HR Report: Workplace Discrimination Analysis, Research, and Solutions

This report delves into the critical issue of workplace discrimination, exploring its various forms and impact on organizations. It examines how human resource metrics can be utilized to identify and mitigate discrimination related to gender, age, and religion, among other factors. The report includes a small-scale research component, analyzing data collected from employee questionnaires to gauge the prevalence and effects of discrimination within a sample organization. The findings reveal the presence of discrimination and its negative influence on employee performance. The report also references HRM theories, such as Adam's Equity Theory and Hertzberg's motivation theory, to support the analysis and proposes actionable recommendations for fostering a more inclusive and equitable workplace environment. The report suggests that motivating employees, clarifying expectations, and providing training are key strategies for overcoming discrimination and improving overall organizational outcomes.

WORKPLACE
DISCRIMINATION
1

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Different Human resource issue and way HR metric resolve the same.................................3
Small Research.......................................................................................................................5
CONCLUSION...............................................................................................................................9
REFERENCES..............................................................................................................................10
2

INTRODUCTION
Human Resource Management (HRM) is the term used to describe formal systems devised
for the management of people within an organization. This report used to highlights the different
issue faced by the organization and how HRM metric used to help the organization in
overcoming the same. After that the report highlights the small research to find out the better
idea of discrimination and its linkage with HRM theory.
MAIN BODY
Different Human resource issue and way HR metric resolve the same
Human resource metrics are different type of measurement which is used by the
organization to determine the values and effectiveness of different (Hoang, 2018) HR initiative
in the organization. Metric generally includes the area such as turnover, training, return of
human capital and cost of different labour in the organization. HR matrix used to play a very
crucial role in resolving the variety of the issue which is faced by HR department of the
organization. Some of the examples of the same are as follows:
Maintain good sort of workplace environment by reducing impact of workplace
discrimination: It is one of the biggest issue which is faced by all the HR department in current
scenario, as one of the biggest responsible of HR department is to maintain a good sort of
workplace environment the company but it get difficult for the company to impact of workplace
discrimination. As it used to create variety of the issue for HR department to understand the
need of all the employee and provide the different opportunity to all the employee so that good
amount of workplace environment can be maintain in the organization and productivity of
employee can also be maintain. HR matrics at the same time in the organization used to help the
HR department in understanding the different need of the employee more easily in the
organization (Harolds and et.al., 2016). This eventually used to help the company in
understanding different need of the employee such as requirement of training to the employee in
context of workplace discrimination and other data related to their motivational factor in the
organization. This eventually used to help the HR department in bringing variety of action in the
organization in a way that it promote good workplace environment in front of the employee in
the organization in regards of their professional growth. This eventually will help the company
3

in retaining the employee for longer period of time and also help the company in attracting the
eye of the new customer toward the company in less discriminated environment.
Gender Discrimination: It is another HR issue which is faced by all organization HR
departments as a whole. As it has been find out that it get difficult for the company HR
department to understand the difference between the different Gender employee and providing
all the gender employee a equall chance to showcase their skill set in the organization. Using HR
metric and data source will help the company in overcoming the same issue in the organization,
As with the help of both the tool it will get easier for the organization in understanding what are
the different requirement for different gender to perform and also can help the department in
forecasting variety of future function of the company in the market. This will help the HR
department in understanding the different demand of skill set which will be require by the all the
gender employee in the future to carry out the different operation of the business. On the basis of
which different training program can be introduced in the organization to build the good less
discriminated human resource which can help the company in overcoming variety of the future
difficulty which can be faced by the company (Barnes and Adam, 2017). This will also help the
company in maintaining employee in the organization, as organizing different training program
will help the company in promoting good message in front of the employee that they used to
care about both the gender employee, as in current scenario employee generally believe that it is
male dominant culture as with the help of same they will able to see good professional growth in
the future.
Religious Discrimination: It is another type of the issue which is generally faced by the
different HR department in the real. As it has been identified that it is the responsibility of the
HR manage to make sure that all the operation of the business is compile with different religious
and belief of different religious. HR metric generally help the company in getting the different
notification about the different unethical thing which are being performed in the organization
(Poba-Nzaou and et.al., 2016). By considering these sort of the thing in the organization,
different HR department of different organization used to perform the different function in the
organization in a way that it used to help the company in overcoming the variety of the religious
discrimination issue which is being faced by the company in overcoming variety of the issue in
the market. For example, if there is any sort of the discrimination act which is find out in the HR
4

metric. HR department of the company used to compile the different operation of the business in
a way that it used to look at the different belief and ethics of different religion in the
organization. (Oke, 2016).
Age discrimination: Another issue or can be said as a error which are common in the
organization in the organization is related to the Age discrimination among the employee in the
organization. This sometime used to create the uncertainty upon the different employee who
used to work in the organization. HR metric help the HR department in maintaining the different
records in the organization in a way that it help the organization in having better idea about the
ages of the employee and keeping close eye upon the behaviour of different age employee in the
organization, this eventually used to help the company in understanding the point on which
different age discrimination is taking place among the employee.(Gabriel and et.al., 2016).
Not only that there are many different type of the issue which are also faced by the HR
department of the company i.e. employee queries, Easy access to data, time tracking. To
overcome this issue also in the nation organization generally used to take help of HR metrics in
an organization.
Small Research
For the purpose of conducting the small research, a questionnaire is developed and 20
employee of the organization has been taken as a sample size to conduct the small scale
research.
Data Analysis
Theme 1: There is a presence of Workplace discrimination at your place
Particular respondent Percentage of respondent
Yes 10 50
No 10 50
Total 20 100
Interpretation: After going through the above data which has been collected with the help of the
small research it has been identified that there is some sort of the workplace discrimination
which is presented in the organization. As out of the total pool of 20 employee 14 has gone with
the option of yes and remaining 6 employee in the organization has gone with the option of no in
5

the organization. This eventually means that there is good presence of workplace discrimination
in an organization.
Theme 2: workplace discrimination used to impact the performance of employee in long run
Particular respondent Percentage of respondent
Yes 19 95
No 1 5
Total 20 100
Interpretation: The above presented data help in highlighting the employee discrimination in
the organization used to impact the performance of the business in the long run. As out of 20
employee pool 19 has gone with the option of yes and only 1 employee in the organization has
gone with the option of no. This used to explain that these used to create a variety negative
impact on the performance of the employee. HRM theory which is given by John Stacey Adams
has also highlighted the same as Adam’s Equity Theory used to explain that many different type
of variable factor used to impact the employee assessment and perception at the workplace and
6

workplace discrimination used to give birth to variety of such type of the factor for the
employees (Harolds and et.al., 2016). This theory used to highlights that the employee in the
organization used to become very demotivated towards the job and their employee in the
organization. This eventually used to create a very negative impact on the performance of the
different employee in the organization. Adam equality theory always centres around the input
provided by the company in the market and used to desire the output according to the same. As
theory highlights that there should be input of Effort, loyalty and Hard work from the HR
department of the company toward the employee, this will only help the company in bringing
out growth, praise and reputation for the different employee into the organization.
Theme 3: type of discrimination you used to find at your workplace
Particular respondent Percentage of respondent
Gender 16 80
Age 2 10
Caste 2 10
All of Above 0 0
Total 20 100
Interpretation: After going through the data collected with the help of the small research which
has been conducted in the organization it has been find out that Gender discrimination is the type
of the discrimination which is seen by the respondent. This eventually used to create the variety
7

of the impact for the HR department to manage good working environment in the organization.
It has been identified that Gender discrimination in the organization used to divide the different
employee in the organization in different groups and all employee used to work accordingly in
the organization. Reinforcement theories of HRM also identify the same in the organization as it
has been highlighted in the theory that behaviour of the employee used to play a very crucial
role in seeing the success (Oke, 2016) . All employees always desire to have same sort of the
support from the organization irrespective of the gender which they are belonging to. At the
same time almost all the organization generally used to prefer more male employee as compare
to the female one in the organization, this eventually used to create the variety of the issue in the
organization in the long run. This used to impact the behaviour of different female worker in the
organization this eventually used to create the issue of retaining the good amount of the
employee in an organization. As collected data shows that 16 has gone with gender, 2 with caste
and Age each.
Theme 4: best way through which organization can overcome the issue of workplace
discrimination
Particular respondent Percentage of respondent
Motivation to employee 15 75
Clarity among employees 3 15
Training 1 5
All of above 1 5
Total 20 100
8

Interpretation: After going through the above data it has been find out that HR department in
the organization has to make sure that they used to motivate the different employee in the
organization to overcome the variety of the issue related to the HR issue in the organization, as it
has been find out that it will help the employee in getting better guideline to carry out different
operation of the business very easily in the organization. Collected data shows that out of the
total pool of 20 respondent 15 has gone with the motivation of the employee in the organization.
3 has gone with the option of clarity and 1 each respondent has gone with the training and all of
the above. This is well supported by the theory of the motivation given by Hertzberg .(Gabriel
and et.al., 2016). This used to highlights that all employee in the organization used to look at
motivation factor in the organization to carry on with the same organization for longer period of
time in the organization. So it is very important for all the organization to look at providing
different opportunity to employee to motivate them to work for the organization.
CONCLUSION
After going through the report is has been summarized that there are many different type of
issue which are being faced by the company in the market. After that the report goes on to
summarize the outcome of the small research which has been conducted in the organization.
9

REFERENCES
Books and Journals
Oke, L., 2016. Human resources management. International Journal of Humanities and Cultural
Studies (IJHCS) ISSN 2356-5926. 1(4). pp.376-387.
Barnes, E. and Adam, C., 2017. The importance of human resources in a globalised economy: A
conceptual framework.Canadian Journal of Applied Science and Technology, 5(2),
pp.134-142.
Hoang, X. S., 2018. Human resources development of young researchers: Case study at the
Vietnam Academyof Social Sciences (Doctoral dissertation, Khoa Quốc tế,
ĐHQGHN).
Harolds, J. A and et.al., 2016. Burnout of radiologists: frequency, risk factors, and remedies: a
report of the ACR Commission on Human Resources. Journal of the American
College of Radiology. 13(4). pp.411-416.
Poba-Nzaou, P and et.al., 2016. Critical challenges associated with the adoption of social media:
A Delphi of a panel of Canadian human resources managers. Journal of Business
Research. 69(10). pp.4011-4019.
Gabriel, A. S and et.al., 2016. Enhancing emotional performance and customer service through
human resources practices: A systems perspective.Human Resource Management
Review. 26(1). pp.14-24.
10

11