Khanh Thuy Mai Nguyen (Maka) _ 1610590901

CLASS ACTIVITY WEEK 4

Group 5

Activity 1 — Warm-up: Inequalities and Discrimination

Doan Tuong Phuoc Le (Doris): I haven’t experienced any inequalities or discrimination situations directly. However, I’ve seen some
similar cases in my country. In Vietnam, there are a few workplaces (for example casual restaurants) that when they hire new staff,
they require that the female must be good-looking, while there is no such requirement for male staff. Another case is that when the
COVID-19 first happened, most people in the Western countries blamed it on Asian people, especially the Chinese. During the first
phase of COVID-19, a lot of Asian people living in Western countries had been bullied, hit, attacked hardly and randomly on the
streets just because those people said Asians caused COVID-19.

Khanh Thuy Mai Nguyen (Maka): I have experienced discrimination during the COVID-19 pandemic. As soon as I tested positive,
everyone around me was shunned, disgusted, and constantly sprayed with disinfectant.

So Pyay Shin Thant (Levi): I don’t usually face discrimination around me but there are a few times. When I was the first-year
student in BUI, I was so struggling to fit into this community, and whenever I tried to speak and no response from them, I felt so left
out, but I’m kinda used to it now.

Aye Aye Htun (Bobi): From my social circle, I often heard there is workplace discrimination whereas one individual can’t get
promoted to a higher position because of different nationality in the foreign company.

Win Pa Pa Thein (Grace): Honestly, I had never experienced this before. However, I used to hear about the discrimination when
some of my relatives visited to other Western or Europe Countries Especially in the America. For example: When they meet us, we
are Southeast Asians so they started bullying and judging on appearance as well.
 Khanh Thuy Mai Nguyen (Maka) _ 1610590901

Activity 2 — “Glass ceiling and “Sticky floor”

Glass ceiling Sticky floor Conclusion

Bobi Indirect discrimination towards women in Discriminatory employment of unwilling to I suppose both notions are relevant to the
the workplace without getting promoted change the usual self to get job actuality which express inequality among
to the top position. advancement, for example, a certain group genders in the workplace. “Glass ceiling” is
of people not wanting to get the higher mainly an invisible barrier for women from
position because of their psychological lack higher positions meanwhile sticky floor is the
of interest. discrimination for certain low-paid individuals.

Maka A metaphorical invisible barrier that
prevents certain individuals from being
promoted to managerial and executive
positions in an organization or industry.
This phrase is often used to describe the
difficulties women and minorities face
when trying to move into higher roles in a
male-dominated corporate hierarchy.
A metaphor to point to a discriminatory
employment pattern that keeps workers,
mainly women, in the lower ranks of the job
scale, with low mobility and invisible barriers
to career advancement.
In my opinion, both notions are correct, but in
the old society, great progress in many
aspects of gender equality in recent years has
gradually erased those notions. Invest in
education, raise awareness and encourage
women and girls to do traditionally
male-owned jobs. Addressing the invisible
barriers of bias can be a game-changer.

Levi Defines as women discrimination, when
they reached a certain position in work
then struck in the same position without
being promoted.
Described as a situation arising where
otherwise men and women might be
appointed to the same pay scale or rank, but
the women are appointed at the bottom and
men further up the scale.
For me, I think both terms describe what are
the differences between males and females
and how discrimination works till this day and
all lives matter, and respect every gender.

Grace “An artificial discriminatory barrier” or
“Invisible obstacle” that prevents females
from attaining leadership and higher
positions in the workplace.
A discriminatory employment pattern which
keeps a certain group of people, particularly
“to the women” at the bottom of the job
scale.
Personally, I suppose that both terms illustrate
the inequality between males and females in
the workplace.
To recapitulate, they should be respected
equally whether they are males or females or
any genders.

Doris “Glass ceiling” is the inequality for
women to be promoted to advanced
positions, or build social networks after
work. This is like an invisible barrier that
stops women from major steps in their
career life. In recent years, this term also
included minorities as well.
Khanh Thuy Mai Nguyen (Maka) _ 1610590901
“Sticky floor” is a discrimination form in
recruitment and promoting staff, which limits
the chance of low-paid employees to get
higher positions. This affects mostly women
in low positions, especially people that lack
of learning motivation, willingness to change,
and lack of vision.
In my perspective, both notions are relevant to
real-life situations as they both mention the
discrimination women take in work and career
life. However, the difference is “Glass ceiling”
means the invisible barrier that prevents
women to take major positions at a high
management level, while the “Sticky floor”
limits the career promotions of women who
work in low positions.
 Khanh Thuy Mai Nguyen (Maka) _ 1610590901

Activity 3 — Equal Opportunity and Managing Diversity

Equal Opportunity Managing Diversity Which one to adopt in the The role of government and
industry HR managers

Bobi Non-discrimination policy in
employment or benefits which are
available to all regardless of their
gender, nationality, race, religion.
Only matters of their ability and
performance to get rewards or
promotion.
Seeing values in different
individuals in the organization
which aim to promote greater
inclusion of employees from
different backgrounds.
I suppose managing diversity is the I think the equal opportunity is
approach we need in the tourism & required for the role of
hospitality industry because there governments and HR
are different nationalities from managers because every
different backgrounds in this individual has the right to at
industry. To manage a diverse least try if they have the
workplace, I think we need to tendency regardless of their
adopt the managing diversity. gender or religion.

Maka Everyone can participate freely and
equally in areas of public life such as
in the workplace, education, or
access to goods and services.
A process aimed at creating and
maintaining a positive work
environment where the
similarities and differences of
individuals are valued.
In my opinion, both approaches
are adaptable to the tourism and
hospitality industry because in the
tourism and hospitality industry
there are a lot of people from
different countries working together
and everyone has to be equal and
respectful.
Personally, the governmental
organizations will be suitable
with the Equal Opportunity
approach, and Managing
Diversity will be implemented
by HR managers.

Levi This can be defined as fairness, All differences and characteristics I prefer managing diversity if I have For me, equal opportunity is
justice, group parity, and human would be recognized and valued to choose something adapted to really suited for government
rights to gender race in the equally. tourism and everyone would be organizations.
workplace and all the benefits and making the best out of the industry
opportunities belong to everyone. and making the workplace better.

Grace Everyone has access to the same We “should”, I prefer we “must” For me, I would agree to two Either government organization
opportunities in life regardless of their consider people’s differences attitudes since in the hospitality or HR managers should have
status in organizations and society. characteristics and recognizing industry, every nation needs to be both “Equal Opportunity'' and
those differences and regard respected equally whether they are “Managing Diversity” for any
For example: Paying females less them in positive ways to be poor or rich or any genders as well civilian.
salary than males because of valuable so that it can prevent as, need to think of different
discrimination is really unacceptable. discrimination. characteristics in positive ways.

Doris Adjusting/Creating formal policies to
create equal job opportunities for
women and minorities, focusing on
fairness in the workplace, and
formalizing equitable access to work.
Evaluating diversity as a positive
element. All differences are
recognized and valued equally.
However, one of the
contradictions is that people are
focused individually but the work
results are evaluated as a group.
Khanh Thuy Mai Nguyen (Maka) _ 1610590901
As both approaches are adaptable In my opinion, the
to the tourism and hospitality governmental organizations
industry, it is hard to decide just shall be suitable with the Equal
one. However, if I must choose, I Opportunity approach, while
think Managing Diversity should be Managing Diversity will be
adopted in this industry. Because implemented by HR managers.
in tourism and hospitality, there are
many people from different nations
with unique characteristics that will
work together in the field.
Therefore, managing diversity will
be important.