Presentaion(HR) Human Resource Management

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 discriminationReligious discriminationAge discriminationGender discrimination

Racial discriminationDisparate 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 employee’s religious observance unless a hardship can be demonstrated.

Religious DiscriminationReligious 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 DiscriminationSome 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 person’s sex unfairly become a factor when deciding who received a job, promotion, or other employment benefit.

Examples of Gender discrimination at workAn 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 workplaceDiscrimination 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 person’s 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.

Implication of equal opportunities legislation for organizationEqual opportunities is a stipulation that all people should be treated similarly, unhampered by artificial barriers or prejudices. Equal employment opportunities (EEO) is a management and legal issue which aims to render discrimination.

- Ensuring equal salaries, increments and promotional opportunities - Implementing EEO effectively to make sure that the policy is clear to all employees - Create an environment where employees will feel comfortable- Adjusted opportunities to facilitate those who don’t have certain characteristics

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 legislationRight 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 opportunity legislation for organization Legislation protects employees from discrimination of different typesSuch 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 discriminationIndirect 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 and managing diversityTo 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.

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 resourcesSelf discriminationGroup 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 DiversityDiversity 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 and managing diversityAspect 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

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