Workplace Discrimination: Types, Impacts, and Solutions

Introduction

Workplace discrimination can be understood as an inappropriate, unjustifiable treatment towards a person or a group of people in the workplace. Such undesirable treatment is more often based on people's race, ethnicity, age, marital status, sex, or other identifying characteristics (Australian Human Rights Commission, n.d.). Workplace discrimination can manifest as a denial of particular civil liberties, neglectful treatment, the deliberate undervaluing of an employee's character, or the dismissal of their work outcomes and achievements. Discrimination is carried out not only by employers but also by fellow employees, peers, and other superiors. Although often less blatant than in previous eras, workplace discrimination continues to proliferate across organizations on a global level. Fittingly regarded as modern discrimination, discriminatory behavior today is frequently characterized by subtle and covert behaviors that slip below regulations and organizational guidelines (Marchiondo et al., 2015).

Types of Discrimination in the Workplace

Several kinds of discrimination can occur within the workplace setting. With globalization and multiculturalism prevailing across the globe, new forms of workplace discrimination have emerged without always being immediately apparent. One of the most prevalent forms of discrimination worldwide has been gender-based discrimination. Irrespective of evolving regulations that promote equality in the workplace, the problem continues, though in more subdued forms (Adja-Kwaku et al., 2013). At present, the female workforce still does not measure up to the male workforce in terms of remuneration, employment rates, and the range of occupations available. According to the Institute for Women's Policy Research (2015), full-time working female employees earn 80 cents on every dollar earned by male employees. In most nations, a glass ceiling persists alongside significant wage disparities.

Another form of discrimination is based on age. In today's workforce, there is a misguided perspective that older employees have had their turn and should step aside to make room for younger workers. Age discrimination in the workplace occurs when one worker is treated differently from another owing to their age. This problem has prompted legislation prohibiting the discrimination of employees over the age of 40. Ethnic and racial discrimination is also widespread. In the Americas and Europe, for example, discrimination can center on race — with African Americans receiving fewer work opportunities compared to white workers. In regions such as Africa, there are many instances of ethnic discrimination in which individuals favor members of their own ethnic community (Darity Jr. and Mason, 2004). Additional forms of discrimination are based on sexual orientation, involving the harassment or mistreatment of a person because of their sexual preferences. In recent years, as laws protecting sexual orientation have been enacted, discrimination against members of the LGBT community has come under greater scrutiny, even as it continues to persist in workplaces around the world (International Labor Organization, 2016).

Impact and Implications for Organizations

Poor Work Environment

One of the major adverse effects of workplace discrimination is the hostile working environment it creates. The 21st-century workplace is progressively becoming multicultural, and incidents of discrimination discourage and depress not only the victim but also a substantial number of employees who identify with the victim's group. This gives rise to a workplace culture of distrust, guardedness, resentment, aggression, and hostility among personnel. Employees may form cliques, which undermines unity. All of these developments propagate negative atmospheres and damage working relationships — particularly the free flow of communication and cooperation — thereby hindering the smooth functioning of the organization. Research has indicated that workplace discrimination leads to low job satisfaction (Scheid, 2010), which in turn affects overall outcomes.

Loss of Work Concentration and Productivity

Another adverse impact of workplace discrimination involves the loss of focus, concentration, and productive time. Discrimination within the workplace not only diminishes the concentration of the individual facing discrimination, but also diverts attention from organizational activities that need to be prioritized. The considerable amount of time and company resources spent deliberating on discrimination, debating it, and executing counteractive measures could be better directed toward core organizational activities (Scheid, 2010). Furthermore, discriminatory behavior progressively degrades the work environment, generating a climate in which personnel feel undervalued and demeaned. This causes employees not only to feel unappreciated but also to lose the motivation to perform their best work. The result is a breakdown of employee collaboration that diminishes both individual and organizational productivity (Williams, 2016).

High Turnover

As noted above, workplace discrimination causes employees to feel undervalued, leading to very low job satisfaction. Personnel who perceive the work atmosphere as one that tolerates unfair treatment will most likely choose to leave the organization at the earliest opportunity. Moreover, if discrimination is prevalent and pervasive within the organization, employees may come to view it as deeply entrenched in the organizational culture — something they are unable to change. In such cases, they may not even attempt to make their circumstances work. Rather, they may begin pursuing other opportunities immediately, generating a pattern of frequent staff turnover. This high turnover erodes organizational experience and makes it difficult to keep pace with constant hiring and training demands. In addition, the financial outlay required to recruit, employ, and train new personnel can place a considerable strain on the company's financial position (Williams, 2016).

Lawsuits and Legal Action

Workplace discrimination constitutes a direct violation of federal and state laws across the globe. In the United States, for instance, Title VII of the Civil Rights Act prohibits discrimination in the terms of employment based on color, sex, race, national origin, religion, and age. Discrimination against individuals with disabilities is also prohibited; under the Americans with Disabilities Act (ADA), employers are obligated to make reasonable accommodations to enable disabled persons to access buildings and workplace functions. Under the Family and Medical Leave Act (FMLA), employers are not permitted to discriminate against personnel who take leave for personal or family medical needs. Globally, numerous other federal and state laws challenge workplace discrimination, and companies are expected to establish workplace policies that prohibit it. Failure to develop and enforce these policies — or to prevent incidents of workplace discrimination — can result in employees filing discrimination lawsuits against the organization (Scheid, 2010).

Poor Company Image

Workplace discrimination tends to have a detrimental impact on a company's image and reputation. When dissatisfied and disgruntled employees leave in search of better opportunities, negative word spreads quickly and widely, harming the organization's standing. This can adversely affect consumer behavior, as customers who sympathize with discrimination victims may choose to avoid the company's products and services. In the long run, this can negatively impact the organization's revenue and profit (Scheid, 2010).

Conclusion

According to the International Labor Organization (2016), discrimination continues to be a common and prevalent issue in the workplace environment. Whereas some of the more flagrant kinds of discrimination may have faded, several continue to exist and others have assumed new or less perceptible forms. Globalization, combined with the redrawing of state borders and mounting economic difficulties and inequalities, has exacerbated racial intolerance and religious discrimination (International Labor Organization, 2016). Workplace discrimination not only adversely affects those who experience it directly, but can also be deeply damaging to the organization as a whole. Organizations may find it difficult to retain personnel, and those who remain may be largely dissatisfied with their jobs and unable to trust their colleagues or management. Moreover, organizations whose working environments permit discrimination may face severe financial losses and legal action (Williams, 2016).

Addressing workplace discrimination is not the sole responsibility of leaders or managers — it is the responsibility of every individual. Nurturing a culture that embraces fairness and impartiality for all requires education, organizational and community leadership, and active community engagement through dialogue, the provision of information, and the protection of civil liberties. Every person must be willing to raise their voice against workplace discrimination, even when doing so is uncomfortable or socially unwelcome. Ultimately, it is only by confronting discrimination at every level that we can build a truly inclusive and respectful community.

References

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Australian Human Rights Commission. (n.d.). Workplace discrimination, harassment and bullying. Retrieved from https://www.humanrights.gov.au/employers/good-practice-good-business-factsheets/workplace-discrimination-harassment-and-bullying

Darity Jr., W. A., & Mason, P. L. (2004). Evidence on discrimination in employment: Codes of color, codes of gender. In African-American urban experience: Perspectives from the colonial period to the present (pp. 156–186). Palgrave Macmillan.

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Marchiondo, L., Ran, S., & Cortina, L. (2015). Modern discrimination. In The Oxford handbook of workplace discrimination.

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Williams, E. (2016). The effects of discrimination in the workplace. The Nest. Retrieved from http://woman.thenest.com/effects-discrimination-workplace-2514.html