Fair Treatment in the Workplace: Benefits and Costs of Prohibiting Discrimination

This article discusses the benefits and costs of prohibiting discrimination in the workplace under federal anti-discrimination laws and voluntarily. It also explores the adoption of hiring and promotion practices to diversify the workforce voluntarily. Ethical considerations and recommendations are also provided.

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Fair Treatment in the Workplace
Student’s Name
Institution Affiliate
Date

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Fair Value of Treatment in the Workplace
Benefits and Costs of Prohibiting Discrimination under Federal Anti-Discrimination Laws
There are various benefits and cost of prohibiting discrimination under the federal anti-
discrimination laws. The key benefits entail, the provision of equal rights and opportunities
without discrimination based on the gender, sex, and religion. The prohibition of the
discrimination also helps in accommodation of diversity such that all the individual irrespective
of their color and race are given an opportunity to work in any particular organization within the
country (Luchenister, 2015). Another benefit is that a conducive working environment is
established for everyone irrespective of where an individual comes from and this, therefore,
gives an opportunity to everyone to satisfy their fulfillment needs in the society.
Apart from the benefits, there are also costs associated with the prohibition of
discriminations under the federal anti-discrimination laws. For example, it increases the amount
of litigation, and thus costs are increased to the courts. Another cost is that it leads to an increase
in the training costs to harmonise communication and this is because it gives an opportunity to
everyone to get employed irrespective of their background (Lukes & Bangs, 2014). Further, it
also prevents productivity in the organizations such that all the firms will be expected to
maintain a gender balance without the verifying whether an individual is qualified or not.
Benefits and Costs of Prohibiting Discrimination Not Covered in the Federal Anti-
Discrimination Laws Voluntarily
There are also the benefits and costs of voluntarily prohibiting a form of discrimination
which is not covered by the federal anti-discrimination laws, and this is based education
background. A fundamental benefit is that it enhances the public image of the institution and thus
it will gain public approval (Prince & Roche, 2014). Another benefit is that results in the

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employment of individuals being dependent on merit irrespective of an individual’s background.
The discrimination not covered in the federal anti-discrimination law also allows different
individuals from a variety of institutions to seek for employment in any of the particular
workplaces (Girvan, 2015). However, there are also the various costs associated with the
discriminations not covered in the federal anti-discrimination laws. For example, it results in
certain legal battles, and this is due to the absence of laws which prohibits it. The other cost is
that there could be the employment of various individuals in a company who are not qualified
and this may cause losses to the company.
Benefits and Costs of Adoption of Hiring and Promotion Practices to Diversify Workplace
Voluntarily
The adoption of hiring and promotion practices designed to diversify the workforce
voluntarily has certain benefits and costs associated with it. The vital benefits include assisting
various individuals to understand and thus appreciate other people's culture including their
backgrounds. The other benefit is that it leads to the creation of a positive public appeal and
therefore the individuals who are competent and from different backgrounds are attracted in a
workplace. Additionally, new expertise and experiences may be brought into the company, and
this is a key benefit to the organization as a whole (Wrench, 2016).
Apart from the benefits, there are also costs associated with it. A key cost is that it may
result in an increased cost in developing various programs and training for the diversified
workforce in the workplace. Another cost is that there will be slow decision making and this is
because of wide consultation which will be used thus more losses will be made (D'Netto, Shen,
Chelliah & Monga, 2014). Additionally, there will be communication barriers which may result

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in low productivity in a company due to the hiring and promotion practices designed to diversify
the workforce.
Ethical Considerations
According to Lukes & Bangs (2014), an organization which voluntarily prohibits the
practice of discrimination can be viewed as inappropriate and without any form of ethical
conduct and hence it should not be recommended for employment. An ethical behavior typically
upholds high standard and hence takes into account respect, dignity, civil liberties for other
individuals and impartiality. Under the circumstances in which diversification is not practiced in
hiring, it is never acknowledged. It can be noted that everyone has the ability to perform a
particular task and therefore should be given an opportunity to demonstrate such abilities in the
workplace. Also, when hiring various individuals in a company, the safety of the employees
should be taken into account.
Recommendation
The retailer should adopt the hiring and promotion practices designed to diversify the
workplace. There are a lot of benefits associated with the practice. For instance, it leads to the
creation of a positive public appeal and therefore the individuals who are competent and from
different backgrounds are attracted in a workplace. Additionally, new expertise and experiences
may be brought into the company, and this is a key benefit to the organization as a whole.
However there would be certain costs such as increased cost in developing various programs and
training for the diversified workforce in the workplace

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References
D'Netto, B., Shen, J., Chelliah, J., & Monga, M. (2014). Human resource diversity management
practices in the Australian manufacturing sector. The International Journal of Human
Resource Management, 25(9), 1243-1266.
Girvan, E. J. (2015). On using the psychological science of implicit bias to advance anti-
discrimination law. Geo. Mason UCRLJ, 26, 1.
Luchenister, A. J. (2015). A New Era of Inequality: Hobby Lobby and Relgious Exemptions
from Anti-Discrimination Laws. Harv. L. & Pol'y Rev., 9, 63.
Lukes, R., & Bangs, J. (2014). A Critical Analysis of Anti-Discrimination Law and
Microaggressions in Academia. Research in Higher Education Journal, 24.
Prince, A. E., & Roche, M. I. (2014). Genetic information, non-discrimination, and privacy
protections in genetic counseling practice. Journal of genetic counseling, 23(6), 891-902.
Wrench, J. (2016). Diversity management and discrimination: Immigrants and ethnic minorities
in the EU. Routledge.