Fair Treatment at the Workplace

This report discusses the benefits that can be experienced by a large-scale nationwide retailer in prohibiting three forms of discrimination that outlined in anti-federal discrimination laws, analyzes the benefits of prohibiting forms of discrimination that are not covered under federal law, states the benefits of adopting hiring and promotion practices that are designed to diversify the workforce and evaluates the ethical considerations of not prohibiting voluntary the forms of discrimination that have been examined.

Running Head: FAIR TREATMENT AT THE WORKPLACE
Fair Treatment at the Workplace
Name of the Student
Name of the University
Author Note

1FAIR TREATMENT AT THE WORKPLACE
Table of Contents
Introduction......................................................................................................................................2
1. Benefits of Prohibiting 3 Forms of Discrimination – Racial Discrimination, Gender Based
Discrimination and Disability Discrimination as outlined in Federal Laws....................................2
2. Benefits of Voluntarily Prohibiting Discrimination under Federal Laws – The Case of
Pregnant Women.............................................................................................................................3
3. Benefits of Adopting Hiring and Promotion Practices that are Designed to Diversify the
Workforce........................................................................................................................................4
4. Evaluating the Ethics of Voluntarily Prohibiting Discrimination at the Workplace................4
5. Evaluating the Ethics of Adopting Hiring and Promotion Practices that Diversify the
Workforce........................................................................................................................................5
Final Recommendations..................................................................................................................5
Conclusion.......................................................................................................................................6
References and Bibliography...........................................................................................................7

2FAIR TREATMENT AT THE WORKPLACE
Introduction
Ethical treatment at the workplace is absolutely imperative if workers are to be valued
and cherished at the organization where they are employed. Workers are not treated with any
degree of fairness and who are discriminated against on the grounds of race, religion, ethnicity,
or socio-economic status, will not feel motivated enough to give their optimum to the
organization that has recruited them and this in turn will get reflected in their performance at
work (Benschop, 2016). This report discusses the benefits that can be experienced by a large-
scale nationwide retailer in prohibiting three forms of discrimination that outlined in anti-federal
discrimination laws, analyzes the benefits of prohibiting forms of discrimination that are not
covered under federal law, states the benefits of adopting hiring and promotion practices that are
designed to diversify the workforce and evaluates the ethical considerations of not prohibiting
voluntary the forms of discrimination that have been examined. The report concludes with some
final recommendations on whether or not the retailer should ensure all forms of employee
protection as discussed in this report.
1. Benefits of Prohibiting 3 Forms of Discrimination – Racial
Discrimination, Gender Based Discrimination and Disability
Discrimination as outlined in Federal Laws
The federal laws make it clear that discrimination that is carried out on grounds of race
gender and disability are unacceptable at the workplace. If the owner of a nationwide retail
business outlet decides to prohibit such forms of discrimination when recruiting employees, there
are a number of benefits to be experienced upon doing so. For starters, such an employer will be

3FAIR TREATMENT AT THE WORKPLACE
able to utilize the talent and the potential that is offered by people belonging to different ethnic
backgrounds (Blackstock et al., 2015). It is much better to hire a black man who is intelligent
rather than a white man who may not be able to offer the skills and the expertise needed to run
the organization successfully. When the employer recruits both men as well as women instead of
only men, and gives both an equal salary, he gives the women population of the country the
adequate representation they need at the workplace, gives them the opportunity to earn as much
as the men folk and contribute to the workplace in a positive and nurturing way which women
are known for. Even disability discrimination ought not to be practiced, not simply on ethical
grounds but also because of the fact that disabled people are positioned to do the types of jobs
that healthy people cannot, often due to their exceptional intelligence, thus benefitting the person
who has employed them in the first place.
2. Benefits of Voluntarily Prohibiting Discrimination under Federal Laws
– The Case of Pregnant Women
Employers are often reluctant to recruit pregnant women into well paying job positions
largely due to the fact that such employees will require paid maternity leave over a considerable
period of time, a time when they will be unable to offer the services that they have been hired
for. However, there is a certain benefit associated with not discriminating against employees who
are pregnant (Carroll & Buchholtz, 2014). For instance, a woman who is pregnant but who is
hired anyway, and is given the same pay as that of her co-workers will feel motivated to stay on
at the particular workplace, in this case, for the nationwide retail business, for as long as
possible. She will feel grateful for the fact that she has been given paid maternity leave and will
feel more secure doing this job than she has done any other job. Her desire to do her best for the

4FAIR TREATMENT AT THE WORKPLACE
company and give her optimum at her place of work is something that will be at an all time high.
She will want to resume work at the organization as soon as the birth process is over, and the
doctor gives her the release certificate that she needs in order to be able to resume her duties at
work once again (Harvey & Allard, 2015).
3. Benefits of Adopting Hiring and Promotion Practices that are Designed
to Diversify the Workforce
There are quite a few benefits that are associated with adopting hiring and promotion
practices that are designed to diversify the workforce. For one, a diversified workforce is one
that will result in increased creativity. Work production will be far more innovative and creative
when a diverse range of workers are employed by the nationwide retail business. Different minds
will come together to create products and services of an amazing variety leading to good
business in the long run. A diverse workforce will also lead to increased productivity and boost
the reputation of the brand like never before. Fear and feelings of injustice will be reduced
considerable and there will be an overall spurt in performance on the part of the employees (De
Leon et al., 2014).
4. Evaluating the Ethics of Voluntarily Prohibiting Discrimination at the
Workplace
Discrimination at the workplace is a practice that ought not to exist at all, as it goes
against the basic tenets of human rights and human dignity. Every human being has the right to
be employed and to get paid for the work that he does. If a person is disabled, belongs to a
specific gender, or belongs to a different race than that of the majority population, this does not

5FAIR TREATMENT AT THE WORKPLACE
mean that he should be denied the opportunity to do the best that he can for the organization that
he is looking to work for.
5. Evaluating the Ethics of Adopting Hiring and Promotion Practices that
Diversify the Workforce
It is imperative and completely ethical to hire people from different ethnic or religious
backgrounds or both, by the business, as this will not only lead to an increase in production and
efficiency and even innovation at the workplace, but also it will make people from different
backgrounds feel well represented at their place of work. Workers are likely to feel more
included and feel more positively about an organization, where diversity is widely practiced and
where tolerance is exercised towards people from different religions, cultures, ethnicities and of
course gender.
Final Recommendations
 It is imperative for the nationwide retail business owner to prohibit voluntarily the
various forms of federal discrimination there are, especially discrimination on
grounds of race, gender and disability. The employer should instead go all out to
recruit women and members of the third gender into the organization, provided they have
the skills and the expertise needed to do a good job. The employee should consider hiring
handicapped people by designating certain jobs in the organization that are to be done by
them only, giving the handicapped a chance to earn an income. Hiring people from
different ethnic backgrounds will also help the business in the long run, making it more

6FAIR TREATMENT AT THE WORKPLACE
diverse, though no compromise should be made on the part of the employer where
qualifications and experience is concerned.
 When it comes to adopting hiring and promotion practices that are designed to
create a diversified workforce, efforts must be made to hire people from various
cultural backgrounds and also hire people from different religions and gender, so that the
workplace becomes more innovative, comfortable and unique in nature, standing out
from organizations where diverse hiring practices are not exercised.
Conclusion
A workplace is one that must always be ethical in its treatment towards employees, that
is, the people who run the business in the first place. By making the workforce as diverse as
possible and prohibiting any discrimination at the workplace on grounds of gender, disability and
race, the owner of the nationwide retail business will ensure equal treatment and a good degree
of fairness at the workplace, giving workers the motivation and the security that they need to do
their jobs in the best possible way.

7FAIR TREATMENT AT THE WORKPLACE
References and Bibliography
Benschop, Y. (2016). The dubious power of diversity management. In Diversity in the
Workplace (pp. 35-48). Routledge
Blackstock, S., Harlos, K., Macleod, M. L., & Hardy, C. L. (2015). The impact of organisational
factors on horizontal bullying and turnover intentions in the nursing workplace. Journal
of Nursing Management, 23(8), 1106-1114
Carroll, A., & Buchholtz, A. (2014). Business and society: Ethics, sustainability, and stakeholder
management. Nelson Education.
De León, J. A., Huynh, C. T., & Plaisance, B. E. (2014). DIVERSITY In THE
WORKPLACE. Organizational Processes and Received Wisdom, 191.
Harvey, C. P., & Allard, M. (2015). Understanding and managing diversity: Readings, cases,
and exercises. Pearson.
Martin, G. C. (2014). The effects of cultural diversity in the workplace. Journal of Diversity
Management (Online), 9(2), 89
Taylor, S. G., & Pattie, M. W. (2014). When does ethical leadership affect workplace incivility?
The moderating role of follower personality. Business Ethics Quarterly, 24(4), 595-616
Walumbwa, F. O., Hartnell, C. A., & Misati, E. (2017). Does ethical leadership enhance group
learning behavior? Examining the mediating influence of group ethical conduct, justice
climate, and peer justice. Journal of Business Research, 72, 14-23

8FAIR TREATMENT AT THE WORKPLACE
Wang, Y. D., & Sung, W. C. (2016). Predictors of organizational citizenship behavior: Ethical
leadership and workplace jealousy.Journal of business ethics, 135(1), 117-128
Zoghbi-Manrique-de-Lara, P., & Suárez-Acosta, M. A. (2014). Employees’ reactions to peers’
unfair treatment by supervisors: The role of ethical leadership. Journal of Business
Ethics,122(4), 537-549