Discrimination of any individual on the basis of their origin, sex, religion or appearance is not only an unethical crime but the most irrational thing to do to anyone. People, no matter what their origin should be treated equally whether a workplace or a community. However, organizations need to be careful regarding their policies concerning non-discrimination. It should clearly outline the real emphasis as to why they have been drafted as well as the consequence of the violation of any of the non-discriminatory rules.
In response to the non-discrimination rules, the organization should be fair. Policies devised should be in the favor of the employees. This normally aids the mental efficiency of the employee in the workplace as he or she knows that they have their rights that wouldn’t be violated in any way (Tomei, 2003). As more and more businesses and organizations are evolving, it is necessary to note that a policy that befriends every need of the employee can be the only way to reduce or avoid any kind of discrimination.
Robyn D. Clarke in his magazine article entitled, “Workplace bias Abounds: New study confirms the American workplace has much farther to go to achieve true diversity” states, “For an organization to embrace diversity, it must be supported from senior leadership and built into the foundation of the organization. Companies need to appreciate and value the unique differences, perspectives, and experiences of every employee,” says Dexter. “Then, they must translate that understanding into a clear strategy for diversity infusion into the business model.
They must create a culture of inclusion–an environment that gives everyone the opportunity to succeed” (Clarke, 2005). Therefore, a policy that embraces and addresses all the discriminatory issues of an employee is the one that succeeds. If any such policy had to be devised in order to limit the organization’s liability, it is important to educate all the employees of the organization. Education of the organization’s policies’ regarding the discrimination rules and the consequences of breaking them inevitably helps in avoiding the roughest situations that would otherwise would have to be dealt by the organization.
An organization that shows a strict compliance to its rules and procedures is the one that succeeds. Another method to limit an organization’s liability regarding the discrimination issues is by joining the Business Coalition for workplace fairness (Human Rights Campaign, 2007). If any such realistic policy had to be devised; apart from stating the general non-discriminatory issues such as sex, color, origin, religion e. t. c. , the policy would also deal with a universal dress code that would help in creating a fair working environment.
Another feature that can be added to this policy is to deal with pregnant and maternity leaves with fairness. Many women today are subjected to discrimination due to their pregnancy where managers often deprive these women of the opportunities they deserve. Currently, the organizations that have discrimination policies that are trans-gender friendly are the ones that are able to avoid most of the lawsuits. Tegan Jones, in the article entitled, “Lessons from Largo: Non-discrimination policies in the public and private sectors” state that any individual’s transition or any sex should not be a workplace issue.
He states that is extremely vital to add “sexual orientation and GI&E to their nondiscrimination policies, create gender neutral dress-codes, have guidelines that set a time-frame and protocol for transitioning workers and ensure employee’s privacy” (Jones, 2007). Therefore, a policy that deals with all the elements mentioned above should limit a company’s liability towards lawsuits and further enhance the quality of the work environment as well.