Why discrimination will not build a better working world?

 

Why discrimination will not build a better working world?



In this week's article, we revisit the persistent issues of workplace discrimination and retaliation that continue to impact countless individuals across various sectors.

Discrimination and retaliation against employees based on protected characteristics such as race, color, religion, sex, national origin, age, disability, or genetic information remain significant challenges in modern workplaces. These practices not only violate fundamental civil rights laws but also carry severe consequences for organizations that perpetuate them. 

Here are 10 compelling reasons why it is detrimental for employers to engage in discriminatory or retaliatory conduct:

  1. Erosion of Trust: Discrimination and retaliation undermine the trust between employees and employers, fostering a toxic work environment that hinders collaboration, open communication, and productivity (Bourke & Espedido, 2019).
  2. Stifled Innovation: An environment where discrimination and retaliation thrive can discourage employees from voicing innovative ideas or taking calculated risks, ultimately impeding organizational progress and competitiveness (Dobbin & Kalev, 2016).
  3. Diminished Employee Well-being: Discriminatory practices and retaliatory actions contribute to heightened stress, anxiety, and mental health issues among employees, negatively impacting their overall well-being and potentially leading to increased absenteeism and decreased productivity (Zapata et al., 2020).
  4. Reduced Employee Engagement: When employees face discrimination or retaliation, their commitment to the organization wanes, leading to decreased engagement, lower morale, and ultimately, reduced productivity, which can adversely affect the organization's bottom line (Downey et al., 2015).
  5. Increased Turnover: Discrimination and retaliation drive talented employees away from the organization, resulting in high turnover rates, increased recruitment costs, and loss of institutional knowledge, further impacting organizational performance (Hirsh & Cha, 2017).
  6. Tarnished Organizational Reputation: A workplace marred by discrimination and retaliation can severely damage an organization's reputation, making it less appealing to prospective employees, business partners, and clients, ultimately hindering its ability to attract and retain top talent (Coder & Spiller, 2013).
  7. Hindered Diversity and Inclusion Efforts: Discrimination and retaliation work against efforts to foster a diverse and inclusive workplace, hindering the benefits of varied perspectives, experiences, and backgrounds that drive innovation and problem-solving (Mor Barak, 2017).
  8. Legal and Financial Ramifications: Organizations that engage in discrimination and retaliation face legal repercussions, financial penalties, and damage to the bottom line, detracting from business growth and stability (Ghumman et al., 2017).
  9. Violation of Ethical Standards: Discrimination and retaliation run counter to ethical business practices, reflecting poorly on an organization's moral compass and commitment to equal opportunity and fair treatment for all employees (Reidenbach & Robin, 1991).
  10. Impediment to Sustainable Growth: A workplace culture marred by discrimination and retaliation impedes sustainable growth, as a lack of equality, fairness, and respect obstructs the full potential of the workforce, ultimately hindering the organization's ability to adapt and thrive in an ever-changing business landscape (Mor Barak & Lewin, 2002).

By fostering an inclusive and equitable workplace free from discrimination and retaliation, organizations can cultivate a positive and productive environment that empowers employees, enhances organizational performance, and drives long-term success.

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