Occupational Inequality in the Workplace

This article discusses the issue of occupational inequality in the workplace, focusing on how individuals are treated based on factors like ethnicity, sexuality, race, and more. It explores the impact of workplace discrimination and highlights the need for equal representation and fair treatment.

Market and
consumers Business

Table of Contents
TASK 1......................................................................................................................................3
TASK 2......................................................................................................................................4
ESSAY 1................................................................................................................................4
ESSAY 2................................................................................................................................6
REFERENCES...........................................................................................................................9
Books and journals.................................................................................................................9

TASK 1
When I was performing this function, this essay describes the work experiences of a
UK retail worker during the COVID-19 pandemic. Jay's storey, written during a time of
confusion, shows how the shop floor's abrupt and frequent shifts between mundanely and
extremity elicit contrasting feelings and job intensification that interrupt and rebuild
normalcy (Blackston and Lebar, 2015). His accounts detail aggressive consumer conduct,
absent administration, a lack of consistent organisational procedures, and subordinates'
differing perspectives about what constitutes effective health and safety steps. It shows how
liminality in the workplace during a crisis can put workers in danger whose seemingly routine
jobs become extreme. Extreme work is described in this article as work with an uncertain
workflow, extended responsibilities, mentoring responsibilities, and psychological and/or
physical harm. It uses the term to investigate the liminal perspective of a frontline store
worker during a pandemic. The COVID-19 pandemic has led the UK government to
designate retail staff as "primary jobs," with their contributions "important" to the crises'
management. The unplanned and intense nature of supermarket employment during the
pandemic has important consequences for jobs, in comparison to the predicted and planned
temporary intensification during the Christmas season. Because of the delays and
uncertainties, supermarkets are in jeopardy. Because of the delays and complexities,
supermarket employees find themselves in a liminal situation between routine and extreme
jobs, as well as between old and modern office norms. Workers' functions and duties are
being deconstructed and reconstructed in both their jobs and the larger society. Jay's account
of working in a UK supermarket during the COVID-19 pandemic is based on an
autobiographical diary he held between March 21 and April 13, 2020. Additional remarks
gleaned from a later interview about the diary add credence to the storey. Jay's account
exemplifies how mundane and extreme job environments coexist throughout a crisis. Over
the past three years, Jay has worked as a consumer assistant in a large UK supermarket's
produce department. He is in charge of replenishing the shelves with new fruits and
vegetables. Despite the fact that Jay's job requires a lot of physical effort, he views it as
"relaxing." His usage of the term "relaxing" refers to his workplace's social atmosphere rather
than actual relaxation (Camilleri, 2018). Although Jay acknowledges the persistence of strict
administrative discipline in some supermarkets, he credits his work satisfaction in regular
times to the relaxed management methods that allow for more breaks, versatility, and

autonomy. Jay finds that many administrators have taken extended stretches of leave, which
is an opportunity for reducing health risks that many non-managerial employees do not have.
Although bosses are increasingly taking "isolation days," some employees are left to work
alone (Carraresi and et.al, 2016). One of Jay's co-workers feels the need to keep going, even
overtime, in order to maintain her salary. Jay explains what might be called accumulation in
his diary entry from April 13th. Changes in workplace policies and procedures continue to
herald the emergence of modern organisational and societal norms. These are the findings
which are evaluated from the story of jay.
TASK 2
ESSAY 1
To what extent do you agree that your future job will be taken by robots?
Science and technology is continuously developing it is identified the role of robots
within the working is also increasing. It is identified that innovation and technology has
greatly improved within medical science and other studies which also proven that after
particular period of time robots will take different jobs from the humans. Regardless of where
the business that uses telemarketing services is based, telemarketing is one of the occupations
that is expected to be overtaken first by the use of robotics. Computers can be designed to
make phone calls, raise loans, and ask about views on different polls and questionnaires,
eliminating the need for telemarketers. Additionally, most firms are expected to implement
automated transportation systems in the immediate term, leaving people working in shipping
plants and enterprises unemployed. People will no longer be required to handle shipping;
instead, computers and robotics will be used to operate the process. With the advancement in
automation and automatic processes, those employed in sewage maintenance roles today are
likely to lose their jobs in the next few decades (Consoli, 2016). Sewer management will
soon be handled by computerised programming software that allows for real-time tracking
and monitoring of sewage production and waste management. Tax preparers will no longer
be working for customers as tax season approaches. Instead, the use of online and offline tech
applications has made tax planning simpler than ever. Not only can using tax planning tools
and online resources save you time, but it will also save you money compared to visiting a
local tax preparation expert or practitioner. Many tax-filing programmes will certainly

become open to anyone with Internet connections in the future, rendering tax preparer jobs
virtually redundant.
This can also viewed that Photograph production by actual experts will become
obsolete in many workplaces in the future, leaving people unemployed. While photograph
production has become automated and can be performed in less time and with less money
with the use of computer programmes and software, some people still prefer the manual
approach, which may lead to a niche career based on the network and willingness to attract
clients in the future (Degens, 2016). Along with this, Person data entry practise performed in
offices and also at home is expected to become redundant in the near future. Robots will most
likely be designed to take over conventional data entry work and duties, making it more
difficult for people with years of experience in the industry to find jobs that pay well. Since
automated systems, equipment, and ultimately robotics will be able to complete any data
entry jobs that become available, demand for human people may decrease, resulting in the
work being worth less overall. Anyone currently employed in a state or city library can find
themselves unemployed over the next two decades. With the installation of electronic
systems to monitor books and individuals that use their library card at all times, library
technicians will no longer be needed. In the future, libraries will operate in a more high-tech
manner, with automated checkouts eliminating the need for a skilled library technician to
assist. Elon Musk, the inventor of Tesla and SpaceX, and the late physicist Stephen Hawking
have posed the issue in its most dystopian form. All also said publicly that robots would
inevitably surpass our capacities, travel beyond our reach, and possibly lead to the destruction
of human society. Even those who aren't as dramatic are concerned. When the Pew Research
Center polled approximately 1,900 technology analysts in 2014 about the future of jobs,
nearly half believed that artificially intelligent robots would contribute to job reductions in
the near future — almost 50% by the early 2030s, according to one commonly cited study.
Imagining jobs that don't occur today and may be created is much better than imagining jobs
that don't exist today that might be created. Many, if not all, specialists in this area are
cautiously hopeful about job prospects, if only because the ATM example and others like it
demonstrate how counterintuitive automation's effect can be. According to Bessen, machine
intelligence is quite a long way from matching the full spectrum of human skills.
Most researchers agree that in the next five to ten years, a majority of occupations will
be fully automated (Hellwig and et.al, 2015). Insurance underwriting, warehouse and

manufacturing work, customer care, testing and data entry, long haul trucking, and an
unnervingly wide category titled "All Tasks That Can Be Learned" were among the 13
categories named by the Forbes Technology Council, a body of senior-level tech executives.
While robots will threaten a variety of blue-collar workers, they are sure to bring enormous
benefits to our lives. Robots are capable of performing routine and monotonous activities
quickly and accurately (Karakaya and Stahl, 2015). Job duties such as answering the phone or
filling out a patient questionnaire, according to a study conducted by the Department of
Computer Sciences, may be performed by robots. As a result, cognitive workers like
attorneys and physicians will focus on more difficult activities that include analytic reasoning
and analysis abilities. As a result, it is possible to argue that this trend is primarily
constructive. Process-driven occupations account for the vast majority of those who have
been displaced or are at risk of being displaced. Manufacturing, customer service, and
transportation are examples of jobs that can quickly be automated. These tasks can simply be
done quicker and more effectively by robots and AI than by humans. Many researchers
believe that humans and robotics must collaborate in order to achieve a productive future.
Jobs that can be programmed must be done by robots, while jobs that need an intimate or
artistic touch must be done by humans.
ESSAY 2
The greatest inequality in our society are played out and reproduce in workplaces
Occupational inequality refers to how people are treated in the workplace depending
on their ethnicity, sexuality, height, weight, dialect, or race. When studying patterns in
workplace disparity, scholars often look at the composition or allocation structure of
individuals across occupations, such as the distribution of men and women in a particular
profession. Second, they concentrate on the relationship between occupation and wages, such
as comparing the earnings of whites and blacks in the same profession. For more than four
decades, workplace sex harassment has become illegal. However, sexual assault and
pregnancy and maternal sexism remain significant issues, as shown by some recent high-
profile allegations (Kumar and et.al, 2018). Sexual abuse at work is much more common
among women than it is among men. According to a 2017 study, four out of ten women had
encountered inappropriate sexual behaviour in the workplace. Around one-in-nine mothers

(11%) said they were shot, made compulsorily obsolete while those in their workplace were
not), or handled so badly at work that they feel compelled to quit.
The gender wage difference in the United Kingdom is 17.3 percent, with a variety of f
actors contributing to the disparity, including fiscal, cultural, social, and educational factors.
A scarcy of job opportunities that are versatile, primary caregivers of unpaid care duties are w
omen Separation of occupations and Women's job is undervalued, resulting in pay disparity.
If not resolved, this imbalance not only hurts people, but it also hurts employers'
image as an equal and equitable employer (Prud'homme, 2019). Female wage gap research
has added attention to workplace gender equity challenges that need to be addressed, but
what matters most is what happens next. According to research, working mothers face a
"motherhood tax" in the workplace, with respect to expectations of their integrity,
commitment, and aspiration. Furthermore, while there has been growth in female
representation at the top of organisations, there is still a long way to go before we can assert
gender equality in job advancement. Despite significant changes brought on by the Hampton-
Alexander Review and its forerunner, the Davies Review, there is still a shortage of female
participation in executive positions relative to non-executive roles, implying that women are
still underrepresented in operating roles, preventing them from having the day-to-day control
of decision-making roles in UK industry.
There are certain steps which re taken by government. Some of these are Set a
voluntary goal for women to make up 20% of FTSE 350 board-level executive directors by
2025 as a first step toward fair gender representation on boards by 2030. If the consistency of
organisations' storey reporting has not changed by April 2020, make the provision of an
action plan a required component of gender pay gap reporting. Ensure that the Equality and
Human Rights Commission has the tools it needs to combat workplace sexual harassment and
bullying by monitoring and prosecuting workers who break the law (Sabbaghi and et.al,
2015).
Discrimination in the Workplace Because of a Medical Condition. Discriminating
against an applicant dependent on his or her medical status in hiring decisions is
unconstitutional under both federal and state legislation. Hiring, dismissing, recruiting,
demoting, recruitment, and work assignments are also examples of these decisions. The

Family and Personal Leave Act (FMLA) and the Americans with Disabilities Act (ADA) are
federal statutes that shield people with medical conditions from discrimination (ADA). The
FMLA covers all medical issues at covered workplaces and requires employers to provide
medical leave to employees in some situations (Shahriari and Mohammadreza, 2015).
Discrimination based on disability, which is described as a mental or physical disorder that
greatly limits a main life activity, is prohibited under the ADA. While not all medical
disorders are illnesses, and there are periods when treatment or care for a medical disorder
can alleviate an employee's illness, the ADA does refer to medical conditions in certain cases.
Employees who work at least 1,250 hours a year with a company of at least 50
employees are eligible for the FMLA. If you work for a small business and are subjected to
medical prejudice, individual can look at your options under the ADA, which applies to
businesses with at least 15 employees. An employee who is incapacitated by a medical
condition or disease will take up to 12 weeks of unpaid leave during any 12-month period
under the FMLA. The leave may also be used for other reasons related to hospital treatment,
such as childbirth or to take care of family obligations related to a partner, infant, or parent
who is suffering from a serious illness.
FMLA is governed by the Department of Labour, unlike a host of other state anti-
discrimination regulations that are implemented by the Equal Employment Opportunity
Commission (EEOC). During the leave, the employee will continue to receive wages, and
after the leave, he or she will be able to return to his or her previous position or an equivalent
job with the employer. When an employee has a special need, a covering contractor must also
have an irregular or shortened work schedule. In certain cases, the boss will be able to
lawfully move the employee to a job with comparable pay and benefits that is more suitable
for the shortened schedule (Van Loo, 2019). Employers should not discriminate against an
employee who files a discrimination complaint or opposes discrimination. Employees will
prove revenge by demonstrating that they were subjected to a material adverse workplace
action as a result of exercising FMLA rights. Discrimination against people with mental
illnesses in the workplace is immoral, unethical, and shockingly, all too common. This
contradiction arises from societal expectations that judge people who show mental health
symptoms, which are counterbalanced by policies that prosecute workers that discriminate
against employees with mental health disorders.

REFERENCES
Books and journals
Blackston, M. and Lebar, E., 2015. Constructing consumer-brand relationships to better
market and build businesses. Fournier, S., Breazeale, M., Avery, J., editos. Strong
Brands, Strong Relationships. Abingdon, Oxon: Routledge. p.p376.
Camilleri, M. A., 2018. Market segmentation, targeting and positioning. In Travel marketing,
tourism economics and the airline product (pp. 69-83). Springer, Cham.
Carraresi, L and et.al., 2016. Can strategic capabilities affect performance? Application of
RBV to small food businesses. Agribusiness. 32(3). pp.416-436.
Consoli, D., 2016. The Global Market Of Small Businesses By E-Commerce
Platforms. Challenges Of The Knowledge Society. p.966.
Degens, P., 2016. Between “Market” and “Reciprocity”: How Businesses Use Local
Currencies. Behemoth-A Journal on Civilisation. 9(2). pp.22-36.
Hellwig, K and et.al., 2015. Exploring different types of sharing: A proposed segmentation of
the market for “sharing” businesses. Psychology & Marketing. 32(9). pp.891-906.
Karakaya, F. and Stahl, M. J., 2015. Global Barriers to Market Entry for Developing Country
Businesses. In Proceedings of the 1993 World Marketing Congress (pp. 208-212).
Springer, Cham.
Kumar, A and et.al., 2018. Predicting changing pattern: building model for consumer
decision making in digital market. Journal of Enterprise Information Management.
Prud'homme, D., 2019. How digital businesses can leverage the high cost for consumers to
switch platforms. London School of Economics Business Review.
Sabbaghi, M and et.al., 2015. An investigation of used electronics return flows: A data-driven
approach to capture and predict consumers storage and utilization behavior. Waste
Management. 36. pp.305-315.
Shahriari, S. and Mohammadreza, S., 2015. E-COMMERCE AND IT IMPACTSON
GLOBAL TREND AND MARKET. International journal of research-
Granthaalayah. 3(4). pp.49-55.
Van Loo, R., 2019. Digital Market Perfection. Michigan Law Review. 117(5). pp.815-883.