preventing workplace discrmination.edited. 1 (1)

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1 Title of Your Paper, Centered, and Using Both Upper and Lowercase Letters Your Name Here Walden University Instructor’s Name Course Title and Number Date

2 Preventing Workplace Discrimination The impact of Pregnancy Discrimination Act of 1978 on HR practices It is significant because it protects the rights of the employees if they are on leave that is pregnancy-related or if it reaches a point where their pregnancy is hindering them from executing their duties. It protects them from their jobs until they are back hence it is part of job security. Some of the behaviors that led to the legislation were that women were being demoted or terminated once they could not execute their responsibilities at work due to their conditions. The employers would replace them and terminate their employment ( Eaton, 2019). Some companies would not employ expectant women with fear that they may leave soon; the law was made to protect the employees who were searching for work in their conditions and assist them to attain their financial goals and exercise their rights. The penalty would be suing the employer and taking legal action against the company for mistreating their employees wrong. The firm may face various law serious charges on failing to uphold the act on pregnancy discrimination. The role of HR in addressing discriminatory behaviors. Racial discrimination refers to any kind of discrimination against a person on the basis of ethnic origin, skin color, or race. People can discriminate through refusing to share resources, socialize, or even carry out business with people originating from a particular group. In a workplace, an employee can be discriminated against by his colleagues or the supervisor due to his ethnic background; it can be work-related or verbal abuse ( Adesoye et al., 2017). The employee would be made aware that there is a procedure for filing a complaint. The work environment should be free from heated debates regarding religion or politics and employees should be taught to appreciate a multicultural workplace.

3 There is sexual harassment; it comprises unwelcome sexual requests or advances, acts, comments, or physical or verbal conduct which present any sexual nature and can be directed at workers in a firm depend on their sex. The major task of HR is to talk about the incident and letting everyone know that it is wrong and has adverse repercussions. When one feels that she/he has been sexually harassed there should be the procedure of filing complaints and HR should take action through finding out what transpired and take appropriate action. Does Policy Violate Title VII of the Civil Rights Act? No, it does not, the policy advocates for treating people right when they are in certain conditions. The civil rights advocates for equality among the employees. The two go hand in hand since each of them advocates for fair employment terms and conditions. The Title VII of the Civil Rights Act prohibits sex discrimination, people should be employed on a fair basis and offered the opportunity fairly ( Pappoe, 2019). The amendment of the act was to incorporate the legislation of pregnancy discrimination into the act and to be applied universally. Inappropriate or illegal behaviors that Mr. Brian exhibited in this interview. Mr. Brian was inappropriate in various ways to Amala; to every other candidate, he greeted them through handshake except Amala that made her feel discriminated against and left out. During an interview, there should be some sort of respect in creating a good rapport with the two parties. Greeting her through a handshake would have made Amala have a good vibe towards Mr. Brian. Also, during the interview, other candidates were not asked for their social media statuses but Amala was asked that made her feel uneasy. In an interview, the questions should not be too personal that makes the candidate uneasy ( Strang & Peterson, 2017). One should learn to differentiate between social life and work life. Brian would definitely judge Amala regarding the position using her social media handles which would be termed as an

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4 unfair way of disqualifying a candidate. The third offense was that the interviewer asked about Amala's family which would make her be left out as Brian would have judged that she has many responsibilities and could not entrust her with the position. The three shows that Brian was not interested in Amala's qualifications but just wanted to dig into her personal life which was very inappropriate. Explain whether Tina’s behavior is considered bullying. What changes an HR representative, recommend to improve the atmosphere in this work environment? Melvin was bullied by Tina since it was realized that Melvin was not responsible for the offenses that were made, there was no official email received as an apology from the manager. It indicates that Tina not admitting that she is wrong is not a good trait of leadership as outlined by ( Hellemans et al., 2017) . As a representative of HR, the best action that would have been taken is to address Tina that she has greater responsibility rather than hitting targets. The employees should feel comfortable and respected. I would advise that even if it is not a verbal apology at least an email would be appropriate. To the offended, who is Melvin, as an HR representative, I would hold a meeting with Melvin and appreciate him for behaving appropriately. Having him take some leaves would be appropriate for him to cool down and relieve his stress regarding work. What Constitutes sexual harassment in the workplace There are various subtle forms of sexual harassment in the workplace including unwelcoming comments that are sexually-charged, sexual favor requests by colleagues or even the bosses, sexual acts, or even jokes. Physical or verbal conduct that is of sexual nature ( Nielsen et al., 2017). The potential consequences include verbal or written reprimand, reassignment, and referral for some counseling or training. The harasser can be terminated or even demoted from

5 his/her employment. Additionally, there can be a referral to the authority for the purposes of reviewing for possible violation of the federal statutes or state might be effective ( Wang, Chui & Wang, 2021). The HR can carry out some meetings with the entire workers in the organization to teach them the aspect of sexual harassment so that they can be aware of the consequences. The other way of addressing the issue is by coming up with and implementing policies that are against sexual harassment. For instance ways of filing an act of sexual harassment. Components of diversity in addition to race and culture. Language is one of the components of diversity and it offers a means of communication between people working in the same workplace. People use language in expressing their feelings and thoughts. When language is implemented appropriately at the workplace it assists in creating meaningful and productive relationships at work. There is age; it refers to working with employees of various ages and generations. In today's working place, there are various generations working together; they have learned to coexist with one another. It is important to the organization as skills from various generations are incorporated for increased productivity. There is the disability ( Mousa et al., 2020). Disabilities are of many types ranging from physical to mental. In today’s workplace, organizations have reasonable accommodation to assist individuals with disabilities to fit in the organization. They do so by offering assistance in mental health and installing ramps for the people who use wheelchairs. The benefit of it is that various skilled people have been incorporated into the company for quality services and product production. There is also gender and sex, it means incorporating various people of different sexes into the firm. In the workplace today, many firms are trying to attain the 50-50 gender balance. It is beneficial since it ensures that people are not discriminated against in the workplace. Race is concerned with people's groupings reliant on physical traits, today various firms are

6 incorporating various racial groups in their work to enhance productivity. There is the cultural diversity that is focusing on one's ethnicity. Multinational firms usually have various cultures in their workplace. Use of diversity programs and their effectiveness within organizations. The benefits of adversity including allowing every member of the team to focus majorly o their strengths hence they would be complementing one another. Secondly, adversity enhances the number of job vacancies for minority people. Diversity focuses on every demographic of the population in the hiring. The firm has higher chances of finding the best people for the positions since they are no limiting factors. The other benefit is access to more talents by the companies since there are no limitations on the educational attainment, geographic location, or histories of previous work ( Doolan et al., 2019). The firm focuses on the skills and talent of the people. Some of the disadvantages include employing workers that are over-qualified for some positions. Diversity happens to create job security and stable circumstances that people who are at the positions that they are over-qualified get comfortable. Diversity can cause issues since there would be too many opinions. More opinions can be chaotic when everyone wants to be heard hence slowing down the productivity of the company. When diversity increases, there are teams that turn out to be hostile. There would be different perspectives which would result in exclusive approaches and opinions. The better ways of promoting diversity include educating the employees and promoting flexibility. Additionally, diversity can be promoted through sharing the process of decision-making. These criteria would be fair and have no negative consequences.

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7 References Adesoye, T., Mangurian, C., Choo, E. K., Girgis, C., Sabry-Elnaggar, H., & Linos, E. (2017). Perceived discrimination experienced by physician mothers and desired workplace changes a cross-sectional survey. JAMA internal medicine , 177 (7), 1033-1036. Doolan, M., Piggott, B., Chapman, S., & Rycroft, P. (2019). The benefits and challenges of embedding work-integrated learning: A case study in a university education degree program. Australian Journal of teacher education , 44 (6), 91-108. Eaton, B. L. (2019). Pregnancy Discrimination: Pregnant Women Need More Protection in the Workplace. SDL Rev. , 64 , 244. Hellemans, C., Dal Cason, D., & Casini, A. (2017). Bystander helping behavior in response to workplace bullying. Swiss Journal of Psychology. Mousa, M., Massoud, H. K., & Ayoubi, R. M. (2020). Gender, diversity management perceptions, workplace happiness, and organizational citizenship behavior. Employee Relations: The International Journal . Nielsen, M. B. D., Kjær, S., Aldrich, P. T., Madsen, I. E., Friborg, M. K., Rugulies, R., & Folker, A. P. (2017). Sexual harassment in care work–Dilemmas and consequences: A qualitative investigation. International journal of nursing studies , 70 , 122-130. Pappoe, Y. N. (2019). The shortcomings of Title VII for the Black female plaintiff. U. Pa. JL & Soc. Change , 22 , 1. Strang, E., & Peterson, Z. D. (2017). Unintentional misreporting on self-report measures of sexually aggressive behavior: An interview study. The Journal of Sex Research, 54(8), 971-983.

8 Wang, X., Chui, W. H., & Wang, Y. (2021). Perception of Gender Equality Matters: Targets’ Responses to Workplace Sexual Harassment in Chinese Metropolises. Journal of interpersonal violence , 0886260521997452.

preventing workplace discrmination.edited. 1 (1)

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