Avoiding Discrimination
Discrimination on the basis of race, religion, gender, sexual orientation, disability, age, or national origin is illegal in many countries, but it remains a contentious problem, especially in the context of the mass migration of people in the 21st century. The best way to deal with discrimination is to be proactive by encouraging knowledge and promoting diversity, rather than relying on legal mechanisms.
Defining discrimination
Giving one person worse treatment than another owing to their color, ethnicity, sex, age, political allegiance, or other attributes is called direct discrimination. Indirect discrimination involves apparently treating everyone equally, but in a manner that results in unfairness to a specific group of people. An example is failing to provide wheelchair ramps in an office, so excluding people with disabilities from the workplace. In many countries, it is unlawful to discriminate even if that was not your intention; for example, providing conditions that favor male employees over female may be against the law.
The role of the law
Most lawsuits brought by employees against their employers relate to some form of discrimination. However, the law has proved not to be a very effective weapon against discrimination. Employees do not often win such cases, partly because they are hard to prove, and may indeed end up worse off, without a job and without good references. Decades of anti-discrimination actions in the courts have had, at best, a moderate impact on the diversity of executives and senior managers, especially in the private sector.
Managing diversity
Perhaps the best way to combat the ethical risks associated with discrimination is actively to manage diversity. Many companies are implementing affirmative action hiring programs. These help corporations recruit employees from a wide variety of backgrounds. The employees have a better understanding of the needs of an increasingly diverse customer and stakeholder base, and many such programs have a positive effect not only on ethical management, but on company performance and profits.
Reduce workplace discrimination
Write an antidiscrimination policy consistent with local law and distribute this to all employees.
Provide training on diversity awareness; knowledge will prevent abuses.
Set up a structure through which instances of discrimination may be reported.
Take all complaints of discrimination seriously, and give the job of investigating to an impartial, senior staff member.
Carefully make and keep written records of all investigations.
Do not discourage employees from seeking help from outside agencies.
TIP
Avoid the danger of religious discrimination by keeping a calendar of the main festivals throughout the year. Don’t schedule important meetings or training during festivals.