MGMT402 U 5 DB2 - Research Paper Example

Discrimination in the Workplace al Affiliation) Introduction Statistical theory occurs when workers use observable characteristics among themselves to make inferences about attributes of fellow work mates relevant to a particular transaction but difficult to observe. This means that without full knowledge about different worker, a rational employer would make recruitment decisions centered on their information of the applicant’s entire group.DiscussionStatistical discrimination is a bias that is based on numbers gathered from data collected in areas of statistics like schools and birth rates.

It is not centered on an individual’s viewpoint. When a person uses this information to judge an individual based on the analysis of the group’s information, then it can be called statistical discrimination. Unconscious bias takes place when an employer takes perceived notions about a specific group of people and makes use of the notions to influence decisions. These two sorts of discrimination show similarity in that they are both involuntary means of discrimination. Statistical information is presumed to be factual, but they should not be used as determinants of hiring practices.

The information used in unconscious bias in the society is in the form of societal influences and personal experiences (Delahaunty, &Foote, 2011).Both theories do not support the need for antidiscrimination laws and policies. This is because they are based on assumptions that discrimination is a function of psychological processes. The support of antidiscrimination laws and policies requires the defense of the principles that are normative and which justify the application of the laws to the forms of discrimination.

The law has raised standards aimed at the elimination of discrimination at work (Delahaunty, &Foote, 2011). This has created an impact towards reduction of discrimination determined by psychological processes. New antidiscrimination laws have provided an attitude in the minds of both employers and employees. The distance in power at the workplace instills fear of the minority groups who fear losing their jobs, hence do not report any form of discrimination. Antidiscrimination laws based on religious beliefs are not relevant to the current times.

The laws provide that certain members should not attend work on certain days for them to worship. Most of the employees take advantage of their employers, in that, they neither attend work nor attend worship meetings. Most of the employees use their time to unwind. Current exemptions for such employees based on religion are arbitrary and outdated. Nobody should be above the law, not even religious bodies. Most of the religious bodies are given a free discrimination license (Delahaunty, &Foote, 2011).

Additional antidiscrimination legislation is necessary in the workplace. This is due to constant changes in the legislation, code of conduct, and regulation of employees in the workplace. For instance, industrial relations legislation has led to the emergence of discrimination issues in the workplace. Workplace rights and biased dismissals in the workplace should be covered by effective laws and policies. The policies that govern various institutions should be based on optimal employment practices.

The organizations should meet minimum obligations required by new systems in industrial relations. Conclusion Discrimination at the workplace has been an emerging issue in current times. The systems created to reduce the impact of discrimination in the workplace should be investigated. Anti-discrimination policies should be protected by the governed and they should be implemented. Good policies and laws define what constitutes discrimination in the workplace.

A relevant antidiscrimination system should ensure a well-defined reporting mechanism (Delahaunty, &Foote, 2011). This mechanism should be focused on assisting discriminated employees in bringing out their cases, while their employment is secure. The workplace should be free from discrimination. ReferenceDelahunty, J., & Foote, W. (2011). Evaluation for workplace discrimination and harassment. Oxford: Oxford University Press.