In this slide, I give my suggestions on the causes, types, consequences and how to eliminate discrimination in the workplace

1. Discrimination in the workplace
Presenter - Farid Gahrimanov

2. What is discrimination?
Discrimination is generally the deprivation of
rights or privileges of certain members of a
state or society with a common history and
past, in contrast to certain members.
According to any definition used to socially
differentiate members of society, such as
"race, religion, language, sex, age,
education, income, occupational diversity,"
their inclusion in a particular classification is
characterized as discrimination.

3. Discrimination in the workplace
Discrimination in the workplace means behaving differently from
other employees in the same situation and conditions as any
employee in the organization.
In these cases, certain characteristics of employees (gender, color,
race and national origin, religion, language, political opinion, social
origin, education, etc.) are subject to different behaviors for a variety
of reasons.
In other words, they are subject to negative discrimination.

4. Low wages
1
Excessive work
2
Giving the hardest work
3
Non-granting of social rights
4
Examples of discrimination
in the workplace

5. Classification of discrimination
Discrimination against employees in
organizations is generally direct or
indirect .

6. Reasons for discrimination in the
workplace
1
2
4
3
Reasons at the macro level
Reasons at the group level
Reasons at the
organizational level
Reasons at the individual
level

7. Reasons at the macro level
Characteristics of the sector in which
we operate
Interests of partners
National and local culture
The structure of the labor market
Legal environment
Economic environment

8. Reasons at the organizational level
Formal and informal structure
Organizational culture
Leadership
Strategy
Human resource system

9. Reasons at the group level
Conflict
Decision-making
Innovation
Communication
Compliance
Performance

10. Reasons at the individual level
Expectations and attitudes
Discriminatory behavior
Loyalty
Faith
Support
Justice

11. Types of discrimination in organizations
In general, we can summarize the types of discrimination that employees in today's
organizations face:
• Mobbing (psychological threat)
• Discrimination in the exchange of information
• Discrimination in organizational justice
• Glass ceiling effect
• Gender discrimination
• Salary discrimination
• Age discrimination
• Racial discrimination
• Cultural discrimination
• Disability discrimination

12. Consequences of organizational discrimination
We can even summarize the consequences of organizational discrimination
• As a result of deepening psychological and social problems within the organization,
it leads to a decrease in individual and organizational motivation.
• Leads to negative consequences on the efficiency, productivity, and performance of
the organization.
• The organization causes internal conflicts and divisions.
• Causes a power imbalance within the organization.
• The belief that individual interests take precedence over organizational interests will
gradually spread.
• It undermines the sense of organizational justice.
• It will negatively affect the image of the organization and the country.
• Prevents organizations from fulfilling their individual, organizational and social
responsibilities.
• Gradually deepens discrimination between women and men among workers.
• Causes skilled workers to leave the organization.
• It harms human rights around the world.

13. The result
Organizational discrimination varies from country to country, sector to sector, and organization to
organization. As the level of economic, social, cultural, and democratization of societies
increases, different languages, religions, races, genders, ages, education, etc. Individuals with
personality traits are also less exposed to discriminatory policies. Because such societies
perceive individual and cultural differences as a treasure. They make legal arrangements to
include all persons with different characteristics in production. On the other hand, in societies with
few resources, some sections of society are given preferential rights in the distribution of
resources, while others are deprived of these rights.
Organizational structure, processes, and practices are especially effective in maintaining
discrimination in organizations. In addition to organizational factors, non-organizational factors
also play a role in the emergence and spread of organizational discrimination. In dealing with
employee discrimination, the human resource system, the strategy and policy followed
organizational culture, leadership, individual attitudes and behaviors, employee thinking, decision
making, and so on. plays a defining role. Such reasons include mobbing in organizations,
injustice, glass ceiling effect, bias in information sharing, gender, education, age, salary, disability,
culture, etc. leads to the development of discriminatory types.

14. Offers
It is useful to consider the following points when minimizing organizational discrimination:
Ensuring organizational cooperation and harmony,
Isolation of employees with discriminatory attitudes and behaviors of the organization,
Work-oriented organizational process and structure,
Top management pursues a fair and objective strategy and policy,
Ensuring full participation in decisions,
The human resource system is open to differences,
Management's respect and fair treatment of employees with different socio-demographic and cultural
characteristics,
Comply with laws and conventions governing business and human rights at the national and
international levels;
Emphasize that you believe that cultural differences are a treasure at every opportunity,
To prevent any separation or division at the organizational level,
Respect for ethnic identity.

15. Thank you for your attention