HRM Assignment: Exploring The Impact Of Discrimination On Employee Resourcing In UK
Task: Write a well-research and detailed HRM assignment presenting a dissertation on the topic “Exploring the impact of Discrimination on Employee Resourcing in UK”.
As analysed in the present context of HRM assignment, in the modern business environment, it is very important for business organizations to effectively ensure that the human resources within your organization are highly motivated to efficiently undertake the organizational task for the achievement of common goals and objectives. Motivation within the employee base of the organization is important as it has long-term benefits in terms of efficient and economic business operations. Efficient management of Human Resources not only helps towards the economical achievement of organization objectives but also helps in enhancing the overall productivity of the organization in the long run. On the contrary, the evaluation into the current trends of the labor market and human resources industry effectively provides that in a modern business organization there are a wide variety of factors that lead to employee discrimination decrease the overall level of motivation within employees. This consequently harms organizational growth and development along with hampering the overall productivity and efficiency. Therefore, it becomes very important for the management of the organization to ensure that the needs and expectations of the human resources within your organization are effectively satisfied and the employees are committed to undertaking efficient and economic business operations for organization growth and development. Therefore, under this assignment, a detailed evaluation in respect to the impact of discrimination against human resources within your organization on the structure of employee resourcing within the human resource industry of the United Kingdom is effectively discussed with the help of a wide variety of Research and Analysis. The assignment will effectively discuss in detail the meaning of a wide variety of terminologies such as the concept of discrimination against employees, the structure of employee resourcing in the United Kingdom, and the factors that directly contribute towards discrimination of employees. The assignment will also provide a discussion into the related laws that are primarily implemented to monitor discrimination against employees. The limitations of the study along with an evaluation into the process of research methodology undertaken to gather a wide variety of information for effectively analysing the results and framing and justified conclusion in respect to the topic are also provided within the assignment. Lastly, the primary focus area of the assignment will be in respect to the revaluation of the impact of discrimination on employees working in the United Kingdom along with a detailed discussion into important facts and information are in respect to the topic.
The concept of discrimination can be effectively identified as an unjust or prejudicial treatment against a person or a specific group of individuals primarily based on specific attributes such as gender, disability, race, age, and various other personal attributes. Additional employee discrimination can be identified as an unjust or unethical treatment of an individual employee or a group of employees within the organization primarily based on the above-identified personal attributes that tend to reduce their level of motivation hampering organizational productivity and efficiency (Vanhanenet al., 2015). The concept of employment discrimination has become very common within a modern business organization primarily due to the existence of a cross-cultural employee base within which employees from all over the world are integrated to effectively undertake business operations for the achievement of organizational objectives. Employee discrimination creates significant dissatisfaction among the employee base leading to a considerable impact on human resource availability within the industry(Ladkin, A. and Buhalis 2016). The non-availability of competent and efficient human resources within the industry can impact the overall efficiency and productivity of business organizations as human resources can be considered as the primary source that brings the organization into existence by undertaking a wide variety of business activity enabling business organizations to effectively sell their products to the target group of customers.
Therefore, the evaluation into the assignment effectively provides the considerable impact of employment discrimination on employed Sourcing within the human resource market of the United Kingdom. Discrimination of employees within the organization creates a wide variety of issues and concerns for employees to effectively undertake business operations some of which are the development of an exciting disorder depression and also loss of self-control. The primary cause of an increase in Android discrimination is effectively identified as the understanding racial ill-treatment against a specific group of employees based on personal attributes such as sex, socio-economic beliefs, religion, class, culture, language, and gender. These issues are capable of considerably impacting the level of employees’ mental stability making them hostile and unfit for society. Under the evaluation, a detailed discussion in respect to the factors leading to employment discrimination and its potential impact on business efficiency and productivity is also discussed. The evaluation in the assignment also provides that there are significant and immense repercussions of employee discrimination at the workplace on the overall productivity and efficiency of the business organization.
Furthermore, the primary limitation of the analysis is gathering appropriate information about the level of discrimination being faced by employees within contemporary business organizations (Kirton, G. and Greene 2015). This is identified to be a potential limitation because human resource is objective and varies from one individual to another and therefore the formulation of a concrete solution or recommendation is difficult it in respect to an ever-changing element. Furthermore, the constraint of time in respect to gathering reliable information was also a potential limitation to the analysis. Therefore, it is evident that employment discrimination has considerably impacted the situation of employee resources in the United Kingdom and business organizations are also unable to effectively extract fresh incompetent talent from the human resource industry due to the negative impact of discrimination.
The contemporary research into the concept of discrimination also provides that there are two types of discrimination that employees are currently facing while undertaking business operations within contemporary organizations and this discrimination includes both physical and mental discrimination (Aguet al., 2016). The target audience of this assignment is the contemporary and modern business organizations of the united kingdom’s where employment discrimination is predominant and has a considerable impact on the overall human resource industry along with putting significant stress over the level of employee resourcing within the country.
1.1 Background of the research
In exploring the impact of discrimination of the employee resourcing in the United Kingdom it is found dad the organization faces very serious consequences of the unfavourabletreatment to the employees. It is also important to mention that the impact is directly on the mental and physical health of the employees and also affects their emotional well-being. The organization also faces severe consequences in its production and operations due to the unfair treatment of the employees. As per the studies, more than 36% of the employees in the United Kingdom are reporting workplace discrimination (Brattonand Gold, 2017). The employees feel very demotivated and also experience depression and anxiety disorders due to discrimination and loss of self-control. This is because an employee gives their full efforts for the success of the organization and when their efforts are not recognized even discriminated then it is very likely to develop physical and mental issues. The process is even worse for the organization because unhealthy employees cannot give their best to the organization which can directly reflect in the overall profitability and productivity of the organization and the organization starts losing its competitive base.
1.2 Rationale of the research
What is the research issue
The research issue is to explore the impact of discrimination on employee resourcing in the United Kingdom. There are discrimination practices in the organization which is seen and As the Equality and Human Rights Commission Established under the Equality Act of 2006 that directly prohibits and eliminates unlawful discrimination to promote equality of opportunity and to protect and promote human rights within the country. Racism is a very persistent factor in employee discrimination and ethnic minority workers are mostly and frequently subjected to racism by the managers and the recruitment team (Midtbøen, 2016). It becomes very important to mention that discrimination faced by the employee it’s very common nowadays in their working career which results in creating a stressful environment and negative within the organization with field job commitment reducing job performances and increased turnover intentions.
1.3 Research Aim
The present research aim of research is to investigate and explore the impact of employment discrimination in the United Kingdom
1.4 Research objectives
• To critically evaluate the concepts related to discrimination of the employees and its effects on it the organization
• To critically analyse the importance of employees for enhancing the organizational performances
• To critically assess the challenges faced by the organization 4 discrimination of the employees and the effects on the organizational culture and organizational performances
• To recommend suitable strategies and suggestions for the organization to remove the employee workforce culture for effective organizational performances
1.5 Research questions
• What are the important concepts for maintaining employee workforce culture and how it is influential for the current business scenario
• How important are the employees for the organization in developing organizational performances
• What are the specific challenges faced by the organization in developing a well-defined workforce and positive employee attitude within the organization
• What are the important recommendations and suggestions to the organization for improving their organization workforce and organizational culture
Chapter 2: Literature review
2.0Discussion into the concept of employee discrimination
Employee discrimination can be effectively identified to be a situation where an individual employee or a specific group of employees within the organization are not treated in an equal manner within the normal course of business operations. Employee discrimination can have a significant impact on the level of organizational productivity and efficiency as it leads to a direct impact on the level of employee motivation and satisfaction. Therefore, under a situation where the overall level of satisfaction and motivation of employees within the organization tends to go down primarily due to discrimination for unequal treatment, the employees lose the sense of belonging that impacts the overall profitability and productivity of the organization in the long run(Timming, 2017). Therefore, based on the primary principle of Human Resource Management it is the primary role of the human resource manager to effectively make sure that all employees within the organization are created in an equal manner and there is no scope for employee discrimination to exist within the normal course of business operations. It is also the primary responsibility of the human resource manager within the organization to ensure employee discrimination is kept under check at all times as it may have a significant impact on organizational profitability and productivity.
Employee discrimination within the current contemporary and globalization of business environment primarily occurs due to inappropriate and regulated implementation of cross-cultural workplaces within which human resources from a wide variety of cultural backgrounds interact with one another to effectively undertake business operations. The evaluation in the operating structure of modern business organizations also provides that the primary causes of employee discrimination within the workplace are religion, sexual orientation, gender identity, disabilities, the nation of original colour and race (Göçmenand Ylmaz, 2017). For example, employees working within American multinational companies face discrimination based on their colour and nation of origin as there is widespread discrimination of Black employees by the white employees primarily for the colour and nation of origin. They refer to a specific group of employees within American and Western multinational companies who face discrimination based on their colour and nation of origin that tends to negatively impact their overall level of motivation. Additionally, due to the decrease in the level of motivation, these employees are unable to efficiently undertake business operations within a cross-cultural working environment leading to a considerable impact on overall organization profitability and productivity in the long run. Therefore, it is highly advisable for the human resource management team of the organization to effectively undertake orientation and refresher training within the organization to introduce Employees to the negative impact of discrimination along with effectively ensuring that employment discrimination does not take place within normal business operations to ensure higher organizational profitability and productivity.
2.1 Types of discrimination within modern contemporary business organizations
The evaluation into the concept of employee discrimination also provides that there are specific types of employment discrimination at the workplace that needs to be effectively discussed to have a complete idea of the core concept of employee discrimination (Sharmaand Sharma 2017). Therefore, the evaluation into the types of discrimination at the workplace that are predominant within the human resource industry of the United Kingdom is effectively discussed below in detail. Direct discrimination: direct discrimination primarily occurs under situations where an individual employee or a group of employees are treated less favourably within normal business operations of the organization based on three parameters that are affected listed below
• Firstly, under situations where the employees possess a specific protected characteristic. This type of discrimination is also known as ordinary direct discrimination and is the only kind of discrimination that is lawful where it is primarily undertaken for or a justified organizational objective.
• Secondary under situation where a specific protected characteristic is possessed by a person directly associated with the employee. This type of discrimination is considered as discrimination by association.
• Nationally under situation where the protected characteristic is possessed regardless of whether it is good or bad in perception. This type of direct discrimination is known as discrimination by perception.
It is also very important to mention that direct discrimination is a deliberate act but cannot be identified as intentional. Therefore, it can be effectively raised by the employee to the human resource manager and distribution where it leads to a significant impact on their operating structure or level of motivation.
Indirect discrimination: indirect discrimination can be identified as an intentional or unintentional act undertaken by an individual or management of the organization that may have a discriminatory impact on a specific group of individuals within the organization. Indirect discrimination can occur under situations where the management of the organization frames and implements a policy for the employee base without being aware of the fact that it may have a discriminatory impact on a specific group of employees. Therefore, this type of discrimination is intended and unintentional. Harassment: harassment can be effectively identified as unwanted conduct by an individual in respect to the personal protective characteristics of a specific individual or a group of individuals. The primary purpose of harassment is to violate the dignity and respect of the other person by the use of offensive and humiliating methods (Ozturkand Tatli, 2016). These methods would include bullying, unethical gossips, harming personal dignity by words or actions, making ethical remarks for asking inappropriate or sensitive questions. This type of discrimination is highly unethical and unlawful and can be effectively raised by employees to protect dignity at work.
Victimization: victimization primarily occurs under situations where the employees within your organization undertake any of the following activities in good faith.
• Raising grievances and concerns about discrimination or equal treatment.
• Providing support for a complaint of discrimination.
• Serving as evidence for an act of discrimination against an employee for a specific group of employees.
• Make allegations for discrimination at the workplace.
• Coming up with agendas of equal treatment and discrimination against a specific group of employees within the organization for collective growth and development.
Under the concept of victimization, the individuals raising the above concerns are identified to be troublemakers within the organization and are discriminated against based on their remarks and views in respect to an equal or discriminatory act within the organization (Triana, 2019). These individuals are ignored and left out from important organizational activity primarily due to their activeness and act towards various causes of organizational development.
2.2Evaluation of current trends
Employee discrimination can also be identified as a situation where a specific group of employees within the organization are discriminated all treated differently in respect to their payment, benefits, promotions, and recruitment structure. The evaluation into the current trend of labor market discrimination also provides that the scope of discrimination in a current globalized business environment is not restricted to caste, creed, religion, sex, and disability but also includes other factors such as payment of salary granting benefits and promotions and also the recruitment structure (Flake, 2017). The primary concern to discrimination in the current labor market is based on the fact that though an individual human resource working within the same department and within the same pay scale is being discriminated against other human resources based on the above-identified factors. This situation has had a significant impact on downscaling the overall importance of Human resources within the workplace along with impacting the overall level of productivity and efficiency within modern business organizations.
The evaluation into the current trend effectively provides that primarily due to negative discrimination within globalized and multinational business organizations there has been a significant decrease in the demand for an unfavoured group of employees which has also resulted in lower wages and a significant decrease in their expected MRP. Therefore, the current economic trend within the employee resourcing industry of the United Kingdom effectively provides that the demand curve for human resources belonging to a favourite group has shifted towards the left that effectively implying that there has been a significant decrease in the level of wage rate primarily due to the decrease in demand (Triana, 2015). This situation has also led to a significant impact on the employment prospect of the unflavoured group within the United kingdom’s leading to an increase in the unemployment situation along with negatively impacting the resource structure of human resources within the labor market.
Furthermore, from the supply point of view, a human resource within the labor market of the United Kingdom has effectively developed an opinion to show resistance towards business organizations who practice discriminatory culture within the workplace (Jones, 2017). Hence labor contractors the and willing to supply human resources within the business organizations due to fear of the increase in employee turnover. Therefore, the non-availability of competent and efficient employees within the labor market of the United Kingdom has significantly impacted the efficient supply making the labor market face the situation of the market in equilibrium. This has led to a situation where the business organization is currently demanding human resources to effectively get their work done, on the other hand, labor contractors and meaning to Cater to the supply due to a wide variety of discriminatory reasons.
Therefore, as the demand for labor is not effectively made within the market there is a significant increase in the wage rate making the supply curve of the favoured group shift upwards raising their relative wage rate (Erden, P. and Otken, 2019). Therefore, the difference between the actual and virtual wage rate within the labor market of the United Kingdom can be effectively identified as a differential wage that primarily occurs due to discrimination within the organization (Dau-Schmidt, 2016). Therefore, from the evaluation of the current trends, it is evident that the demand for an unfavoured group of employees is continuously reducing along with a significant reduction in their wage rate within the labor market of the United kingdom’s primarily due to discrimination. These activities have also had a considerable impact on the favoured group of employees whose demand has significantly increased along with a subsequent increase in their wage rate. This situation has also occurred primarily due to discriminatory activities undertaken by multinational business organizations in the United Kingdom.
2.3 Benefits of maintaining positive employee relations
Employee relations are identified to be a very important aspect for business organizations to ensure efficient and productive business operations in the long run. Employee relation can be directly identified as the relationship that the management of the organization develops with individual employees and a group of employees while undertaking normal business operations( Dhanani et al., 2018). The primary objective of maintaining positive and healthy employee relationships within the organization is to ensure that the employee develops a sense of belonging towards organizational operations and is committed to working with maximum possible efficiency for the achievement of the goals and objectives. With the help of a positive employee relation in the management of the organization is also able to develop a direct and favourable communication channel within the organization which is also helpful in terms of extracting valuable information from the employee base in respect to their needs and expectations (Naidenovaet al., 2020). With the help of effectively when meeting the needs and expectations of the employee is the management of the organization can easily frame policies to maximize their level of motivation which is favourable towards enhancing the overall level of productivity. Therefore, management personals and primarily the human resource manager of the organization is interested in a core responsibility to ensure that there are positive employee relations within the organization and the employees feel free to communicate with the management in respect to discrimination or any other grievances or issue being faced during the normal course of business operations(Gu et al., 2019). Therefore, as maintaining positive employee relations within the organization is considered to be very important within the management structure it also becomes necessary to effectively identify the benefits of employee relationships within the organization.
Business growth and development: with the help of effectively maintaining a positive employee relation the overall level of efficiency within the organization increases significantly as both the employer and the employee work in a collaborative manner for ensuring economic growth and development of the organization. Enhancement inefficiency tends to effectively increase the productivity of the organization and sets the trend for organizational growth. Therefore, it is very important to keep employees motivated with the help of maintaining a positive relationship to effectively ensure regular growth and development. Reduced employee turnover: employee relations can be effectively identified as the backbone of organizational growth and development and under situations where the relations are poorly managed and controlled there are chances of high employee turnover resulting in lower efficiency and productivity. Therefore, the management of the organization needs to make employees feel that they are valuable for the organization so that they are willing to give the 100% towards the achievement of organizational goals and objectives and develop a sense of belonging with organizational operations (Waite, 2021). This will consecutively help towards reducing the employee turnover rate providing appropriate scope for business development to the organization. Under the situation where the value of employees is recognized and awarded within the organization, they are less likely to leave the organization for alternative employment opportunities.
Enhanced motivation: with the help of maintaining a positive employee relation employees can effectively communicate their feelings to the management along with raising concerns and variances without fear of reprisal (DILRUKSHI and RANASINGHE, 2021). This tends to develop a sense of belonging with their employees and they also recognize their work within the overall organizational structure. The employees feel empowered that tends to effectively enhance the level of motivation that consequently helps in ensuring higher productivity and profitability for the organization.
Reduction in conflict: conflict can be identified as an inevitable part of organizational operations and the management of the organization must make use of appropriate tools and techniques to ensure that the negative impact of the conflict is effectively mitigated. Therefore, with the help of favourable employee relations within the organization conflict resolution becomes a very easy task as employees are ready to enter into arbitration for resolving conflict professionally and healthily. Therefore, with the help of a positive employee relationship the management of the organization gets an appropriate opportunity to reduce the level of conflict within the organization along with ensuring that conflicts have a minimum impact on organizational growth and development.
2.4 The negative impact of employee discrimination
Employee discrimination is identified to be a major area of concern within the human resource industry of the united kingdoms as the relevant data in respect to the same effectively provide that more than 61 % of employees employed in a wide variety of sectors of United Kingdom have faced workplace discrimination at least once during their employment tenure (Tostet al., 2020). This effectively provides that it is a major problem that needs to be effectively addressed by the management to ensure enhancement in organizational profitability and productivity in the long run along with catering to individual human resource needs for enhancing the level of motivation and morale (Sarwar and Muhammad, 2020). The research also provides that discrimination also leads to a wide variety of negative impacts both towards the organization and human resources. Therefore, and evaluation in respect to the negative effect of employee discrimination within Modern Contemporary business organizations is effectively discussed below in detail. Health concern: unjust and unequal treatment towards an individual employee or a specific group of employees at the workplace can have serious health concerns over the physical and mental well-being of the employees. Workplace discrimination can enhance the stress level of employees within the organization that may lead to serious health complications. Under the situation where discrimination against a specific group of employees is consistent, it may also lead to inviting a disorder and depression along with making the discriminated employee overthink and develop societal tendencies (Combs and Milosevic, 2016). The enhancement in the level of stress also disrupts the sleep cycle of the impacted employee and may also create room for healthy habits such as overeating drinking and smoking. Therefore, with the enhancement in health concerns the overall level of productivity and efficiency of the specific group of employees will be significantly reduced leading to a situation where they lose their sense of belonging to the organization and also start to feel chronically ill.
Decrease in employees' morale and motivation: as workplace discrimination makes employees believe that their operations are not being recognized and valued within the organization, the level of employee motivation and morale significantly decreases. The decrease in the level of motivation and morale also tends to reduce the sense of belonging of employees towards the organization making them inefficient and unproductive (Memon, 2015). The employees also develop a negative attitude towards undertaking business operations for the organization that significantly impacts the overall level of business operations and efficiency.
The employees also develop resistance towards those employees who are being favoured within the organization that tends to effectively enhance the chances of a conflict. Therefore, the decrease in employee motivation and morale is an unfavourable situation that considerably impacts the overall organization profitability and productivity in the long run (Wang, 2015). Therefore, the management must effectively make provisions for ensuring appropriate enhancement in employee motivation and morale to ensure regular profitability and productivity.
Financial loss: employee workplace discrimination not only has a direct impact on the health and well-being of the employees but also leads to a significant financial loss for the organization in terms of a decrease in organization profitability and production. under situations where the employees lack motivation and morals, they are unwilling to give their maximum possible efficiency to the organization that consecutive leads to a decrease in organizational productivity (Gauthier-Soulouque, 2020). Decrease in organizational productivity can directly be attributed to financial loss as a decrease in the level of business operations of the organization will significantly impact its profitability creating a financial loss for the organization in the long run.
For example, as workplace discrimination leads to an increase in employee turnover, under situation where there is significant employee turnover within the organization as a result of workplace discrimination there will be new employees within the organization to undertake business operations impacting the overall operations and profitability (Clark et al., 2021). Therefore, workplace discrimination can lead to a significant loss for the organization and therefore the management of the organization must effectively ensure the development of a healthy workplace for undertaking favourable and efficient business operations.
2.5 The theoretical background on workplace discrimination
There are several theories based on social psychology and organizational behavior showing perceived discrimination done to the employee in the organization. In other words, the workplace discrimination refers to discrimination done to the employees in the hiring promotion termination and compensation process. The process includes various type of harassment turn to the employees and is illegal activity. Under the isolated discrimination the employees are intentionally harmed because of their actions against the subordinate group. There is presence of gender discrimination in the workplace and is clearly seen in times of promotion( et al., 2015). It is worth mentioning that woman still not work in par as men and face discrimination in employment rates in occupational range. The average salary of women is near about 70 to 80% of men’s salary even when all the factors related to education position level job tenure is same. There are several employees in the organization that are treated differently because of their age.
2.6 The effective measures to protect employees
There are several laws and policies framed by the United Kingdom government put it using the workplace discrimination policies in the organization and several acts has also been framed. Dependency Discrimination Act of 1978, the equal pay act of 1970 and the recently framed Equality Act of 2010 is made for reducing the discrimination practices in the organization. It becomes very important to mention that the government as per the UN Human Rights Commission have created convention on the elimination of all forms of discrimination against women in the organization which reflects a very professional behavior of the government to reduce the discrimination practices in the organization (Rubin and Edwards, 2020). The equality pays act of 1970 states that when the value of the work is equal then the amount earned by both men and women should also be equal under all the circumstances. As for the study conducted by the equal opportunity Commission who stated that women were always paid less than men of the same job done which is more than 20% less payment. In order to reduce the gender, pay gap the government of United Kingdom has planned a detailed action with the inclusion of the convention on the elimination of all forms of discrimination against women report 2008 (Dan-Jumbo and Nwuche, 2018). After the inclusion of the report and necessary regulations the chartered management institute of United Kingdom claimed that the female managers pay rose by more than 4% in the last one year.
2.7 The important reasons for keeping employees satisfied within the organization
The most important reasons for keeping employees satisfied within the organization is to improve the overall productivity of the organization for yielding more profit and satisfying the customers. In order to make the organization profitable and competitive it is important to keep the employees of the organization as conducive as possible and free from any biasness that could lead to any sort of misappropriation and discrepancies within the organization. Its human tendency to work more efficiently and effectively when satisfied of the overall work process and compensations. It is also very obvious that if a person he’s given a very fair pay and promotion opportunities with a supportive environment then the individual will be very satisfied with the job process and will give their level best for achieving the organization objectivity and productivity (Nepal and Lertjanyakit, 2019). If the employees are satisfied within the organization, then it is very much profitable for the enterprise because it helps in improving the morale of the workers so that they could work more efficiently and effectively leading to successful operations within the organization. It becomes important to mention that satisfied employees in the organization helps in improving the image of the organization increasing the brand loyalty of the enterprise (Van Borm and Baert, 2018). The satisfied employees within the organization lead to very few conflicts within the organization thereby leading to job satisfaction with very low termination and decrease in the grievances and complaints leading to improvement in productivity of the organization. It is highly important to mention that it is important to mention that improved satisfaction level of the employees to achieving more money for the organisation (Park et al., 2017). This is because the satisfaction of employees leads to a well-defined final output for the organisation increasing the long-term performance and productivity of the organization. Moreover, it also creates and attitudes on the workers. Dissatisfied employees lead to very low turnover rate for the organisation because the turnover is considered as very expensive for the companies and is estimated to be around 30% of the annual salary and for professionals the cost may even increase to more than 150%.
Chapter 3: RESEARCH METHODOLOGY
As per the knowledge obtained from theoretical underpinnings as well as the conceptual framework from the previous chapter the research in this chapter attempts for a suitable research methodology to be conducted.
3.1 Present research proposition
The research focuses on making effective findings of the impact and discrimination of employee sourcing in the United Kingdom. The research also finds out several other effects find the impact of employment discrimination on the operations of the organization(Luuet al., 2019). The appropriate unreliable methods are undertaken along with positivism philosophy directive approach and analytical strategy to explain the process.
3.2 Research Methodology
The research process consists of a very critical and conceptual analysis of the overall process and usually starts with the research philosophy (O’Brien et al., 2016). Moreover, there are several steps included which includes the research approach and the specific strategy of the research with time horizons and data collection techniques which are undertaken to complete the research process
3.3 Research Philosophy
The research philosophy gives a very please type detailed and precise picture about the overall research process and the study that has been conducted. The research philosophy also provides the detailed result of the nature and the reality of the investigation that will be done. The research philosophy also explains the nature and reality of the investigation and the assumptions that will be taken into consideration for the successful completion of the research process. The positivism research philosophy will be undertaken for explaining the overall processing functioning of the research (Jones et al., 2016). The research philosophy is complicated to comprehend because it is based on a variety of dependent parameters that differs from time to time. The research philosophy provides the reality of the investigation that is conducted and the assumption that is taken for the completion of the research. The positivism research philosophy will be undertaken as the reality exist independently under the positivism research.
3.4 Research Approach
The deductive approach will be taken for the completion of this research because it gives us the overall outline of the development and conclusion of the process taking into consideration several theories and strategies into account. It is also very important to understand the reductive approach parameters because it contains several hypotheses for a clear understanding of the overall research process (Baur et al., 2016). The directive approach will be selected for the completion of the research process because the sources are in abundance and there is a shortage of time for the completion of the study. It is very important to mention that under the directive approach a very clear hypothesis is developed which is framed due to the pre-existing theories and then after specific evaluation, the research approach is conducted.
The research strategy will give a very detailed structure of the overall research process did are conducted and consist of research design (Wang, 2016). The research strategy will effectively focus on analysis by providing us clear reports of the investigation performed that will be based on case studies and accurate information undertaken from different sources. It includes evaluation of the case studies and important documents for proper investigation and analysis of the data. The action research strategy will be considered in this research because it has a practical approach to a specific problem and circumstance. It is also considered best because it consists of examining practices for establishing the best results (Malos, 2015). There are several systematic processes and approach indoor action research strategy which involves reflective practice and the process includes systematic analysis.
The mixed-method will be taken for the completion of the research and analysis this is because under the mixed method the data collected from different sources are evaluated. The mixed-method is considered best because it consists alright this selection of the method that is used in the research process and also involves two or more research methods into it which is a qualitative and quantitative analysis
Data collection methods
The data collection method involves the methodological approach used in the research process and the process is significant for the reliability and validity of the research process (Kong, 2016). The secondary data will be used in this research process that is the data collected from different sources. The secondary data involves data collected from several administrative departments and sensors and data collected from reliable sources and publications
The secondary data
The secondary data will be used in this research process which is the data derived from the work and opinions of other researchers (Rosenblatet al., 2017). The secondary data involves analysis conducted by researchers and several statistical surveys and studies published. The second also involves important information taken from newspaper publications
The Research design
The research design can be said as the overall description of how the research process will be completed over time and it consists of a specific framework that includes an appropriate methodology that will be conducted for the completion of the research process (Chavezet al., 2015). Moreover, the resulting design gives an accurate view of the way the respondents are selected and how the data is analysed. The qualitative research design will be undertaken for the completion of the research process because the qualitative research design answers the question in a very detailed and confined manner. It is also important to mention that it helps the researchers’ scientists with careful investigation of the psychological patterns. Moreover, be qualitative research design is considered one of the best and accurate methods which involves scientific analysis and is very helpful to complete complex analysis (Xuand Chopik, 2015). This method is considered much more effective and efficient and is very less time-consuming providing appropriate and in-depth analysis and understanding of the overall research process (Halleyet al., 2018). The qualitative research design is also very flexible how to provide confidence to the researcher’s better research we’ll be free from any discrepancies and misappropriations in the future because all the evaluation and scrutinization process is done beforehand
The random sampling technique is taken for the completion of the research process because under the random sampling technique choices of the samples being selected is equal for all the samples
Chapter 4: Data findings and interpretations
4.0 The impact of discrimination of the employees
The discrimination of the employees in the workforce directly leads to the decrement of the overall employee functioning and also affects the mental and physical wellbeing of the employee for the long term (Krishnaet al., 2021). It also harms the perceptions of the employees creating psychological distress and a higher level of depression and anxiety problems. The impact of discrimination not only places implications in the work but also leads to substantial negative physical outcomes that are strongly supported by negative physical health. It also creates ambiguity in the work process when there is interpersonal discrimination in the workplace creating psychological and physical mental effects on the employees. There are a variety of legal protections given to the employees and there are several acts established by several governments which are the Civil Rights Act of 1964 and 1991 to prevent the discrimination of the employees in the workplace (Carrand Namkung, 2021). Workplace discrimination leads to a stressful environment within the organization with negative organizational productivity and employee turnover and the employee also faces lower job satisfaction in the long run with reduced organizational commitment and reduced job performances with increased employee turnover. It is very important to mention that the employees facing consistent discrimination, in the long run, are very likely to leave the organization relating to rising employee turnover levels. It is not only that or specific employees leave the organization but if a particular employee leaves the organization a chunk of employees tend to leave for higher growth and attractive job opportunities (Tayloret al., 2018). The organization faces decreasing overall organizational productivity and enrolling and training of the employees and recruiting them is a very costly process for the company that affects the overall productivity in the long run. The employees facing consistent discrimination will not give their best towards the organization which affects the overall organization objectivity and productivity in the long run.
The discrimination of the employees always leads to the employees losing their self-esteem and self-worth in the organization and they start facing negative self-identity and also feel worthless in the organization (Cockayne, 2018). It is worth mentioning that consistent harassment and discrimination of the employees, in the long run, may lead to conflict between the employers and the employee that directly leads to lowering the overall productivity and objectivity of the organization and result in loss of valuable employees of the organization.
4.1 Effecting employees’ perceptions and human resources
It is very important to understand the employees’ perceptions related to the discrimination faced by them in the organization because they are the most important part how the human resource management and development team (Snyderand Schwartz, 2019). The discrimination done to the employees effect the compensation organization culture and employee relations within the organization. There is discrimination to the employees for managing the cultural diversity within the organization which can directly affect the degree towards which an employee all the members of the organization create an integrated culture and share common values (Creighton, 2017). The difference in the perceptions discrimination can also lead to financial implications within the organization.
4.2 The effects of perceived discrimination on the work attitudes and behavior
The most important and critical attitude of an employee is job satisfaction handful commitment to an organization which is very much likely to be affected by perceived discrimination failed by the employee. When an employee gets appraisal and positive environment within the organization it results in job satisfaction (Velezet al., 2018). The perceived discrimination within the workforce directly affects the job satisfaction received by the employees and it creates higher tension with low organizational commitment. It is important to mention that it directly affects the employees mental state create work pressure and causes conflict and ambiguity within the organization.
It has become a very unfortunate situation where has become the part of day-to-day life experience for many people and employees working in the workplace. There are adequate evidence data discrimination can be very harmful for the organization as it directly effects the psychological wellbeing including the self-esteem and mental and physical health of the individual (Heilman and Caleo. 2018) It becomes very important for the organization to understand that the employees facing constant and consistent discrimination end up with low self-esteem mental distress and poor health. There are several situations it shows that the employee is facing consistent discrimination faces hypertension issues and get into drugs with high alcohol intake leading to high blood pressure obesity which directly affects the overall health of the individual (Funkand Parker, 2018). The discrimination done to the employee directly impacts the overall organizational outcomes and lowers the performance of the organization with lower satisfaction and increased employee turnover within the organization.
4.3 The theory of satisfaction causes performances
The main agenda of the theories to explain us that the individual satisfaction of the employees increase their performances level which increases the productivity of the organization in the long run. There are several theories which shows that there is an imaginary relationship between satisfaction and increased performance by the employee in the organization.
4.4 Interrelation of performances and satisfaction
The theory explains us that there is a relationship between individual performances and satisfaction. The theory also explains us that unlike satisfaction causes performance theory that instead of satisfaction bringing about productivity it is the employees performance level that influences satisfaction (Green Jr, 2017). This is the reason the concept of rewards came and employees with high performance are awarded in the long run.
The discrimination practices of the organization can easily affect the organization human capital and can also degrade the reputation of the organization (Panditaand Domnic, 2019). It becomes very important to mention that the employees and the corporate identity are considered one of the most important factors to generate positive financial performance for the organization and is very important because it provides competitive advantage and long-term sustainability to the organization. There are evidences of discrimination practices within the organization for which important and effective strategy should be implemented by the organization to reduce the discrimination at workplace.
4.5 The facts of discrimination
As per the Equal Employment Opportunity Commission everyone should be treated alike at all the stages and there should be no age discrimination in the organization. The age discrimination is the process of deliberately discriminating an employee for employment solely because he’s on her age it includes direct refusal to hire the employee or restricting the benefits of the employees and many more (Sheafferet al., 2018). As per the discrimination in employment act the employer cannot refuse the employee or fire them or treat differently only because of the age of the employee. The organization causes age discrimination in layoff and cutting from their wages because replacing older workers with young workers is always beneficial for the organization. This is because the process leads to cost saving for the organization would decrease wages payout as the new employees are far cheaper in the long run than the other employees.
4.6 The effects of perceived discrimination in the workplace
It is worth mentioning that job satisfaction and commitment towards the organization are very critical components of employee’s attitude that is very much affected due to perceived discrimination process and also harms the positive emotional state of the employee (Sinclair, 2021). There is difference in the organization commitment and the perceived discrimination can even lead to increase in tension of the employees with decreased job satisfaction an organizational commitment. In the long run it is clearly found that the employee faces lower feelings and prestige to work in the organization.
4.7 The impact of discrimination on the person’s physical health
There is direct longitudinal relationship between workforce and the physical health and emotional health of the employees. It was clearly noted that in the long run the employees faces psychological distress with increased blood pressure and loss of self-esteem due to major discriminatory events faced by the employees in the workplace (Rioset al., 2021). There are several instances in which the workplace discrimination due to racial and ethnic discrimination has lead to increased cardiovascular diseases of the employees with increasing the work related stress contributing to decline in the physical health of the individual. The employees face heavy workloads and hectic schedules reducing their working ability loss of respect leading to conflict within the organization due to the presence of discrimination policies and practices (Tebbeet al., 2019). It is very important to mention that sexual harassment physical violence is affecting the physical and psychological wellbeing of the individual are part of discriminatory practices faced by the individual within the organization that directly harms the physical health and wellbeing of the employees.
4.8 The impact of discrimination on the individual’s mental health
There is a direct relationship between the workforce discrimination practices and the mental health situation of the individual because an individual feel very distressed due to discrimination in the organization. It can lead to decrease in the job performance and lower productivity of the employee and the unsupportive employment environment can lead to anger and frustration of the employees.
Chapter 5: Conclusion
5.0 Limitation of the study
Limitations of the study can be effectively identified as the difficulties faced while undertaking the research and developing a favourable conclusion in respect to the topic. The primary limitations of effectively undertaking the research process in respect to the identified topic are there for effective listed below.
• To effectively develop a conclusion in respect to the impact of discrimination on the structure of employee resourcing in the United Kingdom a wide variety of data in respect to the personal experience of employees had to be gathered (Dickenset al., 2019). This can be identified as a primary limitation to the study as it requires conducting a secondary analysis which is very time-consuming.
• Secondly, to frame a justified conclusion, it is very important to gather appropriate information from a wide variety of stakeholders which can also be identified as a very difficult and time-consuming process. Additionally, as human nature is subjective framing and justified conclusions from the information gathered may lead to an uncertain or ambiguous result.
• The identification of appropriate factories for decision-making and conducting the overall analysis into the topic he can also be identified to be a very difficult and time-consuming process as decision making becomes a difficult process while handling data in respect to human resource.
The complete evaluation into the assignment effectively provides that business organizations need to provide significant importance to the needs and wants of employees working within the organization to ensure that there is an appropriate enhancement in the level of motivation and morale (Bobeket al., 2018). The enhancement in the level of motivation and morale will consecutively lead towards enhancing overall organizational productivity and efficiency in the long run. additionally, the assignment also provides that workplace discrimination has had a significant impact on the level of employee resourcing within the labor and human resource market of the United Kingdom. Workplace discrimination has led to a significant decrease in the demand for a specific group of Human resources within the labor market along with considerable reasoning using their wage rate. On the other hand, there has been a significant increase in the demand for a favoured employee base within the labor market of the United Kingdom, and due to the shortage of supply of the same, there has also been a proportionate increase in their wage rate (Scheitleand Ecklund, 2017). The difference between the level of demand and supply of a favoured and unfavoured group of the employer within the labor market of the United Kingdom has also negatively contributed towards the structure of efficient and economical employee resourcing. Employee discrimination has considerably impacted the mental stability and physical health of employees within business organizations which can also be considered as a major negative determinant impacting the concept of employee resourcing in the labor market of the United Kingdom. Discrimination has led employees to question their self-dignity and identity creating a sense of fear from joining modern contemporary business organizations (Luciforaand Vigani, 2021). This fear has resulted in a steep decline in the availability of competent and efficient human resources within the labor market of the United Kingdom impacting the overall structure of employee resourcing. Therefore from the evaluation into the assignment, it is evident that there is a wide variety of discriminatory determinants that have impacted the structure of employee resourcing in the United Kingdom creating significant problems for modern business organizations concerning hiring competent and efficient employees to undertake productive and economical business operations.
Discrimination at the workplace can have a significant negative impact on the all-around growth and development of the organization in the long run and therefore it is highly recommended for the management of the organization to effectively develop policies and strategies to effectively and economically eliminate discrimination from the workplace for economic and efficient achievement of organizational goals (Scarboroughet al., 2019). The management of the organization must effectively develop a positive relationship with the human resource within the organization to effectively understand their needs and expectations. With the help of gaining appropriate knowledge in respect to the needs and Expectations of the management can easily frame policies to enhance the overall level of employee motivation and morale (Odeet al., 2021). This will not only help the management to effectively satisfy the needs of the employee but will also enhance organizational profitability and productivity in the long run (Olsen, 2019). Therefore, it is highly recommended that management must frame policies after considering the needs and expectations of the employees to ensure long-term benefits.
Additionally, it is also recommended for the management of the organization to effectively implement an internal control system to ensure that discriminatory elements within the organization are controlled and eliminated in real-time (Merleaux, 2021). With the help of a table controlling discriminatory elements within the organization, the management can effectively medicate the negative impact of employee discrimination along with ensuring that it does not have a significant impact on organizational operations and productivity (Mizocket al., 2018). With the help of effectively implementing an internal control system to control discrimination within the organization, the management will also be able to create a level of satisfaction amongst the employees who are being discriminated against, protecting their rights and enhancing their level of motivation and sense of belonging for the organization.
Furthermore, the management of the organization must also educate human resources within the organization regarding the negative impact of discrimination on business operations and the entire human resource industry in general (Hossainet al., 2020). This will help towards enhancing the knowledge base of employees along with making them aware that discrimination can have a serious impact on both the physical and mental wellbeing of an individual (Kraft, 2018). Providing Employees with a brief knowledge in respect to the negative impact of discrimination will help in significantly reducing discriminatory activities within the organization as employees will be well aware of their actions and the impact of the same on the health and well-being of the other person. Therefore, with the help of effectively undertaking the above-identified activities in the management of modern and contemporary business organizations will be able to control discriminatory activities within the organization (Wingfieldand Chavez, 2020). This will help towards effectively reducing the negative impact of employment discrimination on the structure of employee resourcing within the human resource market of the United Kingdom.
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