Possible Solution #1
A possible solution to preventing discrimination in the workplace could start by informing the organization on the laws that protect people from getting discriminated against. Ultimately teaching the organization about Title VII of the Civil Rights Act of 1964 could keep the environment free of harassment. Title VII of the Civil Rights Act of 1964 “is a federal law that prohibits employers from discriminating against employees on the basis of sex, race, color, national origin, and religion” (AAUW, 2017). By posting this information in the organization’s cafeteria or an area with much employee traffic it would serve as a constant reminder to the employees and the employer about the employee rights, therefore dissuading the employer of committing any discriminatory acts against their employees.
Possible Solution #2
Another possible solution to preventing discrimination would be diversifying the workforce in the organization. Doing so would help “employees learn to understand other cultures and ages, for example, and have a mutual respect for all team members” (Finn,2017). Not only does diversifying the workforce make it less likely for discrimination, but it brings different kinds of ideas to the table that could benefit the company’s performance significantly (Finn,2017).
Possible Solution #3
Educating management on diversity and harassment could also be implemented to prevent discrimination in the workplace. By informing management on the areas where discrimination is common as well as how to go about dealing with these issue is the first step in preventing discrimination. “Mangers must take the lead and ensure that discrimination is stopped
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in all departments and during every business initiative, such as hiring and firing” (Finn,2017). This could be enforced by the employer scheduling mandatory seminars on how management should go about diversity and harassment by issuing them policies (Finn,2017).