Workplace Discrimination: A Research Report and Analysis of Issues

This report, focusing on workplace discrimination, presents an executive summary and explores various facets of the issue. It begins with an introduction and background, followed by a problem statement, research questions, hypotheses, aims, and objectives. The significance of the research is highlighted, alongside a review of existing literature on discrimination, encompassing race, religion, pregnancy, and sex-based discrimination. The report delves into remedies for eliminating discrimination, employer accountability, and relationships between variables. It outlines research methods, including methodology, data collection, analysis, and ethical considerations. The results, discussion, and limitations of the study are then presented, culminating in a conclusion that offers insights into the complexities of workplace discrimination, supported by an extensive reference list. This report provides a comprehensive analysis of workplace discrimination, discussing its various forms and impacts, and suggesting interventions to mitigate the negative effects of discrimination in the workplace. The report is based on primary data collected through interviews and questionnaires, as well as secondary data analysis, and addresses the challenges and difficulties encountered during the research process.

Running head: WORKPLACE DISCRIMINATION
WORKPLACE DISCRIMINATION
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Executive Summary
Discrimination and inequality is one of the major concerns in todays present state of
organization. Throughout the world, there have been cases of several issues
which are related to gender, religious or racial discrimination people
witness at their workplace settings, which involves suffering from physical
and psychological difficulties by the employees of the organization. The
workplace is found to be one of the important setting to witness majority of the cases of
discrimination. In the workplace, discrimination was found to take place on generally on the
basis of an individual’s race and religion along with gender and national origin of the
individual who has been recruited for any kind of work is an organization. It is an essential
responsibility of the head of the association to ensure that each employee of their
organization have been acquiring equal right and facilities in their respective workplace
despite of coming from different cultural background, gender and race. In order to conduct
the research, there were few sampling parameters which were set based on various factors,
such as the religious background they belong to, the duration of the joining in to a company,
and the colour of individual’s skin. Interview and questionnaire were used in order to collect
primary data and systematic analysis and meta-analysis was used to obtain the secondary
data, later which were analysed by the use of various systematic tools. There have been
numerous difficulties which occurred while preceding with the study and throughout the
duration of the research procedure. The challenges that occurred included the time duration of
interview sessions, misinterpretation of the data, inadequate amount of access to participants
belonging to certain groups such as female employees, racial groups and minority population
and the prolonged size of the questionnaire. After the study was accomplished, and
appropriate data and information regarding the condition and status of the discrimination in a
workplace setting was obtained.

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Table of Contents
Introduction................................................................................................................................3
Background of the Research..................................................................................................3
Research Problem...................................................................................................................4
Research Questions................................................................................................................4
Hypothesis..................................................................................................................................5
Aim and objectives of the research........................................................................................5
The significance of the Research...........................................................................................5
Research gap..............................................................................................................................6
Literature Review.......................................................................................................................6
A critical review of the literature...........................................................................................6
Elements of Discrimination in the Workplace.......................................................................7
Race and Color Discrimination..........................................................................................7
Religious Discrimination...................................................................................................8
Pregnancy Discrimination..................................................................................................8
Sex-Based Discrimination..................................................................................................9
Remedies for eliminating discrimination in the workplace...................................................9
Equal Employment.............................................................................................................9
Race discrimination............................................................................................................9
Disability discrimination..................................................................................................10
Age discrimination...........................................................................................................10

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Equal pay act....................................................................................................................10
Employment Rights Act of 2008..........................................................................................10
Employer Accountability.................................................................................................11
Explain the relationships between the variables of your research model by providing a
critical review of pertinent literature................................................................................11
Research model....................................................................................................................14
Planned research methods....................................................................................................15
Methodology............................................................................................................................15
Research Approach..............................................................................................................15
Research Strategy.................................................................................................................16
Data Collection Techniques and Plans.................................................................................17
The selected data collection methods and tools:..................................................................17
Data analysis:.......................................................................................................................18
Sampling..............................................................................................................................19
Ethical Considerations.........................................................................................................19
Research Ethics Questions...................................................................................................20
Results......................................................................................................................................20
Discussion................................................................................................................................25
Limitations of the study conducted:.....................................................................................29
Conclusion................................................................................................................................30
References................................................................................................................................34

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Introduction
Background of the Research
Employment discrimination could be observed in different situations. Sometimes a clear
exclusion of a certain kind is mentioned in the job description. The potential of an employee
here is unconsidered (Weichselbaumer 2016). At certain times, the pay scale of certain
people varies solely on the basis of discrimination. At other times, the people are called off
from company benefits and compensations. There are times when certain people are excluded
from the company's facilities and also unconsidered for promotions (Stainback 2018).
Workplace discrimination reaches to an extent when disability leave and other genuine
options are overlooked.
Disruption within the workplace environment of any sort would result in delays, declines, and
downfall of productivity, efficiency and the overall morale of the company or department
(Dhanani, Beus and Joseph 2018). Discrimination the basis of personal preferences and
believes disallows company's progress on the basis of capability and potential. However, it is
very integral to understand that workplace discrimination is one the leading reasons of
workplace hostility and professional hindrances in relative regions (Brouwers et al. 2016).
Workplace discrimination is considered unlawful. However, there remains unrecorded
incidents and a substantial rate of discriminatory practices in society (Padela et al. 2016).
Direct discrimination refers to when a person is not treating you well because of any of your
personal characteristic. This point is protected by law. These cases mostly occur when people
are having unfair assumptions and perceptions regarding other people even if they are
qualified enough to perform a task (DeSouza, Wesselmann and Ispas 2017). An unreasonable
condition has occurred and the personal characteristics such as gender, age, caste or any other
similar condition is taken as the first priority by unfair means. Sometimes the policies of the

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organization are also a major issue where all the policies are designed in the same way and in
this scenario it can create a negative situation for some of the employees. For instance, if an
employee is working a 6-hour shift because he is a white American the Black American also
being on the same post has the right to work in the same hours without any other obligations
or hurdles (Ngo 2017). The research has been conducted to understand in a much detailed
manner, the condition of the discrimination in a workplace and the severity of the
discrimination in the people witnessing. It also intends to focus on the reasons behind the
discrimination and the interventions to overcome such issues in an organization.
Research Problem
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 legislation and human resources program to counter it and to endorse gratitude of
diversity. Moreover, discrimination might be ever so insignificant, yet many researches have
seen its effects. Two individuals who have the same experiences and competencies however
diverse background can be nudged along very different paths. The key issue is that
discrimination largely unintended and largely invisible. It may occur in everyday practices
like task assignments, informal mentoring, and performance appraisals (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 the UK (Sipe, et. al. 2016).

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Research Questions
RQ1: What are the negative outcomes of discrimination witnessed by the employees in the
workplace?
RQ2: what are the strategies or tools that can be used in order to assess the condition of
discrimination in workplace?
RQ3: What interventions are found to be effective for improving the workplace
discrimination (Verniers and Vala 2018)?
Hypothesis
H0: There is no significant relationship between discrimination and workplace
H1: There is a significant association between discrimination and workplace
Aim and objectives of the research
The main objective of this research is to categorise the condition of discrimination in the
workplace. The following objectives have been used to accomplish the main aim of this
study:
RO1: the evaluate the negative outcomes of discrimination witnessed by the employees in the
workplace
RO2: To assess the strategies or tools that can be used in order to assess the condition of
discrimination in workplace
RO3: To recommend the interventions which are found to be effective for improving the
workplace discrimination

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The significance of the Research
It's imperative to take note of that oppressive practices that can happen in any part of a
business. It is illicit for a business to make presumptions dependent on race, sexual
orientation, or age-related generalizations, and it's likewise unlawful for a business to accept
that a worker might be unfit on the grounds that the person in question is handicapped. That
is very integral to do it that way also.
Furthermore, organizations are disallowed from retention business openings from a worker in
light of his or her association with somebody of a specific race, religion, or ethnicity.
Unlawful segregation likewise incorporates provocation dependent on legitimately secured
individual qualities, including (however not constrained to) race, sex, age, and religion.
Different aspects of both workplace and discrimination will be explored further throughout
the thesis with objective data collection methods being employed. Furthermore, an analysis of
said extracted data will also shed light on possible action plans with reference to already
executed policies being implemented into successful workplace environments (Verniers and
Vala 2018).
Research gap
The research question that has been selected and focused on is, what are the difficulties
witnessed by the employees in a work place and the population that has been majorly facing
the challenges due to workplace discrimination.
Literature Review
A critical review of the literature
Discrimination may create an issue for each individual in 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

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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 based on certain characteristics.
Moreover, workplace discrimination must not be mystified with legitimate advice and
comment such as relevant negative comment and feedback from supervisors and managers on
the performance of work and work-related attitude of an individual and group (Independent
2018).
In addition, employment discrimination regulations seek to avoid discrimination as per sex,
religion, race, age, physical disability and national origin by employers. An increasing body
of law also seeks to avoid employment discrimination as per the sexual orientation. Along
with this, discriminatory practices involve bias in hiring, job assignment, promotion,
retaliation, different kind of harassment (Vickers 2016).
The procedure of offering feedback to employees at the time of formal performance
appraisal, and counseling employees towards work performance, will not be free of anxiety.
Hence, managers should manage these procedures with feeling; however, they should not
eliminate their accountabilities to offer full and honest feedback to employees (Verniers and
Vala 2018).
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 in the workplace
is a key issue in today’s business society. The increase in gender and cultural diversity in the
workplace has constrained workforces from different backgrounds and ethnicities to work
together for attaining the goal of the corporation.

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In contrast to this, Bayl‐Smith and Griffin (2014) evaluated that differences between people
have a tendency to lead to misunderstanding and, the outcome in discrimination and conflict.
Moreover, employers have accountability towards their employees to protect them from
discrimination and unfair treatment at the workplace.
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
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
(Kinzel 2014).

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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.
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,
unwelcome sexual advances, demands, and requests for sexual favors and other physical and
verbal harassment all breaches 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 legally secures the individual from
discrimination at the workplace and in the wider community. It replaced the earlier anti-
discrimination regulation with a single act and making the regulation easier to comprehend
and strengthening safety in certain circumstances. It is stated that federal regulation avoids