Should an employee raise issues of discrimination at work?

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  1. profile image0
    sarahsherlockposted 8 years ago

    I'm interested in this topic. It is very close to my heart. In most organisations discrimination is not obvious. Age, gender, disability or religion are never given as a reason 'not' to progress or employ somebody.

    However, if you were personally sure that you are being disdvantaged on the grounds of discrimination, would you be brave enough to raise it? Would you be better off ignoring it or would you tackle it with the risk it could end your relationship with your employer?

    1. Stevennix2001 profile image88
      Stevennix2001posted 8 years agoin reply to this

      no, descrimination of any kind should not be tolerated or even allowed.  anyone who says otherwise is selling something.  as rod serling once said in an episode of the twilight zone, "in a system that promotes inequality, then perhaps that system is flawed."

  2. SomewayOuttaHere profile image62
    SomewayOuttaHereposted 8 years ago

    i wouldn't discuss the topic because of course it would be denied by the employer and it would make work more uncomfortable, etc...if you want to make a point, it would be best to build a case privately - lots of concrete evidence and then bring it out but with legal backing.  I guess it depends on the discrimination etc.  Some issues are really hard to prove and  it depends on how smart/savvy the employer or boss is.  And if you don't want to bother with revealing concrete evidence...find other work where you are happy rather than staying in a job that you feel discriminated in. 

    I think too, you have to be sure it is discimation you are facing and not a lack of experience or knowledge that is hindering promotion.  If you aren't sure that it is discrimation, then having a discussion with your boss about what you need to do to get ahead/promoted could be the answer.  Basically discussing the issue without revealing you feel like you are being discrimated - because that may not be the case.  I guess you could look at it a few ways.

  3. profile image0
    sarahsherlockposted 8 years ago

    It is a tough one because you can never be 100% sure and in my own experience it has never come directly from my boss but from people senior to him who wouldn't have the same knowledge about  the person's skills or ability.

    I guess the fundamental question is, do you rock the boat? A person's reputation is a very fickle thing and your perceived negative actions are remembered for a long time.

    Stevennix2001 - in an ideal world I agree with you but I guess we all have to weigh up what is going to give us the best outcome in the long run.

  4. profile image0
    Home Girlposted 8 years ago

    if other people depend on my salary I would pretend that everything is fine and just go on.

  5. Shadesbreath profile image82
    Shadesbreathposted 8 years ago

    I used to run retail stores, and I remember sitting around with other managers from other stores who would complain about being passed over because of their race or their gender or their age.  They would always point out that their stores had such-and-such averages and that they did this or that better than most other stores, etc.

    What they NEVER mentioned, not once, ever was the stuff they didn't do well.  The stuff about them that was average, the stuff that they sucked at, and the stuff that they didn't even know. 

    You (broader "you" not you specifically) don't know what you don't know, so, if you are being held back and don't know why, it is very natural to assume that there is some external reason.  It's the old internal locus of control versus external locus thing.  It's almost reflexive to assume that if we can't see why something isn't going our way, it has to be a conscious effort by someone else.

    I'm not saying it isn't, but more often than not, people don't advance because they aren't ready for (or worthy of) advancement.  A meeting with superiors in which a person asks, "Hey, I feel like I should be moving up, and I am not.  What am I missing? What do I need to fix or learn?" can often yield amazing information if you have the right attitude and ask it respectfully.

    1. Stevennix2001 profile image88
      Stevennix2001posted 8 years agoin reply to this

      yeah, i can agree with that.  that's another reason why i feel that's why our economy is suffering these days.  as americans typically have a sense of entitlement and always brag about how we're allegedly the best at everything.  yet it's the other countries that are outsourcing us, and are working a heck of a lot harder than us.  while putting even more pride into their work.  not saying that some americans aren't like that, but the vast majority aren't as hard working as they claim to be.  hence, that's why i think if things continue the way we're headed, america will no longer be the dominant super power within the next 10 to 20 years from now.

  6. Rishy Rich profile image80
    Rishy Richposted 8 years ago

    Often we dont realize that SITUATION would choose SOMEONE for certain reason & may not be necessarily a case of discrimination. i.e. If my office decides to make a Basketball team theres a high chance that I wont be selected because Im not that tall.

    If my office decides to arrange a TV show, theres a chance that my beautiful lady colleague would be the TV hostess because of her charm despite the fact that I possess more command on the the related subject...Being a smart male employee, I can consider it as Gender discrimination but I wont.

    Thus defining the borderline of discrimination is very important...because theres no fixed borderline. Its relative from time to time. What is applicable in my scenario may not be the same in urs.

    Now if there is really a case of discrimination, then whether to raise voice against it or not depends on two things:

    1) the situation of the employee & 2) the culture of the organization

    If raising voice suits both 1 & 2, then I guess he/she should respond against it. However, if any of 1 or 2 is not in favorable condition i.e. (1) the employee cant risk his/her job or (2) the culture is unfair & cannot be changed with single complain etc. then it is better to keep ur mouth shut.


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