DISCRIMINATION

Displaying unfair treatment and being selective to specific groups of candidates and employees. It can stem from unfounded views that one is preferable to the other because of physical appearance, beliefs, or mind and body condition.

a) Age discrimination
Ageism happens when there is a distinction between hiring candidates, delegating tasks, and promoting employees based on how old or young they are. Both older and younger people can be susceptible to this treatment.

b) Sex and gender discrimination
Sexism and gender discrimination manifest with the beliefs of assigning roles based on sex and gender resulting in unequal treatment and harassment. Anybody can experience it, but such prejudices and actions more evidently affect women.

c) Race and colour

• Racial discrimination in the workplace happens when employers refuse to hire candidates because of their nationality or surnames.
• Employees with a similar background or dominant group identities tend to experience fairer treatment. In contrast, those from a different race are treated as outsiders and work in a more hostile environment.
• Racism includes prejudices and negative views towards people because of their colour, ethnicity, or origin. You commonly see it through name-calling, bullying, and verbal abuse.

d) Religion
Assuming race and religion are the same can be a form of discrimination. Examples are the beliefs that all Malaysians practise Islam, or every Indian’s religion is Hindu. It also shows stereotyping or labelling that associates specific characteristics to every person belonging to a group.
Candidates’ and employees’ religious beliefs, practices, and attires are the basis for judgments, harassment, and refusal of salary increase and promotion.

e) Disability
Discrimination towards people with disabilities occurs when employers reject applicants because of their physical and mental condition. It can be indirect, such as implementing requirements that are not relevant to the job and are disadvantageous to affected individuals.
While companies can justify their decisions, any act that withholds reasonable adjustments can be discriminatory. An example would be the unavailability of parking spaces to employees with mobility impairment despite managers having their own and enough resources for others.
Another is the unfair treatment related to disability or illness, such as refusal to give a bonus to an employee who is sick and on leave to undergo treatment.

a) Lack of diversity
When you set groundless preferences in recruitment and hiring, you might fail to experience the benefits of workplace diversity. In this case, you will run into significant limitations on the variety of perspectives and experiences you can acquire to produce innovative ideas. Diversity and inclusivity also matter to employees and in building a globally competitive business.

b) Employee health issues
Employees can suffer from physical, mental, and emotional problems when they are in an unhealthy environment and working with people who mistreat them. They can experience a higher level of fear, stress, anxiety, depression, and other self-issues.

c) Decrease in productivity
Work efficiency will take the hardest hit when your employees are not in good shape. They are distracted, demotivated, and discouraged to give their best because of their appearance’s negative preconceptions or feel inferior because of their lack of skills and experience. Job satisfaction will also decrease as people become unhappy and less passionate about what they do.

d) Higher employee turnover rate
You are likely to lose talents if your employees are not well-compensated and treated unfairly. As more employees resign, your organisation generates more resources as you will need to keep recruiting, hiring, and training new hires. Finding new talent might also be challenging, especially if your company is perceived negatively by customers and former employees due to discrimination.

e) Legal issues
Failure to prevent and effectively respond to workplace discrimination could result in legal issues. There are equality and anti-discrimination acts that prevent discrimination against people with disabilities. There are also criminal laws to protect women from gender-based violence. Legal issues could also damage the organisation’s reputation and ruin the entire business.