Value of Fair Treatment in the Workplace

Value of Fair Treatment in the Workplace

Fairness is a ubiquitous phenomenon in the employment world. As a result, this has prompted the Supreme Court of the USA to develop various regulations to be used as a benchmark against which employment practices can be categorized as either fair or unfair. As such, these federal anti-discriminatory policies have revolutionized the employment sector to a significant extent. However, there are employers who are still reluctant to enforce them irrespective of the fact that most of them are legal and, hence, mandatory. For the most part, organizations that endorse these policies willingly experience positive impacts from the government, employees, and the business community in general. Conversely, firms that disregard them face adverse consequences. Therefore, organizations should strive to uphold fair treatment policies to ensure a smooth running of activities in the workplace.

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Anti-Discrimination Laws Covered by the EEOC

In the recent past, the US Supreme Court has ascribed various federal laws to the employment sector. As such, these may include non-discrimination of employees based on their nationality, sex, race, gender, disability, or religion (Carle, 2012). When an organization chooses to reinforce these legal parameters willingly, it does not only protect the constitutional rights of an employee, but also those of employers. As such, this aspect is referred to as ‘dual protection’ (Hemken, 2011). Under dual protection, both the employer and the employee understand their obligations in the organization. Therefore, they conduct them with due diligence, thus eliminating any chances of conflict. Moreover, this creates double value as employers are provided with quality work, whereas employees are compensated sufficiently.

Conversely, if an employer willingly refuses to abide by federal anti-discrimination laws, he/she stands to face conviction in a court of law. Arguably, these litigation processes consume a lot of time and money. For instance, an employer may be forced to pay compensation for employment discrimination complaints. Besides, an organization may receive negative publicity, which may prompt its associates to halt any joint operations with them (Carle, 2012). Furthermore, it allows employees to know that they have been denied the most fundamental rights any workplace could ever have. Resultantly, this may lead to employees quitting, which leads to the loss of good talent. For those who remain, there is a high probability that their productivity will decrease.

Anti-Discrimination Laws not Covered by the EEOC

As mentioned earlier, federal laws cover most forms of discriminations employers mete upon employees. However, the Equal Employment Opportunity Commission (EEOC) does not entirely prohibit all forms of prejudice. For instance, the EEOC has no specific regulation that forbids unfairness in the workplace (Eyer, 2011). Therefore, when an organization voluntarily chooses to adopt antidiscriminatory policies against acts not covered by the EEOC, it promulgates dual benefits for its employers and employees. To begin with, this motivates employees and increases their productivity since they know that the company they work for cares about them. Similarly, it enhances employers’ loyalty and improves customers’ experience. Besides, it decreases the turnover rate and increases the retention rate of excellent talent. For employers, it establishes a clear communication channel, which ensures employees do not give them a hard time.

However, when organizations choose to ignore additional discriminatory policies not covered by the EEOC, this portrays its management as ignorant. For the most part, employees will perform on average, but not optimally. Moreover, employees might fail to protect the property of the organization beyond their office limitations due to the absence of a motivating factor (Carle, 2012). While the turnover rate may not be high, such agencies may still lose their best talent to other employers who offer their employees anti-discriminatory protection not covered by the EEOC. Therefore, employers should go an extra mile to ensure their employees are satisfied so that they can offer their best service.

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Hiring and Promotion Practices within the Workforce

Recruitment, hiring, and promotion are necessary practices managers enforce to enhance diversity in the workplace. Arguably, organizations that voluntarily adopt impartial hiring and promotion practices benefit from a more inclusive and diverse work culture, which reflects needs of the community (Mor-Barak, 2016). Similarly, employees in these organizations are highly motivated to function optimally. In general, employee retaining is easy for such company. Arguably, this contention arises from the fact that employees hired or promoted based on merit are capacitated to fulfill obligations allocated to them, thereby reducing chances of conflict with the management.

In turn, organizations that are unwilling to adopt fair hiring and promotion practices often experience difficulty in retaining employees for two main reasons. First, employees hired or promoted based on discriminating factors do not fulfill obligations of the organization, thereby prompting the HR managers to dismiss them. Second, employees who are denied promotions unfairly feel limited and, therefore, quit in order to seek career growth in other firms. Similarly, those who remain function less than optimally, knowing that no matter how hard they work, the management is unlikely to consider their efforts through promotions. More often than not, such organizations perform dismally.

Ethical Considerations

From an ethical viewpoint, failure of an organization to voluntarily adopt prohibited acts of discrimination may amount to various moral issues. To begin with, gender discrimination establishes a glass ceiling, which harbors the growth potential of women (Booth & Leigh, 2010). Similarly, it may lead to bullying or sexual harassment in the workplace. Moreover, physical harassment is a common feature in such companies. In such cases, employees lose morale to work and often quit. Notably, any organization is obliged to take responsibility and report any form of discrimination meted to an employee by a colleague. In essence, failure to do so automatically raises another ethical concern against the firm.

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Besides, refusing to adopt fair hiring and promotion practices willingly may prevent outsiders from seeking employment in a firm. Apart from that, unfair hiring and promotion practices reduce the rate of job satisfaction among existing employees. As such, they feel insecure that they will not be able to grow professionally if they keep on working in the organization (Mor-Barak, 2016). Another ethical issue is that the morale and behavior of existing workers change and become worse. When it reaches such a point, then it can be concluded that a company has failed to uphold its commitment towards its employees and the society at large.


Based on the analyses outlined above, I would recommend that employers uphold most, but not all employee protection laws. While it may be worthwhile to treat employees indiscriminatingly, some may take unfair advantage to go against the policies of the workplace with the knowledge that the law provides them with immunity. However, HR managers should be quick to dismiss such talents. On the contrary, the doctrine of ‘at-will’ employment provides that an employer is at liberty to discharge any employee from duty without explaining the reasonable cause (Goodman & French, 2011). Similarly, this principle allows employers to fire employees without giving them notice. Notably, such a move is bound to instigate litigation. To prevent this, employers should ensure that all their employees sign an acknowledgment policy, which may be presented in court as evidence of a breach of contract. Therefore, employers should not protect employees from all discrimination laws since some of them tend to take advantage of this to disobey the policies of the workplace.

Conversely, employers should strive to uphold all hiring and promotion procedures aimed at enhancing diversity in the workplace. As such, this contention arises from the fact that employees are the powerhouse of any organization. Therefore, inefficient hiring practices may lead to the collapsing of the company. Besides, hiring based on merit ensures that a firm accesses the best talent in the market (Mor-Barak, 2016). Consequently, an organization should adopt fair promotion policies or, otherwise, it might lose some of its best employees to other agencies. Notably, adopting fair hiring and promotion practices guarantees more productivity by employees and less conflict with their employers. It is also worthwhile noting that the concept of hiring corresponds to customer experience. Competent workers will handle buyers appropriately, whereas the incompetent ones will chase them, thus decreasing an organization’s market share.

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