PHI401 – Workplace Discrimination

Executive Summary
This report is written from the perspective inequalities in the job environment. We conducted an
explanatory discussion on the workplace discrimination. Workplace discrimination is unethical.
Workplace discrimination is not a national phenomenon, rather it’s a global phenomenon.
As there are several forms of discrimination, this report solely focuses on the sexual harassment
encountered by women in the workplace. As a matter of fact, sexual harassment isn’t just limited
within the organization, it has become a social epidemic.
To prepare this report we did not conduct any surveys. In fact, our research is exploratory which is
based on different articles, journals and reference books. As the report will be read, the reader will
find different type discrimination. We have classified the discrimination from different aspects, like,
age discrimination, disability discrimination, religious discrimination, national origin discrimination,
racism, gender inequality etc.
Workplace sexual harassment is a growing concern. It has grave consequences. From these
consequences, even an organization can suffer. Due to sexual harassment, an employee can be
traumatized which can even lead to job quitting. In this report, we explained how this can be a
problem for the organization.
As the report elaborately present the risen problem for the disparity, it provides some perspective,
applicable solutions to all these problems as well.
To sum up, the readers will get a comprehensive picture of sexual harassment in the job
environment. Particularly, this report will provide a holistic view regarding workplace sexual
harassment not only in the Bangladeshi context but also in the global context.
Table of Contents
1.0 Introduction ................................................................................................................... 1
2.0 Methodology .................................................................................................................. 1
3.0 Discrimination at the Workplace ................................................................................ 2
3.1 Current Situation of Workplace Discrimination Lawsuit .......................................... 2
3.2 Types of Workplace Discrimination ............................................................................. 3
4.0 Workplace Sexual Harassment Faced Worldwide ......................................................... 5
5.0 Workplace Sexual Harassment Faced in Bangladesh .................................................... 8
6.0 Issues Created by Sexual Harassment at Workplaces.................................................... 9
7.0 Solutions to Workplace Sexual Discrimination ............................................................. 12
8.0 Conclusion ........................................................................................................................ 14
Reference ................................................................................................................................ 15
1.0 Introduction
Workplace discrimination means inequalities in different aspects in the context of a job
environment. It can be defined as a less friendly treatment towards an individual or a group of
individuals at work, commonly based on their nationality, skin tone, sex, marital status, age or other
defining attributes. A person can be discriminated by their employers, or by their coworkers as well.
Several aspects can be mentioned when it comes to workplace discrimination. As an example, a
male worker is given higher salaries than a female worker or when a female worker is given
preference for a job more than the male worker even though the male worker is more qualified than
the earlier one. Discrimination is unethical practice. It diverts the mind of employee from the work
that reduces their productivity. Reduction in productivity directly affects the profitability of the
organization that creates problems in the growth of the company (Naveed, Tharani & Alwani 2010)
One of the most common workplace discrimination allegation is sexual harassment. Sexual
harassment is an intimidation in which anyone forces the weaker person to act something. Sexual
harassment is considered as an employment discrimination among the men and women that consists
of verbal and physical abuse of sexual nature at the workplace (Boland, 2005). In most cases,
women face sexual harassment in the workplaces more. According to numerous studies and the
Equal Employment Opportunity Commission (EEOC), the gender wage gap is being contributed by
the factor which is called sexual harassment. (Calfas, 2018)
The focus of this report should be on the sexual harassment that is faced by the employees,
especially women, in the workplaces. This report sought to reveal the prevalence of sexual
harassment in the workplace and to lay out strategies of dealing with the problem.

2.0 Methodology
The report has been completed mainly following exploratory research. We have used books from the
library, research papers from different websites. We have also used article and some blog sites
where people have shared their real-life experiences about the discrimination that they have faced in
their respective workplaces.
3.0 Discrimination at the Workplace
Discrimination at workplace occurs when an employee is receives unfavorable treatments and
behavior because of certain aspects such as – gender, race, religion, sexuality, maternity or
disability. Direct disparity results from one employee being treated unfavorably than other
employees because they poses different characteristics. On the other hand, indirect disparity occurs
when a certain decision or regulation imposed by the management causes disadvantages to certain
employees.
Title VII of Civil Rights Acts of 1964 states that, It is illegitimate to discriminate in recruitment,
promotion and other stages of employment based on the aspects, such as – race, religion, sex and
region. Equal Employment Opportunity Commission (EEOC) enforces this law.
Now a days, there are many situations that arises due to work place disparity worldwide, such as –
1. Specifying preferred and particular candidate on a job announcement.

2. Eliminate potential candidate during recruitment because of gender preference, pregnancy or

religion etc.

3. Disapproval on particular employee’s compensation and benefits.

4. Offering different compensation packages to equally qualified officials at same position.

5. Disparities regarding maternity leave, paternity leave and retirement options.

6. Gender and sexual discrimination while announcing promotions or layoffs.

3.1 Current Situation of Workplace Discrimination Lawsuit

According to EEOC (Equal Employment Opportunity Commission), the lawsuits to deal workplace
disparities are rapidly rising for last several years. The following breakdown shows the type of
complaints reported by EEOC, Such as –
o Retaliation – 41,097. (48.80%)

o Race – 28,528. (33.90%)

o Disability – 26,838. (31.90%)

o Sex – 25,605. (30.40%)

o Age – 18,376. (21.80%)

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o Nationality – 8,299. (9.80%)

o Religion – 3,436. (4.10%)

o Color – 3,240. (3.80%)

o Equal Pay Act – 996 (1.2%)

o Genetic Information – 206 (.20%).

3.2 Types of Workplace Discrimination

Age Discrimination:
Age discrimination or disparity means giving an applicant or an employee unfavourably because of
his/her age. Most of the companies, now a days, started practising not mentioning age preference on
a job announcement. Also Employees should be treated favourably and they should receive suitable
benefits and compensation regardless of their age.
The Age discrimination in employment Act (ADEA) enforce law against any sort of discrimination
based on age.
Possible examples can be – “Join the young and energetic team” in job circular, not recruiting young
worker because it’s assumed that they might not be mature enough to work in this position or they
might move quickly etc.
Equal Pay and Compensation Discrimination:
It’s basically a form of gender discrimination which indicates that pay scales should be vary based
on the performance and responsibilities fact, not on gender. The Equal Pay Act 1963 states that, pay
scales for a particular job should be same whether the performer is male or female.
Disability Discrimination:
Disability discrimination means treating a candidate or an employee with any sort of disability, less
favourably than a normal candidate or an employee. For example – It will be direct disability
discrimination if a disable person gets rejected from facing an interview no matter how much quality
he/she has. 4 | P a g e
The Disability Discrimination Act 1992 (DDA) remarked it as unlawful attempt to discriminate
between a normal person and a disable person in terms of – employment, education, public/society
life etc.
National Discrimination:
It means, discriminating a person based on their nationality. For example, treating a candidate or an
employee unfavourably just because he/she is from china, Kurdistan or Nepal. As this place belongs
to more ethnic groups and culture.
Pregnancy Discrimination:
This disparity occurs when a pregnant woman are not hired, or terminated or discriminated in terms
of compensation, promotion or leave. The Pregnancy discrimination Act (PDA) 1978 protects the
rights during the pregnancy discrimination.
Race Discrimination:
Race consists of colour, nationality, ancestry, ethnic background or any characteristics that refers a
particular race. This form of disparity occurs when an employee is treated less favourably because of
his/her race, colour or ethnicity.
For example – still now people from African region are discriminated almost everywhere in the
country because of their colour.
Religion Discrimination:
This disparity occurs when a person receives unusual or unequal treatment because of his/her
religion. Religious belief is not against the law, the religion discrimination is strictly prohibited.
Sexual Discrimination:
This disparity indicates the form of discrimination where certain unequal treatments takes place by
sexual orientation.
For example, 5 | P a g e
- A company might set gender preference for a certain position in a circular whereas both man and
woman can perform the job but the employer thinks, only man can perform it efficiently.

- Different pay scales and benefit plans for man and woman for same position.

- In most of the company, the male employee receives a very little paternity leave compared to
woman. Some companies even don’t offer paternity leave or benefit.

- Not considering woman or man for a particular post or promotion.

Sex Discrimination Act 1975 enforces the law against Sex discrimination all over the world.
Retaliation Discrimination:
Activities such as – giving bad evaluation, imposing unfair rules and regulations, reassessing,
reducing pay or cancelling promotion and lastly terminating an employee because the certain
employee complaints to management or any outside regulating body, such as EEOC (Equal
Employment Opportunity Commission) refers to retaliation disparity at workplace.
EEOC (Equal Employment Opportunity Commission) protect those employees from facing these
sort of disparities that might arise due to the complaint they submitted to internal or external body.
Sexual Harassment:
Forceful and any sexual behaviour without the consent can make an individual feel humiliated and
offended. This can be in the forms of – physical, written or even verbal. But mutually agreed
behaviour or flirting or friendly act won’t be considered as sexual harassment.
4.0 Workplace Sexual Harassment Faced Worldwide
Workplace discrimination is a typical thing everywhere throughout the world. Fain, Terri, and
Douglas (1987) discovered it in their investigation of inappropriate behavior in an authoritative
setting that, women who are working in a lower status position in their working environment are
harassed more frequently. This is largely evident in light of the fact that regularly women are given
the worthwhile chance of getting advanced in return for sexual maltreatment. It is likewise seen that
women are often bugged in overwhelmingly male work groups. 6 | P a g e
In addition, harassment has been logically recognized as a critical social issue. Nonetheless, these
investigations were focused on the setting of tutoring. As of late, analysts have demonstrated much
enthusiasm for the investigation of tormenting and lewd behavior in an authoritative setting. Results
suggest that tormenting is affected by the standard exercises of different entertainers inside the work,
predominantly as these are organized by relative power and structure setting. Exploited people are
generally less powerful than culprits, and menaces commonly develop in things described by poor
working environment association. What is possibly most stressing, be that as it may, is the obvious
nonappearance of competent watchmen inside the work. Indeed, even associations, which should
almost certainly stop at least some of the preeminent particular harassing practices, appear to be not
able turn around the structure societies of maltreatment and lack of regard that are run of the mill of
the sorts of work environments that associations are most certain fire in arranging. The
nonappearance of proficient guardians may be a polar reality for understanding why work harassing
proceeds as a huge downside. While not practical constraints, chiefs who are in this manner slanted
to have free rule to mishandle staff. Ladies and minority staff appear to be most subject to harassing,
particularly once used in close to home administration occupations. (Roscigno, Lopez and Hodson,
2009) These laborers are on the losing completion of very unmistakable and socially impermissible
status differentials–differentials whereby their occupations and their status as ladies or minorities
blend to authentic injurious conduct. The staff who are not having employer stability are helpless
against unavoidable tormenting and to abuse quick by any worry for their material or enthusiastic
flourishing. Most settings of tormenting will so be described as involving abnormal amounts of
distinction and quality. On the contrary, staff in hugely paid settings additionally can experience the
ill effects of tormenting. In these circumstances, exceptional challenge and sterilizer conditions are
additionally blameworthy.
In spite of the fact that these kinds of discrepancies are seen in every one of the nations, the
magnitude of these discrepancies fluctuates at various levels in various nations. Studies discovered
that the magnitude is lower in the English-talking nations, all the more absolutely in the United
States and Australia yet nearly huge in Scandinavian and amazingly high in Japan. As per a report,
in 2012, 13% of the Australians were looked with sexual harassment in their work environments. In
2015, 444 sexual harassment objections were accounted for among 79 top firms in India. The rate of
sexual harassment reports was disturbing in Japan saying 64.6% conferences were made by female
workers pursued by 6.7% meetings that were made by male representatives. (Impetus, 2018). 7 | P a
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We can investigate this statistics where diverse nation's position or rate of sexual maltreatment is
appeared.
An examination led for looking into the event of sexual harassment in the U.S. advocates that,
sexual harassment is increasingly common in associations portrayed by generally huge power
differentials between hierarchical levels. By and large, 58% of the female respondents detailed
encountering conceivably irritating practices, and 24% answered to have encountered sexual
harassment at work. Looking at rate rates crosswise over scholastic part, private area, government,
and military respondents, it was seen that sexual harassment is most common inside the military. In
any case, inside scholastic area, in spite of our desires and in refinement to the correlation of
frequency rates, females utilized in the scholarly division has a higher normal sexual rate than ladies
utilized inside the private part and furthermore the legislature.
At whatever point the word sexual harassment comes in our brain, we frequently imagine that a lady
may have turned into the casualty of the occurrence. From the above discourse, we 8 | P a g e
likewise discovered that men were additionally misled of such sort of undesirable episodes inside
the associations.
5.0 Workplace Sexual Harassment Faced in Bangladesh
In recent time sexual harassment is one of the major cause of concern for Bangladesh. Here we are
going to discuss about the sexual harassment at workplace in Bangladesh. In Bangladesh basically
women are sexually harassed by their co-workers, managers and directors. Sexual harassment at
workplace in Bangladesh is growing rapidly. As different industries in Bangladesh is growing as a
result a large number of women’s enter into paid labor force. The most growing industry in
Bangladesh is the garments industry and the largest number of female workers are working in this
industry. In May 7th 2019 an article published on dhakatribune.com where they mentioned that in
garments about 12.7% of workers faced sexual harassment and this research conducted by
“Karmojibi Nari and Care Bangladesh.” On the other side a research which published in 2018
mentioned that in garments industry about 22% female workers are sexually harassed in their
workplace and their way to the workplace where one fourth of female workers said that they feel
unsecure at their workplace. About 41.7% female workers and 26.74% male workers claim that new
workers face more sexual harassment than other workers, as they can’t raise their voice because if
they do that they might lose their job. 9 | P a g e
There are several story of sexual harassment at garments industry, one story of the female employee
published on the Dhaka tribune. Rokasana who was 22 years old, she came to Dhaka from
Mymensingh 5 years ago. She was raped by the clerk on the third day of her work but she didn’t
complained as her colleague advised her not to complain because she might lose her job if it comes
out publicly. Here is her statement “I had to keep silent as I needed the job, but nowadays sexual
harassment is very common in factories. Most female workers face nasty comments from co-
workers, as well as unwanted touching regularly,”
Female police officers also face some form of sexual harassment at their workplace. According to
Commonwealth Human Rights Initiative Bangladesh, more than 10% of female police officers face
sexual harassment at their workplace.
Halima begum who was 23 years old, a lady police constable who committed suicide by pouring
kerosene oil in her body and set herself on fire in the police station in Mymensingh. She left a
statement to Officer-in-charge (OC) that she was raped by a sub-inspector in police station but the
OC didn’t take any action against the rapist. Sexual harassment in Bangladesh is rising rapidly,
sexual harassment is not only limited in the garment sector and police station but now it is
expanding in other corporate environment. In Bangladesh now female news reporters, politicians,
journalists, talk show host and corporate women are also sexually harassed at their workplace. As
sexual harassment at workplace is increasing we need to concern about this issue.
6.0 Issues Created by Sexual Harassment at Workplaces
Sexual harassment is one relevant issues in the working environment. Issues created by sexual
harassment are listed below:
Quitting work:
A victim can be in the danger of not getting elevated or pressurize to leave the place of employment
in the event that she won't satisfy sexual interest of somebody in power. Some of the time colleagues
make such an unwelcome circumstance for the unfortunate casualty that he/she is in a roundabout
way compelled to leave the place of employment. More often than not the unfortunate casualty gets
damaged and quit the place of employment to improve things.
Physical issues of workers: 10 | P a g e
Inappropriate behavior can prompt genuine medical issues. Mental and physical wellbeing are
connected and the unfortunate casualty can encounter medical problems like loss of craving,
cerebral pains, weight vacillations, and rest aggravations. These could be enormous issues and
mischief representatives if remain for quite a while. Likewise, the examination found a casualty of
lewd behavior experiences coronary illness. And furthermore at times it brings about hypertension
and low sugar level. This sort of unevenness medical problems causes genuine risky issues later on.
Mental issues of workers:
Sexual harassment negatively affects the victim’s psychological well-being. It devastates confidence
and makes the person genuinely hopeless. The person endures long term mental issue now and
again. Inappropriate behavior in the working environment likewise makes noteworthy pressure,
nervousness, disgrace, reluctance, low confidence, and gloom. The investigation found that attacked
ladies have side effects reliable with real melancholy and they were multiple occasions bound to
have raised tension. Likewise, clinical a sleeping disorder has been seen to injured individual
representatives which later prompts critical other medical problems. All of which makes hurt
representative's contribution in the activity.
High staff turnover:
Representatives leave on the off chance that they locate an awkward situation in the working
environment where lewd behavior happens. Workers surrender the activity as opposed to experience
the repulsiveness of a showdown which occurs with ladies in the vast majority of the provocation
cases. Therefore the association loses representatives who merit having and loaded with potential.
Damage to authoritative notoriety: 11 | P a g e
In the event that inappropriate behavior happens inside an organization, the association faces
genuine repercussions and outcomes all in all. It seriously influences hierarchical notoriety. What's
more, it demonstrates untouchables how poor the authoritative culture is. It likewise demotivates
potential financial specialists to contribute and hampers by and large organization status.
Additionally in real cases association deals with indictments with legitimate issues. Generally
speaking hierarchical notoriety gets harmed and brings up issues over the authoritative basic beliefs.
Badgering cases likewise show powerless administration of the association which results in losing
organization altruism.
Poor worker execution, truancy:
One of the significant explanations behind poor occupation execution is lewd behavior. It makes
workers damaged. Representatives don't have a sense of security working so they generally remain
strained getting bothered. In this sort of circumstance, representatives lose their soul to work for the
association which results in poor employment execution.
Cost to the organization:
Lewd behavior in the work environment costs association cash by lessening profitability, spirit, and
inspiration. At the point when representatives are continually worried that the harasser may strike
once
More, he/she improbable to work adequately. Furthermore, accordingly the association faces a
misfortune. Likewise, the organization faces lawful issues and it cost the organization itself. 12 | P a
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Awkward workplace:
In the event that there is any episode identified with inappropriate behavior in the working
environment, the workplace can be an obnoxious work environment in. representatives may not
have a sense of security working in the workplace and this will inspire representatives to leave the
activity. At the point when representatives become more acquainted with the association isn't
available to inappropriate behavior issues, they'll feel demotivated to the corporate morals as well.
By and large this sort of issues makes a terrible condition for representatives to work.
Worldwide results:
Businesses and the worldwide economy can be influenced by lewd behavior. Every year, millions
are lost because of, low efficiency, non-appearance, low assurance, worker turnover, and legitimate
expenses originating from lewd behavior. Because of higher protection costs untimely retirement,
the economy endures gravely.
7.0 Solutions to Workplace Sexual Discrimination
To eradicate the problem of sexual harassments in the workplace, first we will have to define it as a
social issue. Some possible solutions to this problem are mentioned below-
Recognition as a problem:
In Bangladesh, sexual harassment is not treated as seriously as other crimes. Therefore, the abusers
get more encouragements. To get rid of this, first we must recognize this as a social hazard.
Treating this issue seriously:
Like other gender crimes, sexual harassment needs to be treated seriously in Bangladesh (The Daily
Star, 2018). Primarily, we need to treat it as seriously as other crimes.
Formulating laws for prevention:
To prevent sexual harassment, we need to formulate a law against it. Since there is no specific law to
deal with sexual harassment, HC guideline is being used as law said Salma Ali, former executive
director at Bangladesh National Women Lawyers Association. She also mentioned, “The guideline
alone is not sufficient to deal with sexual harassment cases. We have prepared 13 | P a g e
a draft and proposed the government to make a law, but there is no progress.” The government
should make a policy for sexual harassment which will have direction, categorize the offenses and
punishment for the abusers. Kazi Reazul Hoque, chairman of National Human Rights Commission
“We do not have any compact data on workplace sexual harassment as most women do not
complain. If there is a law, it can help protect employees and prevent workplace harassment of
women. I think women will be more willing to complain if the law is in place” (Dhaka Tribune,
2019).
Introducing policy:
Every multinational corporation (MNC) operating in Bangladesh must introduce a sexual
harassment policy which will give the victims assurance that sexual harassment will be treated same
as other crimes.
Forming disciplinary teams:
Corporations must form disciplinary teams who will monitor the workplace environment. Their sole
job will be to watch for this kinds of issues and treat them with utmost sincerity.
Handling the complaints confidentially and promptly:
In such offenses, corporations should not delay in investigation. They should start the process as
soon as possible, also keep the details of the victims confidential.
Increasing awareness among the employees:
Increasing awareness can have a positive effect in preventing this social issue. Corporations should
conduct orientations, seminars and conferences focusing on sexual harassment to increase
awareness.
Demonstration about the Impacts of Sexual Harassment by Mass Media:
Mass media can play a big role by demonstrating the effects of sexual harassment on someone’s life
who is a victim of this crime. This would give us an ethical perspective (Research Gate, 2017).
Start from home: 14 | P a g e
Lessons which are good should start home. This also can be efficient solution. Parents should teach
their children which behavior or actions can make other person feel prey to unwanted activities.
Teachers also can play a vital role (The Daily Sun, 2018).
8.0 Conclusion
The inequalities that are seen in the workplaces have had a significant adverse effect on the
productivity of the employees. Most often, employees lose their motivation to work and progress in
their career is hampered. Workplace molestation is widespread, with studies estimating that
anyplace from nearly 1/4 to over eight in 10 women confronted it in their lifetimes. Molestation and
assault at work have severe implications for women and for his or her employers. Women who are
the potential targets could experience a spread of adverse consequences, as well as physical and
psychological state issues, career interruptions, and lower earnings. Furthermore, molestation could
limit or discourage women from advancing into higher paid careers and will contribute to the
persistent gender wage gap. It's going to additionally meet with different varieties of discrimination
and harassment on the idea of race, gender, age, or incapacity.
The position of women in the society, male dominance and cultural beliefs regarding women's rights
are some factors which govern this social issue. Failure to recognize that sexual harassment is also a
human rights issue and that it must be addressed to create an equal, quiet and impartial working
condition for women. Women also have every right to work in a friendly and congenial
environment.
Employers ought to conduct assessments for the threatening factors related to harassment and
assault. Also, managers ought to adopt and maintain comprehensive anti-harassment policies,
communicate the policies to workers frequently, provide multi-phased reporting procedures.
Employers ought to make sure that discipline for offenders of work harassment is speedy, consistent,
and proportionate to the severity of the circumstance. Organizations should also train middle-
management and supervisors on the way to respond effectively to discovered instances of sexual
harassment. 15 | P a g e
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