Report on the Consideration for a contract must be sufficient

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PHI 401: Business Ethics

SECTION: 06
Fall, 2020

Date of Submission: 17th December, 2020

Table of Content

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Serial No. Content Page
No.
1 Introduction 3

2 Types of discrimination 4
3 Bangladesh Condition of Discrimination 5
4 Global Situation of Discrimination 6
5 Conclusion 7

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 Phi-401

Workplace Discrimination

Introduction

Discrimination in jobs occurs when an individual is skeptically regarded for age, disability,
gentle details, national origin, pregnancy or gender or ethnic background, religious affiliation.
Furthermore, government law on discrimination protects employees from reprisals for “as
serving their rights to be free of discrimination in the workplace. It is illegal to discriminate
while recruiting or operating based on these covered characteristics. Since discrimination is
illegal in any aspect of employment, discrimination in the workplace goes beyond recruiting and
firing to discrimination against individuals who are already working.

Discrimination in the workplace takes when a worker is discriminated against for several factors.
To explain their partnership with others, workers and work applicants can ever be discriminated
against. For example, since their spouse is disabled and they are worried that the care duties of
the contestant may conflict with their jobs, they may not be allowed to reject their recruitment.
This will be unfair even though the candidate were not the party with a disability. Discrimination
against jobs can take place in a variety of cases, including:

 Identify or recommend a chosen candidate for work publicity

 The exclusion from the recruitment of prospective workers on different wages in the
same place.
 Denial of pay or benefit to such workers.
 Pay equivalent professional workers on different wages in the same place.
 Discrimination for disability, maternity leave, or options for retirement.
 Denial or disruption of operational services.
 Discrimination in encouraging or dismissing.

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Types of discrimination

There are several forms of discrimination based on employment. Many of them are protected
under the law but not implemented properly. These include:

Workplace age discrimination: Age discrimination should be strictly forbidden by regulations.

The company should be prohibited to state age preference in work adds few with unusual
exceptions. Employees must receive equal benefits, irrespective of age, with the sole exception
when the cost of supplementary benefits for young employees is the same as reducing benefits
for older workers. Furthermore, prejudices against age are unlawful in apprenticeship
programmers.

Disability discrimination: Discrimination against eligible job seekers or staff based on

desirability should be illegal. This means that even in practical terms, employers cannot refuse to
recruit disable applicants or merely pending disabled persons. It is important to mention that
employers are expected for disable candidates and workers to undergo “special adjustments”
which may include physical transition on scheduling workday modifications.

Discrimination against sex and gender at work: Companies must make fair pay to men and
women. In summary, an employer who is unlawful paying separate wages for men and women
based on sex should not be practical.

Pregnancy based discrimination: Employers have to deal with pregnancy in a way that needs
extra care, such as temporarily sick or other non-permanently. Employment seekers have the
same workers’ rights.

Workplace racial discrimination: It is unconstitutional for a candidate or employee to be handled

unfavorably because they have a practical ethnicity or because they are race-related.
Discrimination of edor, which is unfavorable for those of skin color, is also unethical.

Religious discrimination in employment: Employers are prohibited from discrimination based on

the religious customs of a person. Companies are required to adjust the religious beliefs of an
employee reasonably, provided that the employers have no excessive negative effect.

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Bangladesh Condition of Discrimination

The government of BD has not grown appropriately to protect the fundamental working rights in
Bangladesh, including the essential right of freedom of speech and participation, or to improve
overall access to the rule of law for workers and civil society activities. Bangladeshi employees
face dangerous situations and terrible maintenance wages cost. Further, there is a significant
institutional back of compliance of the employer and the worker and the government
uncontrolled are the key reasons why employment legislation is not followed.

The lower end employees predominantly face all the risky jobs in hostile circumstances. The
employees in garments, the largest export sector in Bangladesh, face chronic health and safety
threats in the workplace. In a notable case in 2020, 21 garment employees were knowingly
locked down in a textile factory five in Dhaka. A flex of overseas bodies and organizations have
raised serious concerns about the Bangladeshi wretched state of workers’ rights. Because of high
unemployment rates and insufficient implementation of the law, workers seeking remedies for
dangerous working conditions or refusing to do work on dangerous terms are at risk of losing
their jobs, the US State Department Human Rights study 2009 reported.

Each worker has to enjoy paid sick vacation, casual leave, and a festival holiday in compliance
with the labor act 2006. Women workers would also be paid certain maternity leave. This act
speaks of the protection, wellbeing, and settlement of all forms of conflicts and injustice of
employees as well. Although these acts are passed by the government and are not properly
implemented in Bangladesh, because the authorities have not understood and interpreted them
among the people, for whom these laws are made. The national pay and wages commission is
responsible for the wages of public sector employees and cannot be contested. In the private
sector, wages are industry-specific, and there is rarely collective bargaining due to high
unemployment and employees’ anxiety about safety act work. It's 48 hours legal workweek and
one day off. This law is seldom enforced, especially in the clothing sector, children under 14 are
forbidden from working in factories by regulation, but can work in other industries (under
limited hours). Such limits are seldom applied and children operate in all economic sectors. In
2002, 6.6 million children aged between 5 and 14 had been involved in all kinds of occupations
and many were detrimental to their health according to the government figure.

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Global Situation of Discrimination

In the USA, there are more women than there are men, and in the United States of America,
there are more poor women than poor men; the underlying cause for this is sexism in the labor
market against women. On average, women are considered weaker and if they fight against men,
they would have less chance of decent ethnic minority groups are in senior or managerial roles
while 90% of others who may be equivalent or qualified more than the majority do jobs that are
less qualified.

Over 25 percent of employees in the UK have reported discrimination in certain ways in the
workplace, according to a 2018 Sky Survey, which found that gender, race, and age bias is still
fairly prevalent in UK enterprises.

Women are also the main discrimination group concerning job links and wage disparities. In the
last decade, even across the country, there has been no increase in women’s jobs. In East Asia
and the Pacific, for example, women’s non-agricultural paying jobs rose to 43.5%, while in
South Asia the lowest figure in the world is just 16.5%. Moreover, 2/3 of all women working in
South Asia are wage-free.

The situation in China is slightly different where an estimated 150 million rural migrants are
working in coastal towns but find it difficult to get permits largely because of the restrictions of
the Hukou scheme. Rural migrants are discriminated against institutionally because of their
social status. In some towns, officials refuse them access to better employment so that urban
workers end up employed in informal, low wage, modest jobs. As rural migrants now make up
40% of urban jobs, this will remain a major social and economic concern to China.

Asia and the Pacific region’s dynamic economic growth driven by sustainable inclusion in global
products, services, and investment markets-has spurred almost three million Asian employees to
search for jobs abroad every year. These migrant workers are subjected in Europe and the Middle
East, and increasingly in the Asia Region itself to various forms of discrimination.

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Conclusion

All the above facts demonstrate the notion that discrimination in the labor market is still
commonly practiced. Despite common opinion, the practice of discrimination is not diminishing,
instead, the time rises. In the past decade, there have been growing cases of discrimination at
work. Discrimination is most troubling because the limits of the phenomenon, historically
limited to some genders and races, do not develop. There are growing numbers of races
becoming victims. Cast, color, ethnicity, sexual orientation, sex, and disability are the reasons for
discrimination. Women receive sexual innuendoes in the workplace, ask for sexual favors, in
return for a promotion or raise in salary, and mental abuse, although these are factors related to
the workers’ gender, women are often handled in the same way as men, in some cases, they are
paid less than men, and in others menial jobs. While laws exist to protect victims of racial and
social discrimination, there are still growing incidences of discrimination. Despite signs of a
stronger, more competitive, and valuable position for a racially diverse workforce in the global
economy, employers continue to discriminate whether deliberately or inadvertently, toward the
applicant and the staff which need to be stopped.

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