Answer:
that will be unfair
Explanation:
#CARRY ON LEARNING
HOPE IT HELPS
Answer:
Unfair discrimination comes in various forms, and it affects people in different ways. Not all countries have anti-discrimination laws, but those that do usually define a set of "protected" characteristics and make it.
There are many ways to embrace and accommodate people's differences – helping to ensure that there's little place for unfair treatment. For example, making appropriate adjustments for people's disabilities is a very visible way to show that you give everyone the same chance to thrive. These measures could include providing application forms in Braille or audio formats, or making all parts of your building wheelchair-accessible.
For everyone, good communication, trusted relationships , and high ethical standards are key. In addition, people at every level should know exactly what unfair discrimination is, and how it's dealt with.
Here are four things you, as a manager or co-worker, can do to help to build a workplace culture that actively guards against discrimination:
1. Be Alert to Discrimination
However much you trust or like the people you work with, and however strong your company's stated values are, never assume that unfair discrimination can't or won't happen in your organization.
If you're a manager, don't be afraid to deal with concerns or complaints, if they arise, as they can often be resolved informally, or through well-established processes.
2. Understand the Anti-Discrimination Laws that Apply to You
While the core principles of fairness may be easy enough to guess, the details of legislation can be complex and varied.
For example, in some places, age discrimination is defined within particular age ranges. And some territories give protection to applicants for employment as well as to those already on the team – while others don't. [1] [2]
So, familiarize yourself with the relevant legal rights for both employers and employees, and check that your information is up to date.3. Use Organizational Policies and Procedures to Combat Discrimination
To uphold legislation, and to maintain high ethical standards, it may be appropriate to create an overall policy for your organization – perhaps a "non-discrimination," "equality, diversity and inclusion (ED&I)," or "dignity at work" policy.
This document should outline exactly why equal treatment is necessary and how you go about achieving it – including the process for dealing with any discrimination complaints. It should also identify individual responsibilities and points of contact.
Remember to review and update your policy document, regularly, and give everyone access to it. And check that potential discrimination is covered in all other relevant policies, too – such as those for recruitment, pay and conditions, and entitlement to take leave. Make sure that all the rules and procedures you have in place treat everyone fairly.
For example, in your recruitment policy, stipulate that you don't use descriptors like "highly experienced" or "man/woman" unless those really are requirements for the role. And explain how you advertise jobs in a fair way – for example, by advertising across a range of different online and offline channels that engage diverse audiences.
In addition, if you're providing extra support to people with certain characteristics – for instance, prioritizing people from underrepresented ethnic backgrounds during a recruitment drive – spell out your legitimate reasons for doing so.
4. Empower Everyone to Stand Up Against Discrimination
Make it difficult for unfair discrimination to go unchallenged by empowering everyone to call it out when they see it – without fear of reprisal. Promote open and honest conversations. Help your people to communicate clearly to avoid misunderstandings, and lead by example , by communicating to a high standard yourself.
Consider setting up an Employee Resource Groups (ERGs), to give people opportunities to build relationships, and to discuss any issues within safe workplace communities. These can also be used to promote diversity. However, to have the desired impact, ERGs themselves need to be set up and run, in accordance with anti-discrimination rules.
If an instance of possible discrimination is raised, first check whether an
Explanation:
