Policy Analysis essay

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Discrimination in Employment Policy

Levi Rivera

Montclair State University

Outline

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Discrimination in Employment Policy

Introduction

The policy chosen for the essay is discrimination in employment policy. This is a policy

that aims at ensuring equal treatment in terms of employment characteristic’s with the elimination

of discrimination or harassment of any kind (Craig, 2017). The first part of the essay will discuss

the meaning of discrimination in employment and its characteristics. This part will also discuss

what is entailed in the discrimination in employment policy and various of its aspects such as laws

and acts that address discrimination in employment. This policy was chosen because employment

discrimination affects the employees as well as the organization in general (Newmark, 2019).

Policies addressing discrimination in employment should be implemented and enhanced in every

workplace to ensure improved employee productivity and satisfaction and general organizational

performance improvement.

Under this section, types of discrimination in employment will be discussed. Types include

discrimination by age, harassment, race, religion, sex, disability, and several others (Newmark,

2019). This section will also involve literature review. This will explain the current knowledge

available including substantive findings and methodological and theoretical contributions to the

topic of discrimination in employment. This part will also give a brief overview of all the aspects

that will be covered in the essay by mentioning the main areas in the essay in their logical and

chronological order.

First Corresponding Issue

The next part of the essay will focus on understanding the thesis statement by discussing

the first corresponding issue; effects of discrimination in employment. These effects will be

discussed in relation to how they affect employee productivity and satisfaction and general

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organizational performance. Some of the effects that will be discussed include low employee

productivity, lower employee performance, little staff commitment, and deteriorating employee

morale (Sargent, 2016). The effects of discrimination in the workplace in relation to organizational

performance that will be discussed will include the effects on commercial reputation of the

organization, lower performance due to low employee productivity and performance, and loss of

clients due to the negative reputation (Goldman et al., 2006).

This part will also discuss reasons why discrimination in employment persists today. Some

of the reasons discussed will include lack of diversity and inclusion culture, lack of or poor anti-

discrimination policies in employment, and the failures of the political and legal systems in

championing for anti-discrimination in employment. This part of the essay will also discuss the

groups that are most affected by discrimination in employment. Two of the groups that are mostly

affected by discrimination in employment that will be discussed are the transgender group and

people of color (Sobol & Ellard, 2018).

Second Corresponding Issue

The next part of the essay will address the other corresponding issue of the benefits of

policies addressing discrimination in employment. This discussion will majorly center on how

policies addressing discrimination in employment can help in improving employee productivity

and performance and satisfaction and the general organizational performance. Some of the

benefits that will be discussed include creation of harmonious employment environment, increased

collaboration and cooperation, increased productivity, reduced absenteeism, and increased

customer and client satisfaction (Ziegert & Hanges, 2015).

This part will also discuss how to implement the policies addressing discrimination in

employment so as to achieve the benefits of the policies in relation to employee productivity and

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satisfaction and general organizational performance. Some of the ways that will be discussed

include providing support for employees and offering anti-discrimination training. Others include

implementing strategies for reporting discrimination and creating awareness of the organization’s

stand in discrimination in employment (Nielsen, Nelson, & Lancaster, 2010).

Summary and Conclusion

The last part of the essay will summarize the discussion and provide an overview of all

the discussed elements. This part will also provide a conclusion based on the summary of the

discussion. Finally, a list of references used in the essay discussion will be offered in a properly

cited manner.

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References

Craig, R. L. (2017). Systemic discrimination in employment and the promotion of ethnic

equality .(Vol. 91). Martinus Nijhoff Publishers.

Goldman, B. M., Gutek, B. A., Stein, J. H., & Lewis, K. (2006). Employment discrimination in

organizations: Antecedents and consequences. Journal of management, 32(6), 786-830.

Kim, A. T. H. (2011). Culture matters: cultural differences in the reporting of employment

discrimination cases. Wm. & Mary Bill Rts. J., 20, 405.

Neumark, D. (2019). The Age Discrimination in Employment Act and the challenge of population

aging. Research on Aging, 31(1), 41-68.

Nielsen, L. B., Nelson, R. L., & Lancaster, R. (2010). Individual justice or collective legal

mobilization? Employment discrimination litigation in the post-civil rights United

States. Journal of Empirical Legal Studies, 7(2), 175-201.

Pager, D. (2007). The use of field experiments for studies of employment discrimination:

Contributions, critiques, and directions for the futureTortifying Employment

Discrimination. BUL Rev., 92, 1431.

Sargeant, M. (2016). Age discrimination in employment. CRC Press.

Science, 609(1), 104-133.

Sobol, M. G., & Ellard, C. J. (2018). Measures of employment discrimination: A statistical

alternative to the four-fifths rule. Industrial Relations Law Journal, 381-399.

Sturm, S. (2001). Second generation employment discrimination: A structural approach. Colum.

L. Rev., 101, 458.

Ziegert, J. C., & Hanges, P. J. (2015). Employment discrimination: the role of implicit attitudes,

motivation, and a climate for racial bias. Journal of applied psychology, 90(3), 553.