The Value of Fair Treatment: Diversity and Ethical Governance

This essay explores the value of fair treatment in the workplace, emphasizing non-discrimination and the embracing of diversity. It discusses how organizational rules impact employee contribution and productivity, advocating for the adoption of specific laws prohibiting discrimination, even beyond federal mandates, to achieve equality and corporate governance. The essay covers forms of discrimination prohibited and not prohibited by federal laws, such as equal pay, retirement benefits, freedom of worship, and employee compensation systems. It also examines hiring and promotion practices meant to diversify the workplace, highlighting the benefits of age, experience, and cultural diversity. The ethical considerations of not prohibiting federal forms of discrimination are discussed, focusing on the violation of ethical considerations like harming employees through unequal pay and undermining voluntary participation. The essay concludes by emphasizing the importance of creating a work environment conducive to innovation, creativity, and mutual respect.

Running head: THE VALUE OF FAIR TREATMENT IN THE WORKPLACE
The Value of Fair Treatment in the Workplace
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The Value of Fair Treatment in the Workplace
Introduction
Fair treatment within the organization entails non-discrimination and embracing of
diversity, be it cultural or social diversity as it affects the workplace. The rules governing the
relationship between the various levels of the workforce play a significant role in determining the
contribution and productivity of each stakeholder involved. This being the case, in as much as
the federal laws do not protect or consider the rules prohibiting discrimination in the workplace
to be constitutional, there is still need for the organization to adopt specific laws prohibiting
discrimination to embrace diversity. This falls in line with the Supreme Court's rule that the
workplace can voluntarily enact these laws such as hiring practices geared towards embracing
diversity in as much as they are not recognized by the constitution. This is because these
practices are crucial to achieving equality and corporate governance. The value of fair treatment
plays a leading role in enhancing corporation within the workplace, encouraging employee
development, team building and emphasizes ethical corporate governance.
Prohibiting Federal Forms of Discrimination Prohibited by Federal Laws
The Federal Government prohibits some workplace forms of discrimination, including
the paying of different wages based on gender to workers substantially doing the same work,
according to the Equal Pay Act of 1963. By voluntarily prohibiting this form of discrimination,
the organization encourages active participation from both male and female employees, boosting
their morale that then translates to productivity. It is only natural that when the female employees
get discriminated against by being paid less than their male counterparts, they will cow away
from actively participating in their duties and obligations since they are not motivated to work.

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Their full potential does not get realized, and their quality of production also goes down (Peters
& Wolper, 2018). ButNevertheless, by ensuring equal to both genders, the organization can avert
these issues. Equal pay would most probably only cost the organization slightly more finances
than it would have had to spend to pay the workers if the female workers were to get paid less
than their male counterparts.
Another form of discrimination prohibited by the federal laws includes the equal rights to
retirement benefits. According to this provision, all employees working of an organization are
entitled to receive pension schemes and other forms of benefits owed to them for their exemplary
services in the organization. Equal rights to retirement benefits isAn equal right to retirement
benefits is one form of discrimination mostly practiced in the modern business world. This kind
of Ddiscrimination would mean not fully on this line would mean no fully compensating workers
once they retire, or only compensating a selected group of retired employees of the organization,
while the others are left to deal with an uncertain future (Ruthergien, 2016). The outcome of such
a situation includes the creation of an image, by retired workers, The effect of this for the
organization would be the lousy enough to tarnish the name of the organization or image
portrayed by these workers once they go, and reduced the level of morale on the the part of the
active remaining active workforce. Otherwise, the remaining active workforce will be left
wondering who will and doubting their future security and the reward for their labor and input
towards realizing the company's objectives.
Thirdly, discrimination on employee compensation system is another form of
discrimination in which only a selected section of the stakeholders is allowed given access into
the company's insurance policies and programs, like medical bill covers and life insurances while
the rest are left uncertain of their coverages. Insurance policies play a critical role in securing the

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future of an employee and making them motivated in their work. Everyone desires to work for an
organization that they feel is not only concerned with their productivity and input into its
operations but genuinely cares for the employee's future as well (Grollman, 2014). It boosts the
confidence, trust and loyalty an employee has in their boss, thus gets them excited and motivated
for work. Ethically speaking, the company stands to gain the trust of the employee.
Prohibiting a Federal Form of Discrimination Not Prohibited by Federal Laws
In addition to covering and ensuring adherence to the forms of discrimination prohibited
by the federal laws, it is equally important to go a step further in guaranteeing non-
discriminatory practices get that get condoned in the workplace. This means banning such
discriminatory acts that may not be initially prohibited by federal laws. One such unfair act
should be the freedom of worship. Most organizations discriminate against the freedom of
religion of the workforce in the sense that it only recognizes one day of prayer for the employees,
which in most cases happens to be on Sundays. This implies that only those workers who ascribe
to Christianity and other forms of religions that worship of Sundays are allowed to room to
attend religious services while the rest who have their worship days in the middle of the week get
discriminated against by not being allowed to visit their religious ceremonies. This act is
discriminatory since the minority group tends to feel sidelined and not recognized or made part
of the organizational culture. By exploring secluded in the corporate culture, these workers
would tend to feel secluded and not recognized by the organization, hence will be demoralized in
their work. But by embracing religious and cultural diversity where every stakeholder is allowed
the freedom of worship in their designated days, the workers would feel appreciated and part of
the larger organizational family where the organization takes their interests and diversity into
consideration (Vickers, 2016). Thus, they will be more open to contributing towards the

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development of this diverse work environment by bringing in their expertise and insights that to
some extent may be based on their religious beliefs, especially on such matters as it pertains to
the organizational ethical considerations and practices.
Hiring and Promotion Practices Meant to Diversify the Workplace
As can be seen, so far one way to reduce discrimination in the workplace is to make it as
diversified as possible by embracing different kinds of stakeholders. This entails maintaining a
gender balance on the part of the shareholders, embracing age diversity and experience, and
diverse cultural standings. The organization stands to benefit a great deal from this diversity as
far as its productions are concerned. In terms of age and experience, it is essential that the
technical know-how of productions is passed from the seasoned players to the new phases in the
market. By embracing this diversity, it becomes easier to show the junior stakeholders the
conventional ways of production through such platforms that are meant to guide and mentor
them. The junior employees can only get this kind of exposure through the guidance and
mentorship of the experienced workers and leaders in the market.
Similarly, as the industry continues to evolve, it becomes necessary to diversify the ways
of production by embracing the new technology advancements and means of production. Most of
this new expertise gets taught in the current profession studiesModern diversification skills and
expertise get taught in organizations more often to increase productivity. This could be one area
the older workforce might have most probably missed out . By hiring junior employees straight
from the colleges and other institutions, it becomes easier for the organization to tap into this
new knowledge and incorporate it into the organizational culture (Uzuner-Smith & Englander,
2015). This being the case, it is essential therefore for the organization to embrace age and
experience diversity to ensure the incorporation of these points of production since each has its

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advantages and insights they bring into the organization which when incorporated together leads
to the creation of the diverse output.
An organization deciding to adopt practices and strategies By voluntarily embracing
measures geared that would promote hiring of people from different backgrounds, integration,
and innovation in the workplace, is a step towards towards diversification of the ying the
workplace. As a result, an organization increases its chances of through hiring and promotion
practices, the organization, on the other hand, can increase its capturing the global market as well
as increasinge employee creativity. This is particularly the case because a diverse collection of
skill and ideas from around the world gives an organization a competitive edge. The workforce
brings an insight into the market trends from around the world they come from and lead the
conventional ways into ho the organization can use these market trends and preferences in
incorporating its products and services to fit the demand of the different global markets. In other
words, the organization, in this case, is better placed to tailor its products and services to match
the demand across the globe. Additionally, multilingual employees assist in communicating
respectfully with global clients. This plays a vital role in any organization because global clients
want to be heard and encouraged to communicate fluently and comfortably. This, in the end,
reflects in the manner in which sales are likely to go up for such an organization while at the
same time strengthening the mutual respect between the organization and the global clients.
Most essentially, Not to forget, diversity in hiring alone, increases creativity as the
organization channels its operations to a better is better placed to create an work environment
that is comfortable for the various all stakeholders and is naturally conducive to brainstorm
ideas. This is more so the case when it comes to promotion techniques where the workforce feels
that the promotion strategies are open for anyone who proves to be a great asset to the

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organization based on their innovation and creativity. In this case, many who aspire to be
promoted go out of their ways to come up with strategies that are meant to impress the
organization and increase their chances of promotions. The organization is faced with a
workforce that is highly competitive and creative in their problem solving and inventories geared
towards boosting productivity while maintaining best practices for the organization (Miller, & Le
Breton-Miller, 2005). However, if this is not handled correctly, it could lead to the creation of a
highly competitive, individualistic and divided workforce that is unable to work together as each
employee fights so hard to outdo the other in their inventions and innovations to increase their
chances at promotion. This could lead to disunity and hostility in the work environment to a
great extentlargely.
Ethical Considerations of Not Prohibiting Federal Forms of Discrimination
When the organization does not put in place measures to prohibit such forms of
discrimination such as equal pay, it leads to the violation of the ethical consideration of not
harming any employee in the organization. This is because it leads to financial strains on the part
of the underpaid employees who at the end of the day have bills to pay just likeas the employees
who are adequately paid do. Otherwise, the ethical and financial consideration in such is the fact
that This means therefore that this oppressive systems would harm harms such an employee who
is underpaid workers in the sense that they cannot comfortably meet their obligations in life or as
American citizens with bills and taxes to pay. Age discrimination also undermines voluntary
participation as an ethical consideration. It should be prohibitive , on the other hand, violates
such ethical considerations as voluntary participation. This is because some employees are not
given enough room to actively participate in making decisions and to offer ing their insight
regarding into how operations run. The ethical consideration of voluntary participation holds that

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every employee regardless of their age or level of expertise should be given enough room to
voluntarily and actively participate in the affairs of the organization. This includes, and is not
limited to, being engaged in policy implementations, being actively involved in decision making
through meetings, more particularly in such meetings that are meant to discuss the affairs that
directly affect them. Additionally, each employee should be given equal and free avenues to
learn and gain experiences through pieces of training and mentorship programs which should be
offered freely without any prejudice or whatever (Ferrell & Fraedrich, 2015). ButHowever, when
an organization does not voluntarily prohibit age discrimination, more so as far as exposure to
opportunities of self-evaluation and development are concerned, it directly violates this ethical
consideration.
Still, on ethical considerations, it is crucial that the organization observes hiring and
promotion practices geared towards embracing diversity to build on the ethical considerations of
justice and human relations. Both of these emphasizes on granting equal opportunity to all
members of an organization. The ethical eligibility of granting equal opportunity is on the fact
that based on their workers need considering in line with their competence and ability rather than
whatever worker instead of cultural backgrounds they come from or what gender they are. In
other words, justice and equality are about embracing diversity and giving workers equal
opportunities to prove themselves and their ideas. About hiring, an organization that does not
embrace equality and justice in their recruitment violates this form of discrimination, in addition
to exposing the organization to the risk of losing a great asset for the company. This is because
most of the potential workers discriminated against during hiring procedures could be potentially
great innovators.

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Similarly, on promotion, discriminating against potential candidates because of cultural
diversity puts the organization in a spot where it could lose on a great asset by not giving every
worker an equal chance to prove that they are worthy of the post. Not only does this form of
discrimination violate the ethical consideration of granting every employee equal opportunity,
butbut also it plays a significant role in promoting hostility and enmity within the workforce in
which a section of the employees would resent whoever is encouraged in their place due to
discrimination (Sekaran & Bougie, 2016). In the end, not only does this act strain the relationship
between the supported staff and their colleagues, butbut also it dramatically affects their work
interaction, in which case it becomes difficult for these two to work together or follow the
commands or directives issued by the party that is considered to have been favored.
Final Recommendation
Based on the benefits of prohibiting age discrimination, it is essential to adopt the laws
prohibiting this form of discrimination. This is, mainly because it saves the employer the
resources and expenses incurred in hiring new employees every now and again. Age
discrimination for workers above the age of 40 implies that employees in their late 30s might
resort to quitting before they are laid off forcefully. For any employer, high rates of employee
turnover are never in the best interest of the company since it reflects on slowed or low-quality
production since the employees nearing the age of 40 starts looking for alternatives before they
are inevitably laid off. To avert this, it is essential that the organization adoptsadopt this law
prohibiting age discrimination towards a particular class or category of employees. However,
when it comes to equal pay discrimination, more insight should be given into the matter. In as
much as it is true that employees deserve equal pay and that gender lines should not dictate this
payment, it is also important to point out that assuming equal pay regardless of the amount or

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level of production an employee engages in could be disadvantageous to the company and the
workforce as well. On the part of the organization, it would be to some extent paying more for
relatively low-quality production. For instance, if a departmental manager is supposed to be paid
the same amount as an operational manager, then it would mean that the company would spend a
high amount to pay for the services of one of these managers over the other. Similarly, this could
lead to demotivation on the part of the workers who feel they do much work compared to others
yet at the end of the day get paid the same amount. This being said, the prohibiting of equal pay
discrimination should not be adopted without clearly laying these provisions.
However, it is essential that the retailer, in this case, adoptsadopt hiring and promotion
practices designed to diversify the workplace. This is because this plays a significant role in
increasing productivity and competitive advantage on the part of the organization as far as the
diversification of ideas is concerned. It also builds on the positive reputation the community at
large has on the company whichcompany that goes a long way in establishing business
connections and associations with the suppliers and the clientele at large. Lastly, this practice
should be adopted for the simple reason that it increases creativity and innovation, leading to
high-quality production due to the cross-fertilization within the organization among the various
heterogeneous groups involved.
Conclusion
To cap it all, the prohibiting of any and every form of discrimination plays a vital role in
not only embracing diversity but also to a great extentlargely in building the organization's
reputation and its interactions with the suppliers and clients as well. It is crucial
thereforetherefore, that the retailer adheres to these laws prohibiting discrimination to encourage

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innovation and to embrace cultural diversities and ideological differences whichdifferences,
which at the end of the day form the basis of diversified products and operations by the retailer.
GENERAL COMMENTS
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