Discrimination in the Workplace: A Literature Review

This literature review explores the elements of discrimination in the workplace, its impact, and remedies to eliminate it. It includes research questions, objectives, and a critical review of pertinent literature. The study aims to identify discrimination in the workplace and recommend remedies to avoid it.

Running head: DISSERTATION LITERATURE REVIEW
Discrimination in the workplace

DISSERTATION LITERATURE REVIEW 2
Table of Contents
Introduction......................................................................................................................................3
Statement of the research.............................................................................................................3
Problem statement........................................................................................................................3
The rationale of the dissertation...................................................................................................4
Aim and objectives of the research..............................................................................................4
Research Questions......................................................................................................................5
Literature Review............................................................................................................................5
A critical review of the literature.................................................................................................5
Elements of Discrimination in the Workplace.............................................................................5
Remedies for eliminating discrimination in the workplace.........................................................7
Explain the relationships between the variables of your research model by providing a critical
review of pertinent literature........................................................................................................9
Hypothesis.....................................................................................................................................12
Research model..............................................................................................................................12
Planned research methods..............................................................................................................13
References......................................................................................................................................14

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Introduction
Statement of the research
Discrimination may create an issue for each individual at the workplace. Discrimination may
also decline the human capital whereas generating an aggressive working atmosphere for the
workforces and employers. Moreover, workplace discrimination is a phrase that many human
resource managers apply to their workplace. It is defined as discrimination in promotion,
compensation, termination, job assignment, hiring and promotion (Gov.Uk. 2018). It is
addressed that there is much authority that prohibited certain kinds of workplace discrimination.
However, this forbidding discrimination is relied on some feature. Moreover, discrimination
within an organisation must not be mystified with genuine advice and comment such as feasible
unfavourable remark and criticisms with supervisors and managers on the task and work-linked
attitude of a person and set of individuals (Independent, 2018).
In addition, employment discrimination regulations seek to avoid discrimination as per sex,
religion, race, age, physical injury and national origin by supervisors. An increasing legislation
also focuses on avoiding discrimination of employment as per the sexual category. Along with
this, discriminatory activities involve partiality in recruiting, task allocation, promotion,
retaliation, different kind of harassment (Vickers, 2016).
The procedure of offering criticism to employees at the time of formal performance appraisal,
and counseling employees towards tasks, will not be liberated from anxiety. Hence, supervisor
must organise this kinds of procedures with feeling; however, they should not eliminate their
accountabilities to offer full and honest comments to employees (Verniers, and Vala, 2018).
Problem statement

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In current decades, discrimination highly exists in the workplace. It is identified that workplace
conceals these practices from the external atmosphere. However, there are different regulation
and human resources program to contradict it and to endorse gratitude of differentiation.
Moreover, discrimination might be insignificant, but different researches have analysed its
impact. Two individuals who have alike experiences and competencies however diverse
background could be pushed in different paths. The key issue is that prejudice highly
unintentional together with mainly undetectable. It may occur in each day practices like
assignments of task, familiar mentoring together with appraisals of performance (Offermann, et.
al., 2014).
For example, in Tesco, discrimination creates a serious hazard in an effective discharge of its
duties. It is assessed that women face discrimination at the time of promotion to get a higher
rank. This discrimination disrupts the dreams of workforces at the workplace. This study tries to
provide awareness to avoid discrimination in the workplace of UK (Sipe, et. al., 2016).
The rationale of the dissertation
This investigation would be beneficial for gaining awareness about the element of discrimination
in the workplace. It would be also effective for comprehending the impact of discrimination on
the workplace. This research would be prominent for comprehending the remedies to eliminate
the discrimination within an organization (Verniers, and Vala, 2018).
Aim and objectives of the research
The main aim of this research is to identify discrimination in the workplace. Following
objectives are used to accomplish key aim of this investigation:
RO1: To explore the conceptual understanding about elements of discrimination in the
Workplace

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RO2: To assess the impact of discrimination on the workplace
RO3: To recommend the remedies to avoid discrimination at the workplace
Research Questions
RQ1: What are the conceptual understanding regarding elements of discrimination in the
Workplace?
RQ2: What is the impact of discrimination on the workplace?
RQ3: What could be remedied to avoid discrimination in the workplace?
Literature Review
A critical review of the literature
According to Jemal Gardiner and Bloeser (2018), discrimination is illustrated as distinguishing
differences amid things and treating someone as inferior as per their national origin, race, age
and sex, and other characteristics. Moreover, discrimination within an organisation is a key issue
in current society of business. The increase in gender with cultural diversity within an
organisation has constrained workforces from diverse backgrounds and ethnicities to collaborate
for attaining the goal of the corporation.
In contrast to this, Bayl‐Smith and Griffin (2014) evaluated that distinguishes between people
have a propensity to guide to misunderstanding and, the outcome in discrimination and conflict.
Moreover, supervisors have accountability towards their employees to secure them from
unfairness and inequitable conduct within an organisation.
Elements of Discrimination in the Workplace
Race and Color Discrimination
In the view of Brouwers et al. (2016), discrimination based on race is key types of
disenfranchisement at the workplace. As per the view of EEOC, racial discrimination entails

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treating either job applicants or employee adversely because of a certain race or personal
characteristics related to specific race. As per the EEOC, racial discrimination could occur while
the workforce is married to and related to someone of the particular race along with, if that
workforce is somehow related to race-based group and organization. Racial discrimination can
happen in an overt way like with the practice of racial slurs with respect to workforces and not
promoting a workforce due to their skin color.
Religious Discrimination
On the other side, Ozeren (2014) stated that religious discrimination entails the unfavorable
conduct of employees or job applicants due to their religious beliefs. In the U.K., the federal
regulation prohibits the religious discrimination and defends not only those who are members of
more traditional religions like Islam, Hinduism, Christianity, and Judaism but also, defend an
individual who has moral, religious beliefs and ethical. In the U.K., managers must also make
sensible grooming and dress code accommodations for workforces as per the religious beliefs if
such accommodations would not generate excessive adversity at the workplace.
Pregnancy Discrimination
Jones et al. (2017) stated that pregnancy discrimination entails treating a female job applicant or
workforces unfavorably due to pregnancy, medical condition, and childbirth-related to these
conditions. The pregnancy discrimination act restricts discrimination with respect to employment
such as firing, hiring, promotion, training, firing and benefits and any other terms and
circumstance of employment. When a woman is temporarily unable to carry out their usual job
responsibilities due to a medical condition associated to childbirth or pregnancy then, the
employer would be restricted by the federal government to treat them as temporarily disabled
workforces. It can involve light duty, disability leave, alternative assignment, and unpaid leave.

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Sex-Based Discrimination
In support of this Hagelskamp and Hughes (2014), evaluated that discriminating against a person
due to their sex is not only wrong but also illegal activities. Sex-based discrimination entails
treating an individual in an unfavorable way because that person is transgendered. This kind of
discrimination is defined as gender identity discrimination. Moreover, undesirable sexual
advances, demands, and needs for sexual positive discrimination and other physical and vocal
harassment all breach the federal regulation about sexual harassment. With sex-based
discrimination, both women and men can be fatalities and perpetrators.
Remedies for eliminating discrimination in the workplace
Equal Employment
According to Malos (2015), the equality act 2010 lawfully secures the individual from prejudice
within an organisation and in the wider community. It swaps the earlier anti-discrimination
regulation with a single regulation because it is easier to comprehend and strengthening safety in
certain circumstances. It is stated that federal regulation avoids the discrimination at the
workplace and are enforced by EEOC. These are passed by the legislative body and signed by
the head of the department.
Race discrimination
In support of this, Seiner (2018) stated that the equality act 2010 makes it illegal to discriminate
against workforces, trainees, job seekers due to race. It involves the different elements of color,
ethnic, nationality, and ethnic and national source. For instance, some companies reject the best
applicant for a job because they do not belong to the UK. Since, employer feels that they would
not ‘fit in’ with the rest of the staff because they are all English.
Disability discrimination

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Vanhove and Gordon (2014) stated that the equality act 2010 makes it unlawful to discriminate
in against workforces due to physical and mental disability. In the equality act 2010, an
individual would be disabled when they have a mental and physical injury. It may have
significant long-standing and adverse impact on the ability to perform normal day to day
practices. At the workplace, these activities involve different things such as a computer,
telephone, communicating with colleagues, driving and carrying everyday objects, following
instructions and interacting with colleagues. The equality act 2010 offers disabled people with
securing from discrimination in a range of areas such as employment.
Age discrimination
On the other side, Choi et al. (2018) evaluated that three-quarter of UK employees feel age-
discrimination at the workplace and due to this, both the oldest and youngest feeling more
distressed. As per job-listings site and CV-library, a third of employees state that they have been
discriminated adversely due to their age.
Equal pay act
Davey (2014) stated that the law on equal pay is determined in the equality of terms provision of
equality act 2010. This act provides a right to equal pay amid women and men for their equal
work. It covers an individual in the same employment and involves equality in pay and all other
terms of the contract.
Employment Rights Act 2008
On the other side, Marcus and Fritzsche (2016) described that the employment act 2008 was
developed on 13th November 2008. This focuses on the process of resolution of employment
disputes. It involves the reward for underpayment and enforcement of least wages. The
employment agencies together with trade unions have also involved in the employment act 2008.

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This issue covered under the act that demonstrates a clear purpose to focus on fairness with the
low of employment and keeps a legal certainty. Furthermore, the different ambiguous concept
has been eliminated through the act under argument.
Employer Accountability
According to Macdonald and Levy (2016), the employer must protect their employees from
discrimination at the workplace. They must involve feasible procedures to avoid unwanted
discrimination behavior. Failure to perform this can result in fines, criminal penalties, and
lawsuits in against the corporation. Moreover, employers are accountable to generate sensible
accommodation for workforces that have a disability and needs special services.
Considerations
On the other side, Dalton (2015) stated that although employees have different rights related to
anti-discrimination yet they are accountable to keep their own security. Workforces are obliged
to notify supervisors of any discrimination that they practice and any extraordinary
accommodation that they could require within an organization. They are auxiliary constrained to
keep themselves from added injury if at all doable. Breakdown to perform can discharge the
manager from legal responsibility claim that may consequence in upcoming period. Moreover, a
manager who is unconscious about the desires of employees cannot help them.
Explain the relationships between the variables of your research model by providing a
critical review of pertinent literature
According to Kinzel (2014), when an individual is experiencing gender discrimination at the
workplace then they may face mental health issue. A person is being discriminated against
developing higher anxiety level. It may be more prone to outbreak and depression. These
employees might shift towards the drugs and alcohol to manage and that might be negatively

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influence their competency to perform their job responsibilities. In addition, mental health issues
are a key issue for employers who have unstable workforces taking penalizing action within an
organization.
According to Moura Costa and Joaquim (2014), discrimination is a type of discrimination that
may gain the chances of conflict in the workplace. Furthermore, the team focuses on reallocating
job duties to head offices. It can break a team and one group can face discrimination by the
discriminator. It may create conflict but it is not good for an organization. It might have impact
on the job performance of different departments and teams.
On the other side, Kingston et al. (2015) evaluated that when conflict increases at the workplace
then it may adversely impact on the workforces. It also saturates an organization, down to the
smallest amount significant practices like receiving coffee at a different time for eliminating their
conflicts. The overall morals of the team may decline as an individual start walking on eggshells
for eliminating any intensification in the conflict. Moreover, poor morale has an adverse impact
on the culture of the company and is directly experienced by consumers.
In the view of Moura Costa and Joaquim (2014), productivity could be declined by increasing
conflict and failing morale. As a business leader, they should have an understanding that
workforces who are comfortable and happy for their tasks are the best player. When an
individual is trying to reduce unfavorable behavior like practicing gender unfairness then it could
have a noteworthy affects the baseline of an organization.
On the other side, Kingston et al. (2015) stated that employers need to be concerned regarding
the company’s productivity and morale while it comes to gender discrimination. There could be
chances of creating certain legal concern. Discrimination of any types such as equality among
gender may lead to unfavorable legal measures. When a corporation does not identify

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discrimination allegations and measures feasibly, then dissatisfied workforces can bring a
grievance in against an organization for not defensive their human rights.
Kinzel (2014) discussed that discriminatory practices may affect the reputation of the company
within the community it deals. Discrimination might affect directly to the client when a company
offers inferior facilities to a specific set of the group as per the specific demographic criteria like
race. However, customers can also be indirectly discriminated by the organization. For instance,
when an entrance to the store is only reachable with steep steps, then an organization would
involuntarily prevent disabled consumers from accessing the services. Along with this, the
company does not underestimate the effect of unhappy workforces on reputation and recruitment
success. In the view of Moura Costa and Joaquim (2014), dissatisfied employees will complain
to their friends and family who wants to join the business. Moreover, know-how job seekers will
investigate an organization before applying. An organization is facing different unfairness
grievances and company with workforces who honestly influence their dissatisfaction, will have
an unsettling impact on recruiting competencies and causes the top applicants in the industry to
seem in a different place.
As per the opinion of Dalton (2015), discriminatory practices may influence the job satisfaction
of all workforces not only those who are discriminated. In addition, bonuses, promotions along
with benefits should be awarded as per the qualification of employees and performance of the
tasks. When a workforce constantly sees that promotion is being provided as per the race,
gender, and another discriminatory factor, then his constrain to advance within an organisation
and performs to best of his competencies is adversely influenced.
In support of this, Kinzel (2014) evaluated that a workforce who perceives regular discrimination
is more prospects to leave the workplace, and it would aid to gain the turnover level. Although,

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certain unintentional turnover is related to firing to poor performers but, it is beneficial for the
business growth. When a voluntary turnover of the company is high then it can lose the skilled
and competent employees. In addition, training and recruiting replacement is expensive for an
organization and it can affect productivity. When a workforce believes that there is no scope for
them at the workplace, they would make less investment in the profession. Furthermore,
employees cannot be placed in another position as they are hired for temporary period. It
intended that people are less dedicated and faithful towards the business as compared to an
individual who wants long-term career within an organisation.
According to Davey (2014), the company can do something willingly to support people with
protected features. It is known as a positive action. Moreover, taking favorable action is legal
when people with protected characteristics such as have specific needs, is under-represented in
an activity and type of work and are at the disadvantage.
Hypothesis
H0: There is no significant relationship between discrimination and workplace
H1: There is a significant association between discrimination and workplace
Research model

Dependent variable
Workplace performance
Age-discrimination
Gender-discriminationRace discrimination
Independent variable
Discrimination
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From the above research model, it can be stated that there are two variables in this research study
such as the independent variable and dependent variable. In this way, the independent variable is
discrimination and the dependent variable is workplace performance. It indicates that
discrimination with employees will have a direct impact on workplace performance (Dalton,
2015).
Planned research methods
In this investigation, a mixed research method would be used as it would contain the features of
both quantitative with qualitative investigation. In such case, qualitative research methodology
would be used to collect the theoretical information regarding discrimination in the workplace.
This data would be collected via a literature review. In addition, quantitative research
methodology would be practiced for gathering the numeric data about the research issue. This
data would be collected via a survey through a questionnaire. It would aid to increase the
reliability and validity of the research outcome (Kinzel, 2014).

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