Generally, it is worth noting that even though discrimination at the workplace is not allowed, it still occurs primarily in the corporate or business world. Descriptively, discrimination at the workplace involves many various forms, and it is any practice directed or aimed at discriminating a person or a group from others or giving preferential treatment among others (Barak, 2016). The federal government put in place anti-discrimination laws primarily to prevent vices such as discrimination from gender, race, sex, culture origin, or disability. In 2017, the supreme court in the United States issued a declaration that the prior anti-discrimination laws legislated are unconstitutional. A clear preview and further research on what the costs or advantages of implementing anti-discrimination laws indicate that there are both challenges and benefits in equal measures. In this regard, this research focuses on identifying the benefits and costs of voluntarily prohibiting a form of discrimination, the benefits, and costs of voluntarily adopting hiring and promotion practices, and evaluate the ethical considerations of not voluntarily prohibiting the kinds of discrimination laws.
Benefits and Costs of Voluntarily Prohibiting Federal Forms of Discrimination Prohibited Under the Federal Anti-Discrimination Laws
Fundamentally, it evident that a corporation may derive some benefits by implementing and executing the anti-discrimination or applying the same policy against individuals especially when they are disabled or on any other basis such as gender, race or culture. In most entities, there is a misconstrued perception that when an employee is disabled or that people with disabilities may cost the entity’s funds in maintenance and providing services for them. However, as noted by Barak, 2016, it is notable that such individuals may help the corporate either earn or save more money, the reasoning is that by retaining such people, the entity can retain their best employees thus increasing their productivity and company’s value. It is also advantageous because the company will be able to create diversity ar workplace and at the same time cut on the costs of having to spend more recruiting new employees.
Additionally, another benefit for implementing the anti-discrimination policies and laws is based on the concept of, not discrimination on the basis of religion, especially where some companies will opt not employee either Muslims or even pagans or generally discrimination against cultural backgrounds. The benefit is that allowing many different religions interacting at workplace enable different cultures to interact. This also creates diversity which an entity needs, in the breath, it increases productivity especially during decision making on the products to improve or reduce in a company (Barak, 2016). In the same breath, it increases performance and health, and as a result, it will help attract and hire a wider pool of human resources and give the company an international face with the potential to grow globally.
In the same breath, it is also beneficial for business entities to keep implementing the anti-discrimination laws and policies especially basing on race and ethical origin. Some of these benefits are epitomized by the notion of creating the getting or hiring the right person for the right job, that is qualified employees for arising job opportunities. This concept is beneficial because it does give not only an entity the opportunity to diversify but also gives a chance to check on the right candidate in terms of education, experience or qualification. There are no limitations by the anti-discrimination policies on having to balance on the issues of race or ethnical backgrounds.
On the other hand, costs are also incurred especially where the company opts not to implement the policies and anti decimation laws legislated. Some of these costs generally revolve around the following factors. Firstly, the company may suffer losses and reduced productivity while focusing on fulfilling the required regulations. Barak, 2016 notes that where a company does not implement such anti-discriminatory laws as needed, there is a likelihood that the company will suffer negative publicity in a society, it will be viewed that the company is not performing its social corporate responsibility duties. Similarly, it is worth noting that the company will have to replace employees this venture is rather costly. Apart from resulting losses and lack of diversity, it is easy for a corporate to lose out not only on potentials to grow but will lose some of the most and skilled employees.
Benefits And Costs of Voluntarily Prohibiting a Form of Discrimination Not Covered By Any of the Federal Anti-Discrimination Laws
Furthermore, it is evident that the laws on discrimination do not cover other forms of discrimination; this includes discrimination on the grounds of nepotism or discrimination by unemployment. However, this is better because if implemented a company may have to lose out on skilled professionals or client base, and it thus makes corporate to flourish and grow. The rationale is that if nepotism is allowed to thrive, it negatively impacts the reputation of an entity and the results are usually detrimental (Ryan and Wessel, 2015). Firstly, nepotism may easily lead to a conflict of interests especially during transactions between other entities.
Related to the above, discrimination on the grounds of unemployment is also a form not covered by the anti-discrimination laws and policy. It is noteworthy that if this policy is implemented, it tends to be detrimental on the part of the company on several factors, firstly, the company while concentrating on this policy will bypass a most qualified person by concentrating on the fact that he Hs been unemployed for an extended period (Ryan and Wessel, 2015). Instead, a company should rather consider hiring some who have been out of a job to reduce the costs of hiring and make operations smoother and productive.
Benefits and Costs of Voluntarily Adopting Hiring and Promotion Practices Designed to Diversify The Workforce
On the hand, there are benefits and costs of voluntarily adopting hiring and promotion practices designed to diversify the workforce. Firstly, an entity should focus on limiting being exposed to discrimination issues to its employees. This is achievable through ensuring equality and equity in terms of employment. More benefits will thus be derived by fostering affirmative actions and creating merit concept in terms of rewarding employees. Though this process, benefits are felt when the company creates opportunities and reduce all manner of discrimination.
In the same plane, despite the above benefits, there are also costs incurred, for instance, while implementing affirmative actions, laws have to be followed, it is expensive and when poorly implemented, ant entity will have the challenge of bearing costs of dealing with discrimination issues that are more expensive and detrimental (Ryan and Wessel, 2015). If there is no equality or fair treatment in any entity, publicity and reputation of the company are affected. The resulting issue is that the company will easily lose out financially especially if affected victims take the matter up to courts.
Notably, there are several ethical considerations of not voluntarily prohibiting the forms of discrimination laws examined in the first part of my report above. Two ethical notions are to be considered; firstly there should be integrity and moral uprightness. It is not morally right to adopt discrimination laws (Jennings, 2018). Entities had to be lead and managed on the grounds of integrity and individuals of moral fitness that value humanity. Jennings, 2018 also notes that integrity overrides any other ethical consideration; this notion covers all other aspects including the ethical considerations of not voluntarily adopting hiring and promotion practices to diversify the workforce. In the same approach, I note that integrity is one of the critical ethical issues because, without it, the business entity will be in chaos.
Recommendation and Conclusion
As a recommendation, therefore, it is essential for a company to formulate policies, in the process of creating this policy, the company should thus incorporate them with the anti-discrimination laws. This concept will avoid future conflicts and chaos with the company especially when other employees feel that they are not fairly treated. In the long run, there will be harmonious coexistence. The rationale here is that there will be no negative publicity and thus giving the company reputation.
Conclusively, if the company maintains the reputation, concentrates on proper procedures in terms of hiring, practice good promotions, it is evident that there will be a pool of qualified and skilled employees being attracted. Recommendable, the company thus should primarily maintain a good practice, improve on diversity, and equally grow. This concept will create the potential to grow globally because, with diversity, the client base automatically will be diversified and expand to different markets. This growth is an epitome of success for the company.
Barak, M. E. M. (2016). Managing diversity: Toward a globally inclusive workplace. Sage Publications.
Jennings, Marianne M. (2018). Business, it’s legal, ethical, and global environment (11thed.) Mason, OH: Cengage Learning.
Ryan, A. M., & Wessel, J. L. (2015). The Implications of a changing workforce, workplace for justice perceptions and expectations. Human Resource Management Review, 25(2), 162-175.