Discrimination in Business Management


in daily unfolding around the world, workplace discrimination is the unfortunate reality the unveils itself to hundreds of working class. Therefore, the best and appropriate actions should be taken.

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Discrimination is characterized by many deeds of unfairness and injustices. Women are mostly discriminated segment in society propelled by sexual oriental gap increasing speedily on the past recent racial discrimination appears to be on the increase, religious-based, age-based discrimination, Disability and HIV/AIDS discrimination thus the people section which is faced with discrimination experience a persistent equality gap which separates the discriminated against those that other people enjoying anti-discrimination conditions. Therefore, this needs to be tackled because increases socio-economic damages to individuals and our society, in this sense this research paper took at the approaches, effects, and challenges in tackling workplace discrimination.


Business Management is the aspect of influencing people to help in accomplishing the goals and objectives of the organization in business operation.

Business Management involves the planning, organizing, guiding of the organization’s employees and the activities surrounding these aspects (Robert L., Adrien Collela, 2005, p. 45). Therefore, the business manager performs the role of managing the business in the related domains. The Manager also is in charge of managing the business human resource normally the employees.

The major challenge to a manager is discrimination. Discrimination occurs in many working plans today in some ways some noticed and others unnoticed. This does not mean that discrimination is justified. Discrimination in today’s era is unlawful, such that one should not be discriminated against on the ground of age, race, disability, gender, or religious beliefs (Peter Suser, 2005, p. 332). There are many forms of discrimination at workplaces. These range from age discrimination at work, religious belief, sex or gender, sexual orientation, disability, unfair recruitment procedures, workplace disciplinary, dismissal from work.

Forms of discrimination at workplaces

In this regard, workplace discrimination occurs when the suffers from unjustified and unfavorable treatment regarding work due to personal attributes as race, gender, age, national orientation, or form other legally protected entity in the labor laws. These can be done by the employer or amongst the employees themselves to others

(Raymond Gregory, 2001, p. 190). The law, however, protects and prohibits discrimination in the workplace is in many aspects. Such aspects include recruiting, compensation, dismissal hiring, promotion policies, and work evaluation. In doing so the law protects the citizen against discrimination whereby it minimizes the level and extent of discrimination (Peter Suser, 2005, p. 307). When persons are discriminated it eliminates the possibility of fair and just access to employment opportunities by all workers. Most likely discrimination occurs on the ground of a present protected characteristic and not basing on work performance.

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The major types of workplace discrimination are sexually oriented and racial-related. However, their other forms which are not promiscuous and usually go unnoticed.

These can be in terms of experience discrimination. Experience form of discrimination works hard in hand and goes together with ageism.

For instance to demonstrate this well, where an employer needs human resources in the organization he places an advert (Barbara Kate, 2007, p. 14). Most adverts are restrictive and discriminative such that when one has less experience when is young because one cannot hold the position of authority and responsibility while when old has too much experienced and not the best choice for an employer for a long-term investment. this illogical and of no standard value criterion used by employers is not only discriminative but also exploitative.

Since all including him/her have passed through the same at age is not a guarantee for performance. Because anyone can do the job and you have the technical know-how in what is important although the age adds to certain roles (Paul Karasik, 2004, p. 98). But the main issue should be what you can do and not what you have done in the past withstanding to determine present productivity.

There is job role discrimination that takes into account the insight that roles are assigned to individuals on basis of which ones are important and less important.

However, it should be noted that those who are less important are much vital than others in an organization because they all make the system works and deliver. For instance marketing department relies on the financial department and it relies on supportive functionalities of all in the organization.

Sexual harassment is another dominant form of discrimination at workplaces for both young women and men. But in most cases, the balance tends to overlie to women. Like the saying when you want to raise through ranks you must know how to make a bed. Women workers are constantly harassed by their employers or seniority trend in hierarchical organizational structures (Justine Longernecker, 2006, p. 453). This form of harassment is closely followed by the racial one which is done through segregating at workplace basing on mostly color, race, country of origin of someone because of his personality is segregated and treated unfairly against to clauses that are protected by the law.

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Effects of discrimination in the workplace and some ways of controlling.

Discrimination has many effects on the business in key areas of the organizational culture such that it affects the work attitudes and behavior negatively in that the job performance would not be up to date. The worst-hit area is the section of job satisfaction and the employee’s commitment towards the organization in that the feeling of the employee for his/her organization is affected and this lowers the confidence employees has in the organization which in turn affects the overall performance in the organization have the low output per unit production (Adrian Furnham, 2005, p. 106),.

Affects the interpersonal relationship at the workplace and therefore can hinder teamwork cooperation and the yield or the targets of the various task force may not be met. Interpersonal relation also affects the pro-social behavior such as when one employee cannot freely and voluntarily help others work to finish up their project, giving helpful advice to the workers and feedback giving may not be effective.

Usually, the employees feel unsecured as they perceive that their job is not guaranteed. This results in sudden events of high staff turnover since they opt to move to another work station then stay with uncertainty where they are discriminated against and assumes that the dismissal is the only uncovering event that is bound to happen to their careers and profession rather than prosperity (Raymond Gregory, 2001, p. 90). This translates to a high cost of personnel recruitment and renders it difficult in planning the budget for the process hence affecting the company’s stability in performance in its intended units and the business market as a whole.

The discrimination perception to the workers creates low morale to work and the workers cannot have the conducive mental atmosphere to fully capitalize on their potentials to be innovative and creative therefore hinders advancement and growth of the organization because development comes as a result of collective roles and responsible management practices.

Discrimination can be controlled by the use of some approaches and practices by the manager (Robert L., Adrien Collela, 2005, p. 85). The manager should pay attention to the smallest of minor hind of discrimination that manifests itself in the company. This can incorporate any kind of discrimination behavior. The manager also can manage discrimination by eliminating the element of favor ism in your management roles. Such that should appear concerned for all, all benefits or picks would be available to all employees to benefit. It will be wise and recommendable for the manager to operate personal belief from interfering with work philosophies. Such individual or personal philosophies regarding gender, race, sex, age should not at any time be integrated at the workplace when dispensing duties.

The organizations should put in place mechanisms that make sure the “slip of the tongue” is monitored. Firstly by the manager himself being careful with remarks, he makes such as off-the cliff remarks which can arouse a bad feeling (Barbara Kate, 2007, p. 154). This insists on the fact that he/she should be considerate in statements to make, educate managerial and employees how to conduct themselves at a similar level.

This does not mean to be afraid but rather be themselves in the workplace, be sensitive, careful, and acknowledgeable about what to say to others. in the work environment, discrimination always occurs, and therefore, the manager should respond quickly enough before the situation worsens.

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This ensures that you handle a problem that is arising within the fastest time possible and establish principles for the work environment.

Through education, the manager is equipped with relevant information on the rates and progress of the matters regarding discrimination. Therefore, these increase the knowledge capacity on the issues. After having the wealth of knowledge about discrimination from books, newspapers, Journals then the manager should design, formalize the policy and consequences at the workplace, therefore, making it a serious and practical approach (Adrian Furnham, 2005, p. 176),. Since the issue does not lie with the policy but dispensability of the policy to bring about desired effects. No members will take the anti-discrimination matter and the policy seriously if it’s not producing tangible effects with evident procedural steps.

In conclusion, discrimination is an unfortunate occurrence to many workers in today’s world. Therefore there is a need to have it continued because business operations will continue to experience any losses accounted from mismanagement of Human resources. For instance, these adverse effects such as high staff turnover to affect the organization significantly. The manager, therefore, has to develop practical and effective approaches to tackle the challenge with the guiding principle being most personality attributes of individuals but the performance of an individual to threaten particular work or job description. Because it should not be taken as a person is just employed but in poor working conditions and the environment, the work environment should be addressed properly rather than assuming it’s just a job. However, discrimination also pose threat and great danger to employees in various workplaces, especially to their physical health. Such results in stress and depression which affects the worker’s output and the overall organization operation since a worker is a unit in the organization system.


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Raymond Gregory, (2001, The sage handbook on the organizational studies; London, SAGE.

Jeffrey Melon, (1995), Aids and law of work place discrimination; Michigan, west view press.

Paul Karasik, (2004), How to make it big in business seminars; New York, Mc Graw-hill professional.

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