Assignment: Personal Ethical Project

Course Title: Ethics

Course code: UCC1202
Sectoin: 04

Submitted to
Ahmed Abidur Razzaaque khan, Ph D
Submitted by
Name : Jannatul Ferdows Nafisa
Student Id: (213011130)
Department: BBA
Title: Workplace Discrimination And Harassment

Introduction:

Ethical dilemmas surrounding harassment and discrimination are complex issues that pose
significant challenges today. As we strive for inclusivity, fairness, and respect for all
individuals, we often encounter conflicting values and difficult moral choices. In this
personal reflection, I will explore an ethical dilemma related to harassment and
discrimination that I have personally experienced or witnessed. Through introspection, I will
delve into the complexities of the situation, reflect on the values and principles at stake, and
discuss possible approaches to resolving such dilemmas.

The Issue

Under federal and state laws, organizations get expected to prevent discrimination and
harassment. Employers also get expected to address arising disputes fairly and quickly.
Unresolved discriminatory behavior claims can lead to government and various agencies’
investigation and lawsuits for former and current employees. Lawsuits and investigation can
lead to huge reputational and financial losses for an organization. Most employers are usually
liable for discrimination and harassment perpetrated by supervisors and managers (Goodman
et al., 2011). Organizations, both big and small, must formulate and implement anti-
discrimination policies while creating effective strategies for detecting, preventing, and
resolving employee discrimination and harassment.
Therefore, an organization needs to foster a positive workplace culture free of bullying,
discrimination, and harassment. Although there will never be a cure for harassment and
discrimination, an organization can also implement employee training and education to foster
a diverse workforce while sensitizing individuals on ethical and legal issues of discriminatory
treatment within the workplace (Roscigno, 2019). Employees’ understanding of racial,
cultural, sexual, and ethnic differences that are separate for job qualifications can help and
organization in preventing some discrimination and harassment instances. An organization
should also develop and enforce a written policy that defines procedures and rules.

The first step toward preventing and countering discriminatory behaviors within a workplace
is formulating clearly and comprehensive policy. An employee handbook is essential as it
outlines company expectations of the behaviors within the work environment. Every
employee handbook should comprise policies on discrimination and harassment that every
employee receives and signs to acknowledge receipt and compliance. This policy should
encompass a wide range of potentially discriminatory behavior and acts within the workplace
(England, 2018). The policy should also include protocols that outline how discrimination
and harassment complaints will get handled, submitted, investigated, and resolved.

An organization should also implement a continuous process for solving discrimination and
harassment issues. For all organizations, resolving arising issues fairly and quickly is vital.
Even when an organization does not face potential legal issues and lawsuits, unresolved
workplace discrimination can cause it to lose credibility and trust with employees.
Consistency in how an organization resolves and addresses issues proves that it expects all
employees and stakeholders to get treated fairly and within the same standards in terms of
discrimination (Becton et al., 2017). However, it is important to note that there lacks a single
right procedure and method for workplace discrimination and harassment. Therefore an
organization needs to implement processes fitting its structure, size, and resources, among
other needs.

Further, it is also important to continuously educate and sensitize employees on their roles
and duties to prevent discriminatory treatment. For most organizations, addressing the issues
in employees’ onboarding process and the handbook can prove ineffective in preventing
discriminatory treatment. Some state and federal laws require that employers implement
regular training programs on anti-discrimination (Baker et al., 2012). Ensuring company
employees are aware of implemented procedures and policies and now where and how to
report arising issues is important in proactively preventing discriminatory treatment. The
organization can also conduct an enhanced and separate program for managerial and
supervisory employees since they are usually the company’s first defense line in preventing
workplace discrimination and harassment.

How the Situation Got Solved

The organization implemented various changes in learning about discrimination and

harassment against Linda and Nelson. The solutions implemented by the organization aimed
at maintaining organizational values while repelling the unethical and intolerant
discriminatory behavior. The organization implemented company policies for human
resources and conflict resolution. Further, a channel got formulated that allowed employees
to report on any discriminatory and other unethical behaviors within the organization
anonymously. Implementing the policies and procedures as an ethical move that also
minimizes company liability should instance occur (Baker et al., 2012). The policies had
various consequences for employees, and managers found to be discriminating and harassing
their colleagues and juniors.

Policy against harassment also got implemented to resolve and prevent future issues. The
organization also implemented continuous education and training programs that ensure
employees understand and are in compliance with discrimination and harassment laws.
Employee relationships at the organization now get monitored consistently. Continually
monitoring these relationships helps the management stay informed of the status on the
ground and identify while mitigating any ethical violations that occur before they grow into
larger issues (Becton et al., 2017). The strategy implemented by the organization proved
effective in preventing harassment and discrimination. Further, the response from the
organization was within the ethical and legal lines.

Conclusion

Discriminatory behaviour and treatment within a workplace should not get tolerated.
Workplace discrimination usually exposes an organization to potential and costly lawsuits
while undermining productivity. Federal and state laws protect employees from
discrimination and harassment based on their gender, race, ethnicity, and other protected
characteristics. In organizations, both small and big, preventing and avoiding ethical issues
usually gets initiated for the top level. Therefore, organizations need to implement various
strategies and plans to avoid and prevent workplace discrimination and harassment
(Goodman et al., 2011). Discriminatory treatment is a major ethical issue facing most
organizations across industries. When an organization creates a healthy work environment
with the right leadership and people, it sets up its business and employees for success.

References
1. Baker, N. L., Vasquez, M. J., & Shullman, S. L. (2012). Assessing employment
discrimination and harassment. Handbook of Psychology, Second Edition, 11.