Affirmative

Workplace discrimination has been a persisting issue for more than a hundred years in the United States. Workplace discrimination occurs in several forms mainly affecting the minority groups despite the attempt by the law in offering protection to all employees. Over 112.7 million dollars was gathered in the United States from employers for violating racial discrimination regulations and this did not include money acquired from lawsuits (Robinson, 2013). This, therefore, demonstrate the growth of the issue that does not only result in emotional but also a financial loss (Chin, 2004). Workplace discrimination can be faced by any employee on the grounds that it can be subjected to a variety of forms in reference to an individual’s national origin, race, skin color, gender as well as age. However, the contemporary workplace discrimination is subjected to the minority groups on the grounds of lifestyle such as sexual orientation and transgender. In resolving this issue the United States Federal Administration should substantially increase employees’ discrimination protection on the grounds of lifestyle. 

Resolution

Minority or contemporary lifestyle discrimination in the workplace is a primary social as well as economic issue thus the US Federal administration should substantially extend employees protection on the grounds of lifestyle which should include sexual orientation.

Main Points

Sexual discrimination is not acceptable under the American law. Sexual orientation discrimination in the working places takes place after an employee has been subjected to an undesirable negative action of employment, denial or particular rights of their sexual transformation or orientation or even harassment (Conte, 2010). This has been a primary part of the working surrounding in the United States for a while now and as the federal, state as well as the local regulations have created increased awareness socially has developed this scenario greatly most individuals who are not under the heterosexual group which is highly accepted are still faced with a number of issues at the working places that are connected to being transgender, gay, asexual, bisexual or even pansexual (Conte, 2010).

Discrimination on the grounds of sexual orientation is bound to impact an individual’s job status, emotional wellness, workplace interactions, health, and performance among a host of more problems. The discrimination law in the United States is experiencing rapid transformations which are for the betterment of the society (Robinson, 2013). Discrimination due to pregnancy in the workplace is an act that is prohibited under sex discrimination illegalness. Employees and job applicants are therefore not to be subjected to any unfair treatment on the grounds of being pregnant. This implies that employers are expected to offer equal treatment to pregnant ladies similarly to how others are treated. In addition, pregnant staffs are offered additional rights such as access to pregnancy leave under Family and Medical Leave Act (Robinson, 2013).

Gender discrimination is additionally illegal as it denies people the opportunities of achieving career, social as well as economic development. Working at LAX Ashley Yang a transgender lady was subjected to unfair treatment after the employer established that she was a male biologically and given that her transition was not completely achieved the employer found it irrational that she was receiving female treatment. The employer assigned her the responsibility of patting down passengers from the male gender within the security of the airport. In addition, his was instructed to cut her hair to match that of standard men as utilize the male washrooms. It is apparent that the kind of discrimination is unlawful given that an individual has a privilege of expression and changing their gender is not an exclusion. Denying the employee their rights such as forcing them to play male roles and cutting their hair is a form of sexual discrimination as it subjected the employee to harassment and negative treatment based on their sexual gender (Conte, 2010).

Harm 1

Workplace discrimination holds the potential of denying individuals opportunities for attaining career progress. In that even with adequate experience and the necessary knowledge and skills in the working field when one is discriminated this means that they are denied the chance to participating and sharing innovative thoughts on the grounds of gender or race. This has a direct impact on their career and they are forced to remain in the same position due to low performance and the lack of support to venture into development (Chin, 2004). Discrimination affects one's wellness which means that their performance and work contribution is usually low based on under-developed relations and the lack of opportunities to share thoughts. In this context, the capability of the employees to participate in career development is usually low.

Inherency

Discrimination in the workplace that is subjected to the minority groups such as on the grounds of gender or race is something that cannot diminish it rather the policy implementers are required to act. Something major must be done about it because the primary barrier to achieving success lies in the law where the laws against workplace discrimination should be extended to ensure that sexual orientation prejudice is dealt with accordingly.

Harm 2

Gender workplace discrimination is against the equality policy which denies most female employees opportunities of being productive. In most cases, female employee possesses similar positions and responsibilities as their male counterparts but they end up receiving fewer payments and low promotion chances. For women to achieve recognition and the treatment given to men they are forced to work more than four times more (Chin, 2004). This kind of discrimination is harmful both to the employees and the employer on the ground that while progress opportunities are denied to the employees the reputation of the employer diminishes and this might also lead to financial losses. An employee is bound to experience less motivation particularly if they understand that they are being discriminated in reference to gender. In addition, it is apparent that what normally counts is the contribution of the employee to the company’s goals rather than the race, sexual orientation or the gender they belong to. Lack of motivation usually leads to less performance and the loss of both quality and quantity. In addition, the organization may be subjected to increased employees turnover which can be costly in terms of skills, finances, and knowledge (Robinson, 2013).

Inherency

Discrimination on the basis of gender is not something that can be ignored. The respective law that seeks to promote gender equality should be reformed to incorporate the rising changes and to ensure that effectiveness is achieved.

Solvency

Employees are required to create conducive working surrounding by dealing will all kinds of prejudice. Offensive comments in relation to race, gender or even sexual orientation should be treated severely and after an employee has filed any kind of prejudice complaint the issue should be handled in accordance. This is the best approach to ensuring that employees acquire satisfaction with what they acquire and lower the chances of a similar occurrence. Discrimination cannot be eliminated by law alone since people from the ground need to act in response to the issue (Chin, 2004). In resolving this issue the United States Federal Administration should substantially increase employees’ discrimination protection on the grounds of lifestyle. 

Plan

It is essential for all the employees to understand the laws relating to workplace discrimination so that they can protect their privileges and those of others. Creating social awareness is essential in increasing the ability to be effective while utilizing the strategy. The government should create mandatory training programs against workplace discrimination of any kind which should accommodate both the employees and employers. In addition, organizations should offer training programs to their employees to ensure that they comprehend their rights fully.

 

 

 

 

 

 

 

            References

Chin, J. L. (2004). The psychology of prejudice and discrimination: 2. Westport, Conn. [u.a.: Praeger Publ.

Conte, A. (2010). Sexual harassment in the workplace: Law and practice. Austin: Wolters Kluwer Law & Business.

Robinson, D. A. (2013). Workplace discrimination prevention manual: Tips for executives, managers, and students to increase productivity and reduce litigation. Bloomington, Ind: Archway.