In the context of employment, discrimination can generally be defined as treating a group or individual less favorably when hiring, recruiting or otherwise condition and conditions of employment due to the characteristics of the group or person. color, race, religion, age, national origin, sex, veteran or disability status. These categories are referred to as protected groups because they are selected for EEO (Equal Employment Opportunities) protection. Subcategories of individuals within each protected category are called protected groups. EEO laws provide protection against unlawful discrimination to all protected classifications, not just minority groups. Therefore, employment discrimination against a man is simply illegal, as is discrimination against a woman. The only exception to this law is the application of an affirmative action program (as explained below) whereby, in certain circumstances, allows employers to preferentially treat employees of a particular protected group. Say no to plagiarism. Get a Custom Essay on “Why Violent Video Games Should Not Be Banned”? Get an original essay An employee (male or female) refers to the people who perform different roles, responsibilities, and tasks in order to achieve the goals of an organization. institution or organization. . Organizational performance and productivity are affected by worker performance and employee performance is influenced by gender discrimination. An employee performs tasks essential to the survival of the organization, regardless of gender. The research conducted by Hameed & Waheed, 2011, aimed to establish certain dimensions and factors of gender discrimination which are responsible for the impact on employee productivity or performance. They established two dimensions of gender discernment which are included in this work. This is gender discrimination in facilities and promotion. Moreover, gender discrimination in facilities and promotion is more responsible for the performance level of a worker. Sex discrimination can exist in several areas, including differences in wages and salaries, discrimination in promotions, inequalities related to different facilities and goods afforded to different sexes, and discrimination in hiring. An employee is considered the backbone of a company and performs key tasks responsible for the well-being of the company. A worker's productivity is therefore affected by gender discrimination. According to Hameed & Waheed, 2011, in Pakistan, men dominate the labor sector and therefore enjoy employment preferences. According to the Victorian Equal Opportunity and Human Rights Commission, 2016, there are two types of discrimination:; direct and indirect. The first refers to discrimination in which an individual offers to treat or treats someone unfavorably because of personal characteristics protected by law. This often happens because individuals make unfair assumptions about the abilities of people with particular personal characteristics. For example, refusing to hire someone because of their age when an employer considers them too old to learn new skills. Indirect discrimination occurs in situations where unreasonable conditions are imposed, which disadvantage individuals with personal characteristics protected by law. This also happens when a practice/aBehavior and workplace policy appear the same to all employees, but disadvantage someone because of personal characteristics protected by law. For example, requiring workers to work 12-hour shifts may appear to treat all employees fairly. However, this decision disadvantages workers with caring or caring responsibilities. If the policy is unreasonable, it is called indirect discrimination. Sexual harassment is unwanted behavior of a sexual nature. These are practices that could reasonably be expected to make an individual feel humiliated, intimidated or offended. Sexual harassment can be verbal, written or physical. It is illegal to assist or allow another person to sexually harass or discriminate against someone. This implies that one should not ask, request or encourage anyone else to take such actions. Victimization refers to threatening to subject or subjecting an individual to unfavorable conditions because they have asserted their rights under the Equal Opportunity Act, helped someone else file a complaint, refused to take action resulting in discrimination, victimization and sexual harassment or even filed a complaint. themselves. According to Advameg, Inc, 2016, the Civil Rights Acts of 1964 and 1991 prohibit sex discrimination. Pager & Shepherd, 2010 identify a key feature of all definitions of discrimination as the focus on behavior. Discrimination is different from racial attitudes (prejudice), racism (ideologies) and racial stereotypes (beliefs) which can be linked to racial disadvantage. Discrimination can be motivated by racism, stereotypes and prejudice, but the meaning of discrimination does not assume any fundamental cause. Although significant progress has been made in the advancement of racial minorities in the workforce, remarkable disparities remain. Compared to whites, African Americans are twice as likely to be unemployed (Hispanics are only marginally so). Additionally, according to Pager & Shepherd, 2010, the wages of Hispanics and Blacks continue to lag behind those of Whites. A number of studies have assessed the extent to which discrimination is responsible for current labor market gaps. Stigma is both a distal and proximate cause of employment inequity for people with mental disabilities who face direct discrimination due to the prejudices of their colleagues and the attitudes of their employers. and indirect discrimination due to structural barriers to competitive employment, widespread policy neglect and past patterns of disadvantage (Stuart and Heather, 2006). In this context, legislative policies and modern mental health rehabilitation, focused on full social participation and citizens' rights, must be welcomed. However, Stuart & Heather, 2006 lament that recent findings show that laws remain sensitive to the highly harmful behaviors they are intended to reduce. The ADA (Americans with Disabilities Act) of 1990 was formulated to abolish discrimination against people with special abilities (Advameg, Inc, 2016). Hameed & Waheed, 2011 assert that human resource managers should be careful while promoting and hiring workers and providing facilities to people with disabilities. employees in order to avoid any gender bias due to its direct relationship with a worker's productivity and which can decrease the.