Post by rabia994 on Mar 9, 2024 1:50:41 GMT -5
Although the elimination of employment discrimination is a fundamental principle and right, enshrined in the Convention on Discrimination (Employment and Occupation) of the International Labor Organization, there is still much to do from organizations. Therefore, below we will tell you what it is, how it affects you and what you can do from your work in HR, to avoid any discriminatory actions. What is discrimination? For the purposes of the Federal Law to Prevent and Eliminate Discrimination , discrimination is understood as any distinction, exclusion, restriction or preference that hinders, prevents or nullifies the enjoyment of the exercise of human rights and freedoms, for reasons such as ethnic or national origin. , skin color, culture, language, gender, age, disabilities, social, economic, health or legal status. As well as for issues such as religion, physical appearance, genetic characteristics, immigration status, pregnancy, opinions, sexual preferences, identity or political affiliation, marital status, or even family situation, family responsibilities, language, criminal record or any other reason. According to the National Council to Prevent Discrimination (CONAPRED), some clear examples of discriminatory behavior are the restriction of opportunities for access, permanence and promotion to a job, or making differences in salaries, benefits and working conditions for jobs.
Equals. How does discrimination affect work? Without a doubt, the effects of discrimination are evident in all areas in which people develop, as it affects their perception of themselves and their motivation, in addition to causing isolation or disengagement with the groups with which they live and should relate. This deeply impacts their self-esteem and generates feelings such as sadness, resent America Cell Phone Number List ment, anger and fear of being attacked, which leads to low productivity and no commitment or teamwork. Hence, employers must raise awareness regarding the origin of discriminatory behaviors to detect them in a timely manner and avoid negative impacts on employees, the work environment and productivity itself. Why should any act of discrimination in companies be prohibited? Firstly, because discrimination violates the dignity, human rights and fundamental freedoms of people, but as if that were not enough, companies that do not take actions aimed at preventing or eradicating this type of actions may be subject to economic sanctions that can range from $, to $,, in accordance with Article , section VI, of the current labor legislation. But what can companies do to avoid workplace discrimination? Mainly, companies can (and must) maintain a position that categorically prohibits distinctions based on age, race, sex, disability, nationality, religion or any other reason that has nothing to do with their ability to perform the corresponding tasks.
Some concrete actions to maintain this philosophy are: Avoid any discriminatory practice in the selection and hiring phase, starting from the drafting of the requirements for the profile of collaborators. Establish actions, whose objective is labor equity and fair treatment, in which the rights to assign jobs and promotion such as payment of salaries and benefits, among other working conditions, are defined. Create a policy manual against discriminatory acts that clearly details: – All possible types of discrimination. – Process that must be followed as part of the protocol for complaints. – Communication channels through which an employee can report. – Indicate officials who can be informed when they are subject to unequal or unfair treatment. – Follow-up for the investigation. – Disciplinary measures to be adopted in each case. Be forceful and consistent with the company's policy when addressing a situation of discrimination, to avoid new cases or indifference and disinterest in the policy. Disseminate the procedures and measures prohibiting discriminatory actions to all managers, supervisors and collaborators in general. Implement effective communication and information dissemination mechanisms, so that vulnerable groups know how to act.
Equals. How does discrimination affect work? Without a doubt, the effects of discrimination are evident in all areas in which people develop, as it affects their perception of themselves and their motivation, in addition to causing isolation or disengagement with the groups with which they live and should relate. This deeply impacts their self-esteem and generates feelings such as sadness, resent America Cell Phone Number List ment, anger and fear of being attacked, which leads to low productivity and no commitment or teamwork. Hence, employers must raise awareness regarding the origin of discriminatory behaviors to detect them in a timely manner and avoid negative impacts on employees, the work environment and productivity itself. Why should any act of discrimination in companies be prohibited? Firstly, because discrimination violates the dignity, human rights and fundamental freedoms of people, but as if that were not enough, companies that do not take actions aimed at preventing or eradicating this type of actions may be subject to economic sanctions that can range from $, to $,, in accordance with Article , section VI, of the current labor legislation. But what can companies do to avoid workplace discrimination? Mainly, companies can (and must) maintain a position that categorically prohibits distinctions based on age, race, sex, disability, nationality, religion or any other reason that has nothing to do with their ability to perform the corresponding tasks.
Some concrete actions to maintain this philosophy are: Avoid any discriminatory practice in the selection and hiring phase, starting from the drafting of the requirements for the profile of collaborators. Establish actions, whose objective is labor equity and fair treatment, in which the rights to assign jobs and promotion such as payment of salaries and benefits, among other working conditions, are defined. Create a policy manual against discriminatory acts that clearly details: – All possible types of discrimination. – Process that must be followed as part of the protocol for complaints. – Communication channels through which an employee can report. – Indicate officials who can be informed when they are subject to unequal or unfair treatment. – Follow-up for the investigation. – Disciplinary measures to be adopted in each case. Be forceful and consistent with the company's policy when addressing a situation of discrimination, to avoid new cases or indifference and disinterest in the policy. Disseminate the procedures and measures prohibiting discriminatory actions to all managers, supervisors and collaborators in general. Implement effective communication and information dissemination mechanisms, so that vulnerable groups know how to act.