Gender Discrimination In The Workplace

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Introduction. how has discrimination evolve over time?
Discrimination is an act of prejudgement, or making a certain favour of or against an individual, based on the group, social class, or racial and religion categorisation. Workplace discrimination occurs in the context of the work environment, often in the form of portraying violence towards a certain colleague or employee or through verbal and physical bullying (Wood, Braeken & Niven, 2013). Nowadays, workplace discrimination has evolve from the traditionally gender or age discrimination; to a more subjective and skewed form of discrimination towards people from religious counterparts. As a result of current affairs occurring throughout the world, it has allowed for the rise of religion
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Data was collected through the voluntary participation of undergraduate, completing the “Gender Issues Survey”. Although gender discrimination continues to exist in today’s times, results shows that students fail to notice that gender discrimination could possibly affect their careers. Majority of the students believed that opportunities for career advancements are not defined by gender.
The authors incorporate the findings from social psychology theorists to explain the true reality of student’s perceptions of gender discrimination in workplace; where students believe they have immunity against any form of discrimination, thus providing a more comprehensive explanation of the behaviour. While the reality of gender discrimination still exists in today’s time, it seems unlikely in the perceptions of university students, hence falsifying the presence of gender
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The article addresses the importance of learning and how barriers to learning instigate the growth of discrimination. The authors argued that organisational learning is a form of adapting to changes in the environment, often resulting from changes in routine behaviours, and failure to adapt to changes in learning will gives rise to barriers, highlighting probable reasons why firms fail to manage and prevent discrimination.
The authors utilize a real organisation called Georgia Power Corporation to associate those barriers to learning that several organisations undermined its importance in relation to discrimination. Through their analysis, the authors deduced that Georgia Power experienced those barriers and had tried to overcome them, whilst at the same time learning from other organisation’s mistakes pertaining to issues of discrimination.
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