Running head: JUSTIFICATION REPORT PART 3 JUSTIFICATION REPORT PART 3 xi Justification Report Part 3 Willie Ramirez Professor Amy Rofail ENG 315 May 21, 2015 Problem Statement The Justification report is created to offer potential solutions and recommendations for the problems identified, which are safety and discrimination within the workplace. These pertinent issues need addressing in order to improve workplace conditions and increase the efficiency of the organization in terms of human resource management and precautionary measures at the workplace. Discrimination in the workplace is a pertinent issue because of the potential loss of valuable human resources. In addition, safety presents a human resource issue since the equipment and tools implemented in the workplace might lead to injuries and other hazards to the employees. The company needs to take measures to militate against these problems. Lack of measures to ensure the reduction of these problems might subject the company to potential lawsuits from employees in case of discrimination or safety issues. Terminology Legal consciousness – the level of knowledge that employees have about the company and legislative frameworks Major Sections The previous papers selected the strategies suggested for the safety and discrimination problems and subjected them to evaluation to find out the most effective ones based on five criteria. Formulation of discrimination policies was one of the measures suggested for addressing discrimination problems at the workplace. These policies should factor into their formulation the different legislation regarding discrimination at the workplace. Training and follow up on claims of discrimination are the other suggestions propose to deal with discrimination. To address safety in the workplace, safety policies and procedures were suggested as potential candidates to improve safety at the workplace. A plan of action and open communication were the other suggestions put forth. The second paper evaluated two alternatives based on the five criteria developed in the first paper, which are importance to measure and report, scientific acceptability, feasibility, usability and comparison to competing factors. The options evaluated in the paper for discrimination include quick response option, which was found to have the same high parameter as the quick response option suggested in the first paper. The paper also found that the suggested alternative for the procedures and policies safety option for the safety problem, which is the allowance for novel circumstances option, score a low as opposed to the former that scored a high based on the five criteria. Scope and Limitations of the Report The report will deal with various issues pertaining to discrimination and safety at the workplace. The scope of the report includes the various issues pertaining to discrimination and safety at the workplace. Some of the issues addressed pertaining .

1. Running head: JUSTIFICATION REPORT PART 3
JUSTIFICATION REPORT PART 3
xi
Justification Report Part 3
Willie Ramirez
Professor Amy Rofail
ENG 315
May 21, 2015
Problem Statement
The Justification report is created to offer potential solutions
and recommendations for the problems identified, which are
safety and discrimination within the workplace. These pertinent
issues need addressing in order to improve workplace conditions
and increase the efficiency of the organization in terms of
human resource management and precautionary measures at the
workplace. Discrimination in the workplace is a pertinent issue
because of the potential loss of valuable human resources. In
addition, safety presents a human resource issue since the
equipment and tools implemented in the workplace might lead
to injuries and other hazards to the employees. The company
needs to take measures to militate against these problems. Lack
of measures to ensure the reduction of these problems might
subject the company to potential lawsuits from employees in

2. case of discrimination or safety issues.
Terminology
Legal consciousness – the level of knowledge that employees
have about the company and legislative frameworks
Major Sections
The previous papers selected the strategies suggested for the
safety and discrimination problems and subjected them to
evaluation to find out the most effective ones based on five
criteria. Formulation of discrimination policies was one of the
measures suggested for addressing discrimination problems at
the workplace. These policies should factor into their
formulation the different legislation regarding discrimination at
the workplace. Training and follow up on claims of
discrimination are the other suggestions propose to deal with
discrimination. To address safety in the workplace, safety
policies and procedures were suggested as potential candidates
to improve safety at the workplace. A plan of action and open
communication were the other suggestions put forth.
The second paper evaluated two alternatives based on the five
criteria developed in the first paper, which are importance to
measure and report, scientific acceptability, feasibility,
usability and comparison to competing factors. The options
evaluated in the paper for discrimination include quick response
option, which was found to have the same high parameter as the
quick response option suggested in the first paper. The paper
also found that the suggested alternative for the procedures and
policies safety option for the safety problem, which is the
allowance for novel circumstances option, score a low as
opposed to the former that scored a high based on the five
criteria.

3. Scope and Limitations of the Report
The report will deal with various issues pertaining to
discrimination and safety at the workplace. The scope of the
report includes the various issues pertaining to discrimination
and safety at the workplace. Some of the issues addressed
pertaining to safety include workplace policy, implementation,
performance measurement and auditing workplace policy. Some
of the issues addressed pertaining to discrimination at the
workplace includes influence of discrimination on performance,
legal issues and racial discrimination, which is identified as one
of the most apparent discrimination instances since it is the
most prevalent in terms of potential for occurrence. Workplace
diversity in the globalized environment is one of the factors that
make racial discrimination based on racial or ethnic background
the most pertinent of the issues on discrimination. The report is
limited in that it will not provide the specific policies and
procedures or the specific measures that would be implemented
in the workplace to ensure better safety and discrimination
outcomes in the workplace. The recommendations offered are
generalized since organizations have differing workplace
contexts that determine the business operations.
Transmittal
May 20, 2015
Manager
Company
Department
Address
Subject: Safety and Discrimination at the workplace

4. Dear sir/madam,
Please receive the justification report for the institution of
discrimination policies and safety policies and procedures at the
company to ensure improved outcomes in these areas. There is
the need for such improvement to reduce the exposure of the
company to legal action from employees because of perceived
discrimination or safety issues at the workplace.
The report has considered the various legal frameworks in
safety and discrimination at the workplace legislation and made
various recommendations that would to better outcomes at the
workplace. Exhaustive measures were taken to evaluate and
analyze various options in order to come up with the best
measures that have the best outcomes.
Thank you for the opportunity to work towards improving the
company’s safety and discrimination outcomes. We would
appreciate feedback on the findings and recommendations of the
report.
Yours Sincerely,
Student Name,
Address
Table of Contents
1. Introduction
2. Safety

5. 3. Discrimination
4. Recommendations
References
Executive Summary
The justification report aims to analyze the various legal and
other issues associated with discrimination and safety
considerations at the workplace in order to provide
recommendations on measures the company could take to ensure
improved safety and discrimination policies and procedures at
the workplace. The safety recommendations are based on the
Safety Statement of the Safety, Health and Welfare at Work Act
2005. The discrimination recommendations are based on the
Civil Rights Act of 1964, Title VII. The safety
recommendations include internal reviews, performance
measurements, establishment and standards in the process of
creating safety policies and procedures. Involvement of
employees and open communication between employees and
management are suggested as beneficial to the policies and
procedures formulation process. Recommendations on
discrimination include an organizational culture that fosters
inter and intragroup social interactions, improvement of
employee legal consciousness and knowledge of organizational
discrimination policies through training, creation of standards
and maintaining performance measurement records.
Justification Report Part 3
1. Introduction

6. The report will conduct investigations into the literature
available on the discrimination and safety issues identified in
the company. Legal issues pertaining to formulation of
discrimination policies are considered in addition to measures
the company could institute to ensure that there is training on
issues regarding discrimination, and there is sufficient follow-
up of cases pertaining to discrimination at the workplace. With
regard to safety, the issues discussed are safety policies and
procedures at the workplace to reduce the incident of accidents
and other hazards. Other safety issues discussed include the
promotion of open communication regarding safety concerns,
and a plan of action is suggested to implement the discussed
safety procedures and policies. The report will provide
recommendations on the best means of implementing the
suggested safety and discrimination prevention measures at the
workplace.
2. Safety
According to the Safety, Health and Welfare at Work Act 2005
or simply referred to as the 2005 Act, organizations are required
to ensure that they ensure that the employee’s safety is
considered as far as is reasonably possible. This means that
companies need to institute proactive measures to ensure that
the safety of their employees is ensured through measures such
as instituting policies and procedures meant to ensure the
continued safety of their employees in the workplace (Health
and Safety Authority, 2006). This legal adherence is mandatory
for employers. Various considerations are important in
formulating the safety policies and procedures at the workplace.
The figure 1 below provides a summary of the elements of a
safety management system the company could use to formulate
the procedures and policies to ensure improved safety in the

7. workplace.
Figure 1: Key Elements of a Safety Policy and Procedures
System
The 2005 Act requires that employers should formulate an
occupational safety policy to ensure compliance with legal
guidelines. In order to create an effective policy and procedures
that can ensure improved safety outcomes at the organization,
planning is very crucial. The Safety Statement of the 2005 Act
should guide the planning process. The management should
structure itself in a manner that allows for the most effective
means of delivering the system policies and procedures (Health
and Safety Authority, 2006). According to the Health and Safety
Authority (2006), the first step is to conduct a review of the
current safety procedures and policies, if they exist, and find
the specific areas that need addressing according to the
recommendations of the legal frameworks provided by
legislative bodies. Safety and health policies should also be
reviewed in addition to the internal organizational review. With
the inclusion of the management, planning should then be
carried out. The next step involves the implementation and
operation stage.
Planning and implementation need the support of the
management and the employees in order for it to be successful.
Empowering and motivating employees during the process is a
key consideration for management since this will create the
necessary support mechanisms to ensure that the policies and
procedures are implemented and followed. This stage of the
policy and procedures development process requires open
communication between top management and the employees.
The focus of the process is to minimize the risks of safety levels
to reasonable levels as suggested by the 2005 Act. Some of the

8. measures the company could take in order to improve safety
outcomes include the use of personnel protective gear, physical
controls and design of the infrastructure to ensure the minimal
risk of safety hazards occurring (Burke et al., 2011).
Performance measurement should also comprise part of the
policy and procedure formulation process to ensure constant
monitoring and improvement of the process (Health and Safety
Authority, 2006). Performance measurements can provide
information that the company can use to audit and, therefore,
develop the health and safety measures instituted in the
workplace. The suggested policy and procedures formulation
system ensure continuous improvement of safety measures at
the workplace since it is based on a feedback loop mechanism.
3. Discrimination
Discrimination is the other company problem identified in the
report. Formulation of discrimination policies, especially those
regarding race and ethnic discrimination, are important because
of the globalized and diversified workplace environment. The
legal document outlining the legal requirements for employees
in terms of preventing racial and ethnic discrimination in the
workplace is the Civil Rights Act of 1964. Employers cannot
engage in discriminatory practices such as classification,
deprivation of promotion and other opportunities, compensation,
hiring and firing of employees based on their racial or ethnic
orientation. These legal provisions are mainly contained in Civil
Rights Act of 1964, Title VII. In the formulation of policies
regarding discrimination, the company needs to make various
considerations that the company needs to make before the
formulation process.
Employees who perceive that the company has subjected them

9. to discrimination can file a lawsuit to the local or federal fair
employment agencies. The process involves the identification of
discriminatory practices, assigning them to a causal relationship
that suggests discrimination and then reporting to the relevant
authorities. This process is an ambiguous process since
perceptions of discriminatory practices can differ between
employees based on organizational contexts. Ewick and Sibley
(1998) came up with the concept of legal consciousness, which
is the degree to which various employees might find it
necessary to institute legal action against the employer because
of actions of the organizations. Since this differs from employee
to employee, the company needs standards that define what
constitutes discrimination in the workplace based on its
organizational context.
According to established legal frameworks, there is
discrimination when two workers in the same workplace
situation are treated differently based on their racial or ethnic
background. Some of the defenses offered by employers in such
cases include differences in performance, experience and effort
of the similarly situated employees (Roscigno, 2007). This
means that the company should set performance and evaluation
measures to ensure that actions such as firing and promotions
are backed by concrete data in case of perceptions of allegations
of discrimination by employees. This can act as a safeguard
against legal action against the company. This brings to the fore
the question of organizational contexts and their susceptibility
to discriminatory practices.
Workplace contexts can improve or reduce the capacity of
organizations to engage in practices that employees do not
perceive as discriminatory. Workplace policies should create an
organizational context that creates an environment where the
employees are aware of the fair employment practices of the

10. organization to prevent perceived racial discrimination. Another
measure is the creation of an organizational culture that fosters
the interaction of employees from different ethnic and racial
groups. This reduces the potential for employees to interpret
measures the organization takes as being racially or ethnically
discriminatory.
4. Recommendations
The recommendations for improvement of the safety at the
company are based on the feedback loop system suggested for
the development of safety policies and procedures. The
following are the safety recommendations:
· The company should conduct an internal review of the
processes that need safety improvement and conduct a risk
assessment of these processes. This will provide a picture of the
improvement areas for policies and procedures
· It should set standards of performance that it can use to
measure the effectiveness of the safety policies and procedures
· The safety outcomes should be measured based on the
established standards
· Based on the findings of the measures, the company should
take corrective actions to improve safety policies and
procedures
· A plan of action is important in instituting the safety
improvement policies and procedures based on the findings of
the measures
· Employees should be involved in the process through fostering
open communication between management and employees to
address safety concerns

11. The following are the recommendations for formulation and
implementation of discrimination policies at the company:
· The company should engage the employees in creating an
organizational culture that fosters active social interaction
between employees of different ethnic and racial orientations
· The company should engage in employee training programs
that increase their legal consciousness in order to make them
aware of the legal frameworks that guide the company’s
discrimination policies and the redress pathways they can
follow in case of perceived discrimination
· To prevent undue lawsuits from employees who perceive
discrimination at the workplace, the company should create
standards that act as a benchmark for determining the nature of
discriminatory practices at the workplace
· The company should keep records such as performance
measurements and the credentials of the employees so that there
is an objective basis for making decisions such as hiring, firing
and promoting employees
References
Burke et al. (2011). The Dread Factor: How Hazards and Safety
Training Influence Learning and
Performance. Journal of Applied Psychology, 96(1), 46 –70.
Ewick, P. and Silbey, S. (1998) The Common Place of Law:
Stories from Everyday Life. Chicago: Univ. of Chicago Press.
Health and Safety Authority. (2006). Workplace Safety and
Health Management. Retrieved May
20, 2015 from
http://www.hsa.ie/eng/Publications_and_Forms/ Publications/
Safety_and_Health_Management/Workplace_Safety_and_Health
_Management.pdf

12. Roscigno, V. (2007). The Face of Discrimination. Lanham, MD:
Rowman & Littlefield.