ETHICS, DISCRIMINATION AND HARASSMENT @ WORKPLACE
MOD 7
DISCRIMINATION @ WORKPLACE
- A Sociological term
- Unjust/ unfair treatment based on nation, gender, age, religion, color, disability etc
- Resulting in inequality of opportunity and treatment
- Seen in all kinds of work settings.
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Types
- Age discrimination
- Gender
- Racial
- National origin and language
- Religious
- Sexual orientation- homo/hetero/bi-sexual
- Disability
- Pregnancy
- Pay
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Discrimination- for or against
- To some extent desirable
- When certain groups need a 'push' for motivation
- Once grown up comfortably, the treatment can be withdrawn
- However, 3 arguments against discrimination: utility, rights and justice
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Utility
- Award jobs based on competency not on which category they belong to.
- Different jobs need different skills - different people have different skill/personality
- Choose the one who is most suitable
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Rights
- Discrimination violates a person's basic right
- Everyone must be treated as a free person, equal to any other person
- i.e. one person/group can't be inferior to another
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Justice
- It violates principle of equal opportunity
- One cannot differentiate between people based on matters/characteristics that are not relevant to job they must be performing
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Discriminatory practices
- In recruitment- employee referrals, nepotism etc
- In screening- during interviews, tests in a language which they don't understand.
- In promotion- based on seniority, sex, race
- In employment contracts- unequal wages for same work
- In retrenchment-based on race etc
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Workplace harassment
- A type of unwelcome action
- To an employee
- That makes it difficult to perform a task
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Types
- Emotional
- Physical
- Sexual
- Verbal
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Impact (negative impact)
- Person:
- stress and poor focus
- Lose confidence
- Psychological impacts & disorders
- Insomnia
- Business:
- Poor worker health
- Poor relationships @ work
- Low efficiency
- Bad reputation
- Increased attrition
- Poor morale
- Increased costs
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Creating awareness..
- Employees must be trained to act upon comments, gestures, manners etc that could be harassment
- Builds trustworthy relationship between employees and management
- Ensure employees know the laws, their rights, procedures for reporting, their duties to promote an ideal and safe workplace.
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Ways of creating awareness
- Training- issues, policies and procedures
- Harassment policies to be known to and educate (bulletins/ charts etc)
- Have effective complaint procedures
- Serious treatment of all reporting
- Enforce policies evenly
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Sexual harassment
- Harassment in subtle ways
- Inappropriate gestures and behaviors
- Leering, pinching, grabbing, hugging, patting, touching
- Illegal
- Violence in everyday life- not a good thing in the workplace
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Types (imp)
- Quid Pro Quo- exchanging sexual favors in return for some benefit to employee - use of undue influence: boss-peer, student-teacher, etc
Types.. contd
- Hostile environment - verbal non verbal visual physical conduct of peers in the workplace that interferes with work performance.(passing comments, leering, showing pics, acting somehow inappropriate)
Effects
- Emotional- trauma, stress, feeling helpless
- Physical- fatigue, health
- Economic - denied pay raise/promotion, transfers, unemployment etc
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Vishaka Dutt vs State of Rajasthan (imp)
- 1992- Bhanwari devi
- A social worker- against child marriage
- 5 upper caste men gang raped her
- Thrashed her husband
- Village boycott Bhanwari's family- no justice
- Vishaka an NGO filed case against State of Rajasthan
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- A landmark case- officially recognised the need for law
- The verdict defines sexual harassment, lays down guidelines for prevention and action against an erring person.
- Preventive steps by employers- express prohibition, penalties, rules & regulations, appropriate conditions, etc
- Complaint mechanism- time bound, handled by women officers etc
- Awareness of guidelines, third party harassment, complaints committee etc
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Compulsory workplace guidelines (imp)
- 8 guidelines on employers
- To ensure women do not face sexual harassment @ work
- Failure to obey- penalties on organization
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- ICC- to have internal complaints committee in organization (> 10 employees: ICC in each branch)
- Align anti-sexual harassment policy with legal provisions
- Legally bind employees on harassment acts in employment contracts
- Regular workshops & awareness programs
- Display of penal consequences
- Submit info on harassment to specified authorities- ex. District officers for sole-
- Owners/partners etc
- Assist employees in legal (say filing FIR etc) Criminal law
- Providing necessary facilities to ICC for dealing with harassment cases-very confidentiality, local commu tools, etc
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This download link is referred from the post: VTU MBA Lecture Notes - 1st Sem, 2nd Sem, 3rd Sem and 4th Sem || Visvesvaraya Technological University
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