HRM533 Current Issue Report On Workplace Discrimination PDF

Preview

Summary

HRM533 INTRODUCTION TO HUMAN RESOURCE MANAGEMENTGROUP ASSIGNMENT 1CURRENT ISSUE REPORT: WORKPLACE DISCRIMINATIONNAME STUDENT ID GROUPNUR KHAIRUNNISABINTI KAMARIZAN2021125913 JBA2522APUTERI NURSYAQILAHBINTI MEGAT AZIZI2021889434 JBA2522AUMMI SYAFIQAH BINTIRADZMAN2021125989 JBA2522ALECTURER’S NAME : D...

Description

HRM533 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

GROUP ASSIGNMENT 1 CURRENT ISSUE REPORT: WORKPLACE DISCRIMINATION

NAME

STUDENT ID

GROUP

NUR KHAIRUNNISA

2021125913

JBA2522A

2021889434

JBA2522A

2021125989

JBA2522A

BINTI KAMARIZAN PUTERI NURSYAQILAH BINTI MEGAT AZIZI UMMI SYAFIQAH BINTI RADZMAN

LECTURER’S NAME : DR NUR AMALINA BINTI AZIZ

DATE OF SUBMISSION : 8th DECEMBER 2021

INTRODUCTION Workplace discrimination has recently emerged as a major issue in human resource management. Discrimination violates people's equal rights. It raises employment barriers and jeopardises people's right to full workplace participation. As a result, people are denied jobs, limited to specific occupations, paid less, and denied advancement and advancement. Despite Malaysia's extensive use of administrative tools, this issue frequently arises at the managerial level. According to Article 8(2) of the Federal Constitutions, which was amended in 2001 to prohibit segregation against Malaysians based on religion, race, place of birth, or gender in any law or in the appointment to any office or employment under a public authority, or in the administration of any law relating to the acquisition, holding, or disposition of any property, or in the establishment or carrying on of any trade, business, or profession (Gender and Land Rights Database).

CURRENT ISSUE Discrimination is when a specific individual earns an unfair value based on the traits or groups that the individual represents. This stigmatising attitude is prevalent in communities that enjoy mixing up and correlating people. Recruiting, promoting, rewarding, and terminating employees are all forms of workplace discrimination. Discrimination undoubtedly focuses on treating employees unjustly, but it may also allude to treating other employees or job seekers better than a particular employee. It can also arise when an employer's recruiting methods merely replicate or worsen already held stereotypes. A. Gender Discrimination Discrimination against women is alluded to as gender inequality. Any favoritism, importance or exclusion made on the basis of an employee's gender or sex is classified as gender discrimination. When a company goes bust continue providing equal opportunity to its employees, is thus known as gender discrimination. It occurs when an individual is treated unfairly and unjustifiably in terms of economic development because of his or her gender. B. Dress Code Discrimination Employers are accountable for devising the dress code, which would be a set of norms made by a company to aid in providing adequate training to its employees on ethical wear. Not only can an appropriate dress code protect employees from discrimination, but each employee's obligation in adhering to the dress code is crucial in forming a positive culture and a safe working environment. Employers have the right to adopt and enforce a dress code in their workplace and they may be mandated to do so by legislation. Employers must ensure that their dress code doesn't always discriminate against authorities.

HOW DOES IT AFFECT THE HUMAN CAPITAL/ ORGANIZATION AND SOCIETY?

Human Capital Human capital is the economic value of a worker's experience and skills. Education, training, intelligence, skills, health and other qualities valued by employers such as loyalty and punctuality are examples of human capital assets (Will Kenton, 2020). Discrimination in the workplace causes psychological harms that can undermine their self-esteem and career goals. It also has an impact on the job satisfaction of all employees, not just those who face discrimination. Candidates should be given promotions, bonuses, and benefits based on their qualifications and performance on the job. When an employee sees promotions being given based on gender, race, age, or other discriminatory factors on a regular basis, his motivation to advance within the organisation or perform to the best of his ability suffers (Benjamin,2021).

Organization The act of discrimination in an organization can actually bring a harm to the organization as a whole. It does not only impact the victim, the company may suffer a great loss if the prejudice continues. For example, if an individual feels like they received mistreatment in the company, they might end up resigning. This will affect the company financially as it needs to find and train new employees. The company also face intangible asset loss, when it lose a talented person in the company due to discrimination (Understanding the Effects of Workplace Discrimination | The Devadoss Law Firm, PLLC | Dallas, n.d.). The effect of discrimination in the organization are rather sizeable and long lasting as it impact just not the whole organization but the economy too. Excluding talented individuals from an organization may prevent optimal allocated opportunities for the business. The higher the position of the person that is excluded from the company, the bigger the losses for the business, as the business efficiency will be decreasing, the stock prices and the profitability will be affected. The negative effect might lasted at least a decade on the economy because of the discriminatory purge (Huber, 2020).

Society Gender, sex or ethnicity and other traits continue to be used to draw contrast that should not influence on people's successes or well-being. One method of gauging bias is to ask people if they've been treated unfairly because of their identification. Members of racial or ethnic minorities think they are victimized on a daily basis in numerous countries. Morale can disintegrate, causing society to become enraged because people's perspectives are skewed towards specific groups. For instance, sentiments towards migrants usually become more hostile during times of economic difficulty or after large waves of immigration. Migrants taking jobs from natives or committing illegal activities, for example, are among the most popular misunderstandings that fuel anti-immigrant sentiment. Societies are still growing. The national context on the other hand has the greatest impact on prejudiced views. A country's institutions, history and values are greater predictors of tolerance and respect for others than an individual's level of education or occupation.

RECOMMENDATIONS 1. Span A Wide Variety of Racially Biased Behavior Discrimination is not limited to racial issues. It may also include issues such as religion, gender, age and citizenship to name a few. The policy should cover a wide range of potentially discriminatory acts. One anti-discrimination policy statement reads, it is the goal of our organisation to establish a secure, healthy work environment devoid of discrimination and harassment against any individual based on race, colour, religion, sex, age, gender, disability or marital status. 2. Remove hiring biases As Human Resources Managers, we must scrutinise our hiring procedures to ensure that there is no discrimination. Hiring is frequently unconsciously prejudiced against candidates with unusual names, gaps in their work history, or foreign credentials. One solution could be blind recruitment. The process of removing a person's name and other identifying information from a resume. Delegating hiring to a panel rather than a single individual may also be advantageous. Hiring managers should also learn how to interpret non-traditional resumes and international credentials (Business Development Bank of Canada). 3. Establish a standardised procedure for handling discrimination complaints. Discrimination issues should not be addressed lightly by the organization. It can actually cause serious harm to the business as the employees lose their trust and faith in the organization in a long term run. Addressing the issues firmly should be one of the important step in preventing discrimination in the workplace. This can be done by consistently confronting the issues fairly according to the same standard. Everyone should be treated fairly regardless of their position in the company. Therefore, it is really important to develop a firm and standardised procedure for handling discrimination complaints that is fit to the company’s size, structure, and resources (Boyd, 2021).

CONCLUSIONS Discrimination are common global issues in a workplace. It has become a major concern in human resource management. Discriminatory behaviour in an organization usually happens when either the employer or the employee itself refuse to accept diversity and inclusion in the workplace. Discrimination can be described as an unfair treatment towards a specific person based on their personality that they presents. There are several current issues that are most commonly happen in an organization which is gender discrimination and dress code discrimination. Gender discrimination is the fondness or banning made on the specific employee’s gender or sex. On the other hand, dress code discrimination happens when employer put restriction on the employee clothing requirements which discriminate against particular employees. Next, discrimination can negatively impact the human capital, organization and the society. Discrimination in the workplace imposes psychological harms that can undermine the employee’s self-confidence and career aspiration, this will result in resignation of the employees as they feel victimize. Therefore, the company may suffer financial losses as it has to spend money to find and train a replacement employee. At the larger scale, the societies continue to make distinction based on ethnicity, race, sex or gender and other characteristics that should have no bearing on people’s achievements or on their well-being. There are a few recommendations on how to prevent discrimination in the workplace. First, cover the broad range of potential discriminatory acts. Second, discrimination can be prevented by removing hiring biases. Hiring is often unconsciously biased against candidates that have unique names, take a break in their work history or comes from a foreign country. Blind recruitment could be one solution. Lastly, establish a standardised procedure for handling discrimination complaints. An organization should treat everyone fairly according to the same standards according to the company’s size, structure and resources.

REFERENCES Benjamin, T. (n.d.). The Ways Discrimination Negatively Affects Businesses. Small Business Chron.com. Retrieved November 30, 2021, from https://smallbusiness.chron.com/ways-discrimination-negatively-affects-businesses-3692 5.html Benstead, S., & Sands, L. (2018, June 19). What is discrimination in the workplace? Breathe. Retrieved December 9, 2021, from https://www.breathehr.com/en-gb/blog/topic/business-process/what-is-discrimination-in-t he-workplace Boyd, L. (2021, July 7). How to Prevent Workplace Discrimination | Human Resources. LBMC. Retrieved December 6, 2021, from https://www.lbmc.com/blog/how-to-prevent-workplace-discrimination/ Business Development Bank of Canada. (n.d.). How to eliminate discrimination from your workplace. BDC. Retrieved November 30, 2021, from https://www.bdc.ca/en/articles-tools/employees/manage/how-eliminate-discrimination-fro m-your-workplace Gender and Land Rights Database. (n.d.). Rights entrenched in the Constitution | Gender and Land Rights Database. Rights entrenched in the Constitution | Gender and Land Rights Database | Food and Agriculture Organization of the United Nations. Retrieved November 30, 2021, from https://www.fao.org/gender-landrights-database/country-profiles/countries-list/national-le gal-framework/rights-entrenched-in-the-constitution/en/?country_iso3=MYS

Huber, K. (2020, July 15). How Discrimination Harms the Economy and Business. Chicago Booth. Retrieved December 6, 2021, from https://www.chicagobooth.edu/review/how-discrimination-harms-economy-and-business Understanding the effects of workplace discrimination | The Devadoss Law Firm, PLLC | Dallas. (n.d.). Devadoss Law Firm. Retrieved December 6, 2021, from https://www.fedemploymentlaw.com/articles/understanding-the-effects-of-workplace-dis crimination/ Will Kenton. (2020, September 4). Human Capital Definition - Economy. Investopedia. Retrieved November 30, 2021, from https://www.investopedia.com/terms/h/humancapital.asp...