need to create an environment that is hostile towards the preferential treatment of individuals on the basis of the factors mentioned above. One of the provisions of Title VII, as has been pointed out in the simulation, clearly prohibits discrimination in diverse workplace settings, including training and apprenticeship undertakings. The company also has to ensure that it adheres to the various guidelines prescribed by EEOC. This is particularly the case when it comes to the placement of advertisements and during the selection process.

On employees with known drug abuse problems, the company ought to be accommodative by embracing those with drug addiction histories (but are currently undergoing rehabilitation or who no longer abuse drugs). The Americans With Disabilities Act, according to Werner and DeSimone (2011, p. 383) prohibits the discrimination of individuals on the basis of various disabilities, with the definition of disability being extended to cover "individuals who have successfully completed or are currently using a supervised drug rehabilitation program and who are no longer using illegal drugs." Reasonable accommodation undertakings include, but they are not limited to offering self-help programs and allowing time off for medical care.

There is also need for a company to develop a mechanism that makes it easy for employees to report instances of discrimination. In addition to allowing for the prompt review of complaints filed, such a mechanism should also outline disciplinary measures for those found guilty of discriminative practices at the workplace.

Should factors like personality, attitude towards work, and future upward mobility be considered when hiring?

Discrimination, as Price (2011, p. 486) points out, has got to do with "treating an individual or group less favorably on grounds such as disability, race, religion, age, gender or sexual orientation." Nothing under the law prevents a company from hiring individuals on the basis of their personality, attitude towards work, and even projected upward mobility. These factors do not violate EEOC guidelines, with regard to selection procedures. As per EEOC guidelines, and as has been pointed out in the simulation, only those selection procedures that happen to have an adverse impact on not only the hiring but also the promotion of members of certain ethnic groups, race or even sex are considered discriminatory. The above factors have an equal impact on all employees. Further, given the competitive nature of today's marketplace and the need to have a team that has what it takes to take the company to the next level, there is great need to consider factors such as personality and attitude towards work when hiring.