Employment Rights
In the chapter, the topic discusses how in many workplaces show discrimination and do not consider diversity and multiculturalism. Diversity is described as the differences between people, for example, gender, religion, socioeconomic status, race, sexual orientation, background and religion, among others. Multiculturalism, on the other hand, focuses more on respect, understanding and inclusiveness of all people and considering the unequal power in the society. During the employment in most companies, especially the developing ones, diversity and multiculturalism, is not embraced. Most owners and human resource managers (HRM) do not realize that by embracing both diversity and multiculturalism more customers are attracted to the business; thus, an increase in the market and therefore more profits are established.
The sex and gender rights are one of the employment rights that encourage diversity and multiculturalism but are not followed in most companies. The gender and sex law makes the act of discrimination by an employer against any individual in the work-related activities such as firing, hiring, other conditions of employment, for example, raises, other job opportunities and promotions based on gender (Bagley). Even though we are in the 21st century, and there are rules set against gender discrimination, gender discrimination still exists in the society. In most companies, the HRM and board of directors tend to prefer to work with men employees as compared to women employees.
In most fields, the men employees are preferred to female employees because of specific reasons. First, the number of hours worked by men is often more than the number of hours worked by women since women need to take care of their families and meet the expectations at home. Hiring a man for the company would seem beneficial as it increases the working hours. Men are also preferred in most companies due to the stereotypes that exist in society (Peters and Wolper). Men are seen to be more competent as compared to women and therefore get more job opportunities. The occupational choices of women also make them fall prey to gender discrimination as they often choose occupations that pay less as they try to balance their careers and family. Having less competitive and less paying jobs makes them to miss employment opportunities. Additionally, maternity and family leave that women take make men to be preferred for positions. According to employment rights such as the Pregnancy Discrimination Rights, women should receive the maternity leaves upon childbirth and should not be denied opportunities that can be done while pregnant such as promotions. The leaves are seen as delays or temporary halt in the level of production as the absence of the worker creates a niche which eventually leads to losses. During salary and allowances payments, women receive little amounts and are not given room for salary negotiations. Men’s’ salary negotiations are easily listened to, and wages increased, making them to have a more considerable economic influence.
According to the sex and gender rights in companies should be exercised to enhance cohesion in the company and can be achieved in several ways. First, the company can incorporate the gender equality rules in the company’s set of rules to ensure that all the employees follow the rules. The company should also include the penalties that the clients will receive if found in violation of the rights. Everyone should also be careful and ensure that they follow the gender rights to promote cohesion in the company.
Work Cited
Bagley, Constance E. Managers and the Legal Environment: Strategies for Business. Cengage Learning, 2018.
Peters, J. S. and Andrea Wolper. Women’s Rights, Human Rights: International Feminist Perspectives. Taylor & Francis, 2018.