Professional Ethics & Value

ETHICAL ISSUES ON HARRASMENT AND DISCRIMINATION IN WORKPLACE

Assignment- 3

Submitted by: Kaustubh, Shraiyans Submitted to: DR.Amrita S Dudia

Laws require organizations to give equal employment opportunities to
employers. Organizations must recruit a diverse workforce, enforce
policies and training that support an equal opportunity program, and
foster an environment that is respectful of all types of people.
Unfortunately, there are still many whose practices come into conflict
with EEOC guidelines.

When discrimination and harassment of employees based on race,

ethnicity, gender, disability or age occurs, not only has an ethical line been
crossed but a legal one as well. Most companies are vigilant to avoid the
costly legal and public ramifications of discrimination and harassment, so
you may encounter this ethical dilemma in more subtle ways, from
seemingly “harmless” off-color jokes by a manager to a more pervasive
“group think” mentality that can be a symptom of a toxic culture. This
could be a group mentality toward an “other” group. Your best response is
to maintain your personal values and repel such intolerant, unethical or
illegal group norms by offering an alternative, inclusive perspective as the
best choice for the group and the organization.
Types of Discrimination
Age: applies to
those 40 and older, and to any ageist policies or treatment that takes place.
Disability: accommodations and equal treatment provided within reason for employees with physical or mental disabilities.
Equal Pay: compensation for equal work regardless of sex, race, religion, etc.
Pregnancy: accommodations and equal treatment provided within reason for pregnant employees.
Race: employee treatment consistent regardless of race or ethnicity.
Religion: accommodations and equal treatment provided within reason regardless of employee religion.
Sex and Gender: employee treatment consistent regardless of sex or gender identity.

How Harassment Affects the Workplace

Harassment often leads to a lack of morale in the workplace. First, workplace bullying can take a mental and physical toll on the victim which then
can impact their job performance. Below are some of the most common results of workplace harassment and bullying according to the Workplace
Bullying Institute.

Severe Anxiety
Clinical Depression
PTSD
Anxiety
Guilt
Shame

following are the solutions one should implement As a manager to create a

healthy environemnt
Raise awareness: Speak to your employees about the key organizational and human values you want to promote in the
workplace and emphasize that harassment can seriously undermine these values.

Be a role model: Set an example by cultivating awareness and authenticity, and by behaving ethically and responsibly at all
times.

Communicate openly and respectfully: Let your employees know that you are willing to hear honest opinions and
constructive criticism.

Encourage communication: Encourage your employees to talk to each other and resolve issues collaboratively as they come
up.

Train Your Staff: Train your employees on what harassment is, how to recognize it and how to report it.

Implement, Update, Revive Your Internal Complaint System: To supplement policy, and to step in when it’s not enough, an
internal complaint system (like i-Sight’s Ethics Hotline) can make employees feel safe and supported. Unless you have a
formal complaint system that acknowledges the victim’s rights to anonymity and security from retaliation, they probably
won’t come forward.