Case Analysis: Discrimination and Sexual Harassment in the Workplace

 Introduction

Discrimination refers to treating or intending to treat an individual with hostility as a result of their personal distinctiveness. Discrimination and harassment can take a number of diverse forms and there are extensive sweeping federal laws that rule out discrimination and harassment against individuals on the base of race, color, state origin, sexual category, religious conviction, disability, pregnancy and maturity among others. Basing the framework on the case study of Big E Music Company, I will analyze issues of discrimination and sexual harassment from different perspectives so that I can give an opinion to the company on the most excellent strategies for handling these issues before they even arise.

The Employee Perspective

It is essential for the employee to understand the need to alert the manager in case of any discrimination or harassment issues.  The manager should be held responsible for abiding by the law, but the worker alone is accountable for ensuring that their privileges are defended. Letting the employer know that the victim is taking the issue critically is also essential. It is critical for the employee to solicit that a printed report be made every time they give details on an incident of discrimination or harassment. Managers are required by the law to provide punctual consideration to all news of inequity and harassment.  In case there is no reaction from the manager, the worker should think about getting in touch with the Federal Equity Employment Opportunity Commission which has the accountability for control of conformity for many national anti-discrimination as well as anti-harassment rules. It is also advisable for a worker to keep a record of any occurrences of discrimination or harassment. It is important to note the date, reasonably accurate time, scene, parties concerned, observers and details of the indecent manner of speech (Jackall, 2010). 

The Company Perspective

Companies and managers use a submissive strategy to achieve education within the company. Lots of businesses have fixed procedures given to new workers in a direction which is advisable. Failure to entail in explanation the policy as well as ways in which complaints can be raised is a huge mistake that a company can do. Consequently, administrators should wholly understand their specific responsibilities as well as the manner in which they should act in response to the complaints (Conte, 2010).  Given this, writing of guiding principle is not enough. Managers should be candidly concerned with the education of all workers about aggravation and why it should be prohibited. In the case of significant E music company, it is essential for the company to recognize that it is of an essence to employ a very sexy young woman to work as the receptionist for the company to act as the face of the company but there are ethical considerations to reflect on when selecting one.

The Legal Perspective

Amid the issues on which the administration is exposed is the failure to take protests critically and quickly act in response promptly. It is necessary for the management to perform in response without delay to intolerable actions with the work environment.  The prompt and careful investigation has to be done in the case of a complaint to find out an appropriate response as an elucidation to the claim. It is essential for the company to understand that the management might be unsuccessful in accountability for disciplinary damages when they make an attempt in good faith and conforming to the decrees that are anti-discriminative (Mia, (2018).  The general efforts of the company should be concerning the formulation of guiding principles, training workers and acting in response to complaints without delay.  It is as well essential to understand that such proceedings and training conferences can lend a hand in protecting an employer’s claim similar to the case of the CEO of Big E Music company. The employer should as well understand that he has a responsibility to establish the above steps to reduce the likelihood of proceedings and enhancing development within the company.

The Legal Perspective

Responsibility and Reporting

The manager of the company must understand that he has the burden of putting off workplace inequity and sexual harassment and taking action ahead of its occurrence. The employer in the company should accomplish this by setting up discrimination as well as sexual harassment and exposure strategies. If the employer achieves this obligation, he might not be accountable in case aggravation and inequity happens.  Similarly, the acts of the person responsible for sexual harassment can generate a sexually aggressive environment. Consequently, female, as well as male employees will be nervous about losing their jobs if they surrender to sexual approaches by bosses or managers. The manager should understand that undesirable sexual harassment like bias and sexual partiality can demoralize otherwise diligent workers (Jackall, 2010). 

The Business Perspective

The outcomes of inequity and sexual harassment from the company are apparent in the way it is viewed by the public. Aggressive and offensive customers are likely to have pessimistic effects on workers generating annoyance and despair. These issues often make the employees feel humiliated, dishonored and useless which may lead to more harsh problems like nervousness and emotional fatigue. The outcome of these feelings might be eventually quitting work from the company which in turn has adverse effects on the production of the company. Customers might s well resist products and services from the company as a result of its unethical behavior thus contribute to its reduced creation in business.

Conclusion

Drawing from the case of Big E Music Company, it is clear that there are some best policies for dealing with issues of discrimination along with sexual harassment in places of work. Every part of a company has the accountability to be responsible for actions of discrimination and harassment. It is thus crucial for the employers and employees to cooperate and receive training on the critical responsibilities they should take in case of occurrence of discrimination and harassment and how to stop it from happening.

 

 

 

 

References

Conte, A. (2010). Sexual harassment in the workplace: Law and practice. New York: Aspen

 Publishers.

Jackall, R. (2010). Moral mazes: The world of corporate managers. Oxford: Oxford University

            Press.

Mia, L. C. A. H. I. L. L. (2018.). Social Construction Of Sexual Harassment Law;The Role Of

            The National, Organizational And Individual Context. London: Routledge.