• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Discrimination in the workforce

Extracts from this document...

Introduction

Discrimination in the Workforce In this essay I will be discussing issues of discrimination especially sex discrimination and how it affects women in an organisation. Case studies will be used to show how discrimination occurs at work and each example will be analysed and evaluated using the consequentialist and non consequentialist approach which includes Kantianism. Immanuel Kant suggested (2001, pg 44, 6) that "treat people as ends, never as means". Discrimination is defined as unfair treatment of an individual or groups of people on the grounds of race, religion, sex, disability or age. McEwan states (2001, page 199, 8) "discrimination is regarded as unethical because it violates human dignity and autonomy and often leads to the withdrawal of rights that should be available to all members of society". Corporate social responsibility is an important issue within the firm and therefore it is stated that all the stakeholders should be treated ethically in a social responsible manner. Milton Friedman however states (2001, Pg 328, 8) that "the company's sole responsibility is profit maximization"; this can affect the perception of how stakeholders are treated. Ethics can therefore be an important tool which can determine values, trust and establish codes and standards which deal with right and wrong business behaviour. One form of discrimination that does take place within a firm is sex discrimination this is a serious issue that still takes place in today's society. It is a subject which engages the public's attention and opens ground to many controversies. ...read more.

Middle

Therefore as stated by Freeman's Stakeholder (2001, page 328 to 329, 8) theory narrow definition stakeholders should be treated fairly and the doctrine of fair contracts should be employed, with the rules of 'veil of ignorance' being followed. Therefore other directors should have a duty of care towards stakeholders including women executives. Aristotle (2001, page 27, 7) believed that "everyone can learn how to behave from experience and that we become moral by working at it". Sexual abuse and harassment is the second main issue of sex discrimination, Taylor defines sexual abuse and harassment as (2001, page 209, 8) "any interaction between two or more individuals with sexual implications or overtones in which at least one of the individuals involved is a devalued person. However there must also be a distinction between the perpetrator(s) and victim(s), which indicates that the interaction is neither solicited nor wanted by the victim(s)". Many ethical issues are raised as the victim is seriously affected and their right and values are degraded by such harassment. An article from (2003, The Guardian, 11) which has shown an individual who was affected by such sexual abuse as directors allegedly drove her close to a nervous breakdown. Men on board of the Healthcare recruitment company: Match Group sent her sexually explicit e-mails, "treated her with a mixture of ridicule and contempt". Two other city investors appointed a new chairman also treated women as "sex objects". She was later unfairly dismissed because they "did not like working with a woman". ...read more.

Conclusion

The rethinking of the firm's policies with staff training allowed staff to have understood the meaning of equality and allowing other minorities to work together on the shop floor and not be discriminated because of the colour of their skin. The balance of the workforce was restored and customers from other backgrounds shopped there more. This signifies the Kantian belief that humans should have more respect within the workforce no matter the colour of their skin. They should have equal rights during recruitment and the duty to make changes to ensure that the ends are better. Contract Compliance is a policy which tackles unfairness by discriminating in favour of enterprises which accomplish equal opportunity targets that show contemplation of equality during employment and recruitment selection.(2003, Government Website, 12) The Equal Opportunities Commission and The Commission for Racial Equality were established to promote and maintain equality opportunity within the workplace and as part of this responsibility; they produce codes of practice which provide guidelines to employers and employees on the meaning of the legislation. It ensures the compliance of the law, The Sex Discrimination Act (1975) Equal Pay Act (1974) and many other acts are broken up into certain segments which provide the employers and employees the protection within the organisation. (2003, Government Website, 11). In conclusion the examples shown in this essay provide evidence how discrimination affects an individual or a group of individuals within a workforce. Unethical behaviour carried out by organisations affects individuals greatly and therefore they believe that their basic human rights have been breached and by taking organisations to court also shows the public how companies operate therefore companies are liable to pay compensation and readdress the shareholders grievances. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our University Degree Employment Law section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related University Degree Employment Law essays

  1. Marked by a teacher

    Critically assess how effective employment law is as a means of altering social attitudes.

    4 star(s)

    As opposed to, annual returns to the EOC on a prescribed form.58 Sanctions for failure to conduct a periodic review or to attain reasonable goals could include legal bars, fines, or a possible name and shame penalty as Australian legislation permits.59 Legislation that came in over a quarter of a

  2. I will be looking at the issue of disability discrimination in employment. I will ...

    to the stated or supposed purpose of Parliament, but with thought to the ordinary and natural interpretation of the words. To understand the different aspects of disability, two models have been created as mentioned above; these are the social model and the medical model.

  1. In this issue of "what rights" we will be looking at the position of ...

    A reward scheme is being introduced to reward employers who act on their pay reviews There are also asking for naming and shaming cpmanies SHOULD THE LAW BE CHANGED? The law should be changed, the legislation available today is not adequate.

  2. Selwyn states that it is difficult to categorise working individuals because of the complexity ...

    The workers had no duty to give notice, and they employers had no duty to provide work. However, despite similar circumstances, in Nethermere v Taverna & Gardiner16 it was held that there was sufficient mutuality of obligation. Explaining, Stephenson LJ stated "There must, in my judgement, be an irreducible minimum

  1. Sexual Harassment Law

    Clearly then there is a 'failure of congruence' - the tribunal mechanism is not usually used. It is difficult to draw conclusions. This essay is confined to consideration of the course material provided. The law changed in 2001 (when the new EU code of practice and burden of proof amendment commenced)

  2. Free essay

    Labour Law - Unfair dismissal

    of unfair dismissal, and discuss the reasons behind their introduction and the reasons for their proposed repeal. (50% of the marks) Statutory disciplinary and grievance procedures are a significant factor in employment, and contribute in solving the majority of workplace disputes.

  1. Sex Discrimination in Ireland - Pregnancy

    In asking questions ... as to her children [the employer] obviously did not put [the applicant] at her ease. It is clear that any reasonable interviewee would infer from the questions/statements made by [the employer] that they were being asked to demonstrate that their responsibility to their children would not

  2. Data Protection

    then the information obtained about him should have been kept on the system and when the police staff had to 'weed' details and discard all statements related to Huntley, they should have retained them as a valuable source of information in order for a clear character reference which would be

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work