Effects of Workplace Discrimination on Employee Performance
Human resource managers face challenges
while attempting to provide equal opportunities for all employee in the workplace.
Ideally, a workplace that has diversities benefits from creativity and innovations
that result from the variety of talents in the workplace. A prejudice in the workplace
includes sex, sexual preference, age, color, religion, and disabilities (Denissen,
& Saguy, 2014). Discriminations in the workplace occur because of factors such
negative stereotypes about people of specific traits, personal test and preferences,
and inability to understand personal conflicts. It also emanates from a lack of
respect to diversity, excessive leisure time, skepticism of complaints, poor recruitment
procedures, and poorly trained employees. Analytically, most of the causes of discriminations
of all types in workplaces revolve around the role of human resources managers.
For example, employees with adequate training understand the discriminations laws
and can easily cope with other employees. The failure of the human resources managers
to administers enough screening for the employees result in unlawful practices of
discriminations in the workplace (Sperino, 2013). Additionally, excessive leisure
time in the workplace is the genesis of all vices in offices. Often, human resource
managers do not monitor the employees during their leisure time. As a result, the
employees tend to engage in discussions that promote discriminations because of
gender, ethnicity, and religion. The topic for study seeks to narrow down discriminations
in a workplace to the effects of the subject on the employee performance. The entire
work is a study of workplace environment and giving attentions to the effects discriminations
as a contemporary issue in management.
Stereotypes, sexual preferences, gender discriminations, Skepticism of complaints
. Boone James, J., McKechnie,
S., Swanberg, J., & Besen, E. (2013). Exploring the workplace impact of intentional/unintentional
age discrimination. Journal of Managerial
Psychology, 28(7/8), 907-927.
. Chavez, L. J., Ornelas, I. J., Lyles,
C. R., & Williams, E. C. (2015). Racial/ethnic workplace discrimination: Association
with tobacco and alcohol use. American
journal of preventive medicine, 48(1),
. Denissen, A. M., & Saguy, A. C. (2014).
Gendered homophobia and the contradictions of workplace discrimination for women
in the building trades. Gender &
Society, 28(3), 381-403.
. Ghumman, S., Ryan, A. M., Barclay, L.
A., & Markel, K. S. (2013). Religious discrimination in the workplace: A review
and examination of current and future trends.
Journal of Business and Psychology, 28(4), 439-454.
. Marchiondo, L., Ran, S., & Cortina,
L. (2015). Modern discrimination. In The
Oxford Handbook of Workplace Discrimination.
. Okechukwu, C. A., Souza, K., Davis, K.
D., & de Castro, A. B. (2014). Discrimination, harassment, abuse, and bullying
in the workplace: Contribution of workplace injustice to occupational health disparities. American journal of industrial medicine, 57(5), 573-586.
. Posthuma, R. A., Wagstaff, M. F., &
Campion, M. A. (2012). 16 Age Stereotypes and Workplace Age Discrimination. The Oxford handbook of work and aging,
. Reavley, N. J., Jorm, A. F., & Morgan,
A. J. (2016). Discrimination and Positive Treatment Toward People with Mental Health
Problems in Workplace and Education Settings: Findings From an Australian National
. Ruggs, E. N., Law, C., Cox, C. B., Roehling,
M. V., Wiener, R. L., Hebl, M. R., & Barron, L. (2013). Gone fishing: I–O psychologists'
missed opportunities to understand marginalized employees' experiences with discrimination. Industrial and organizational psychology, 6(1), 39-60.
. Sperino, S. F. (2013). Discrimination
Statutes, the Common Law, and Proximate Cause. U. Ill. L.Rev., 1.Gender difference in
employment ad why they matter.