Besen, Y., & Kimmel, M. S. (2006). At sam's club, no girls allowed: The lived experience of sex discrimination. Equal Opportunities International, 25(3), 172-187. doi:http://dx.doi.org/10.1108/02610150610687827
This article talks about sex discrimination in a known organization, Wal-Mart/Sam’s Club. This is one of the nation’s largest private employers. Donna Adair speaks about her experience at Wal-Mart. Even though she has been working nearly ten years, the regional vice-president states he could not make her a manager because she is a woman. There is another case where seven women file a lawsuit against the organization because of discrimination against promotions, wages, and job assignments. They brought in proof of the Civil Rights Act of 1964, Title VII. It gives many different perspectives of gender discrimination throughout this company. It is backed up with evidence as well. This will be great for my paper because it talks about actual experiences. Instead of putting focus on outcomes of sex discrimination, it focuses on formal and informal processes in which the discrimination takes place. It has become a normal thing in workplace behavior. Gender discrimination does exist and human resource management teams are not always willing to stop it.
Demuijnck, G. (2009). Non-discrimination in human resources management as a moral obligation. Journal of Business Ethics, 88(1), 83-101. doi:http://dx.doi.org/10.1007/s10551-009-0100-6
This source is an article in a journal that is based off of business ethics. Demuijnck states how the national constitutions are against any sort of discrimination. He shares article 21 in the Charter of Fundamental Rights of the European Union, which states, “Any discrimination based on any ground such as sex, race, colour, ethnic or social origin, genetic features, language, religion or belief, political or any other opinion, membership of a national minority, property, birth, disability age or sexual orientation shall be prohibited.” Overall, this article just goes over the morals of non-discrimination. People still discriminate in the workplace, even though it isn’t right. They will get in trouble for it, but aren’t always caught in action. This will be great for my paper because it goes over the laws and obligations against any sort of discrimination. This includes discrimination against race, color, beliefs, gender, sexual orientation, and so on.
Dias, L. (2011). Human resource management. Saylor.org/books. ISBN 13: 978-1-4533194-3-7. Downloaded from: https://open.umn.edu/opentextbooks/BookDetail.aspx?bookId=71
This source is a book about human resource management. Chapter 3 shares a lot about discrimination and diversity in the workplace. They include race, gender, sexual orientation, religion, social status, economic status, and so on. Dias talks about diversity plans, which include assessing diversity, developing a plan, and implementing the plan. Enforcing these are directed by the Equal Employment Opportunity Commission (EEOC). They are against any discrimination on religious beliefs. An example would be religious clothing attire. If someone needs to change a small thing on the uniform because their religion does not approve of it, they should have the right to. This talks about the headscarf, turbans, and etc. This chapter goes over how important diversity is. They state that discrimination is unacceptable. It brings a boost in the organizations profit. Everyone brings a different aspect, and characteristic to the team. This will include so much information about how important diversity is. This will include all the positive parts of why the issue needs to be changed.
Ghumman, S., Ryan, A. M., Barclay, L. A., & Markel, K. S. (2013). Religious discrimination in the workplace: A review and examination of current and future trends. Journal of Business and Psychology, 28(4), 439-454. doi:http://dx.doi.org/10.1007/s10869-013-9290-0
This article is based on the rise of religious discrimination. It goes over the challenges of religious discrimination for managers. Some challenges include accommodations on the basis of religion. It states that only 56 percent of employers offer time off for religious holidays. If there is an increase in accommodations, the HR team has to document to cost of all of these accommodations. Despite how the CRA addresses religious practice, there is still an increase to this kind of discrimination. Basing this off of HR teams in America, I believe this would be a great article for my paper. It is true, religious discrimination is only rising. We all have the right for our own practice of religion. They go over accommodation for holiday time off, but things like Christmas and Easter already have time off. Prejudice people are only rising, especially with a new president in our country who encourages it.
Laws Enforced By The Employment Litgation Section. (n.d.). Retrieved December 06, 2016, from https://www.justice.gov/crt/laws-enforced-employment-litgation-section
Morris, M. (n.d.). The New Face Of Workplace Discrimination. Retrieved November 13, 2016, from http://www.forbes.com/2009/11/12/discrimination-workplace-prejudice-leadership-managing-bias.html
Morris describes how discrimination at work has changed a lot in recent decades. From the time of segregation, to now, there had been a big improvement. He states how it still happens today though. We have this thing where we believe in stereotyping groups of people. Research has shown that people judge others based on competence and warmth. Competence includes a person’s effectiveness, while warmth includes a person’s negative and positive intentions. To stop discrimination, Morris states people need to realize that there are different forms of being prejudice. He states a lot in this article. It will be a great inclusion in my paper because it gives us different forms of how a person can be prejudice. It is an explanation on why people tend to think in a certain way. There has been a lot of change and improvement in discrimination from the time our parents’ and grandparents’ were in the workplace, but there can still be much more transformation.
Shen, J., Chanda, A., D'netto, B., & Monga, M. (2009). Managing diversity through human resource management: An international perspective and conceptual framework. The International Journal of Human Resource Management, 20(2), 235-251. doi:10.1080/09585190802670516
This article speaks about different workforce diversity issues in other countries. It talks about how it is different, everywhere in the world. Shen states, “While gender inequality is the oldest and most common diversity issue worldwide, religion and ethnicity separate people in India and Middle East and household status differentiates off-farm migrants from urbanites in China.” This goes over multiculturalism. Many organizations around the world include training for diversity. This article encourages continuing effective diversity management. Diversity needs to be recognized in the strategic plans. Multicultural workforce is very common in organizations in the western economies. This is why extra work in needed for these areas. The United States and South Africa have issues with diversity because there has been a long history of systematic discrimination in these countries. This will share some information about HR teams globally. It gives different aspects of diversity around the world and how it needs to be improved.
Stoilkovska, A., Ilieva, J., & Gjakovski, S. (2015). EQUAL EMPLOYMENT OPPORTUNITIES IN THE RECRUITMENT AND SELECTION PROCESS OF HUMAN RESOURCES. UTMS Journal of Economics, 6(2), 281-292. Retrieved from http://search.proquest.com/docview/1818354443?accountid=28644
The point of this article is to share the problems of equal employment opportunities in the HR recruitment and selection process. There is research that is shared in this writing. It includes existence against prejudices and discrimination in social origins, gender, sexual orientation, age, political affiliations, and so on. It includes how rights for these are guaranteed by the Constitution of every county. All employees have the right to be treated equally. They did some research on HR teams and analyzed the information. They asked about known the employees gender, race, nationality, and similar questions. Even though they denied any discrimination, the research showed otherwise. This article will be great for my paper because it will show input on how discrimination is against the constitution, but it still tends to exist. It is very difficult for this world to completely shut it down. It comes so natural for us human beings.
Yan, S., Yan, S., & Zhang, M. (2009). Manifestation of gender discrimination in the process of human resources development--A content analysis based on interview data. Frontiers of Business Research in China, 3(3), 470-491. doi:http://dx.doi.org/10.1007/s11782-009-0023-1
This article focuses on gender discrimination. They go over four forms of manifestation of gender discrimination in human resource development. These include occupational gender segregation, employment gender discrimination, glass ceiling, and gender salary discrimination. This is a factor because female’s social status is already an issue in this world. They go over how occupational gender segregation and employment gender discrimination are the most common. The number of occupations who rejected female are more than the rejection of males. This goes over the study of these four forms of discrimination against women. It also includes “different stages of HRD and HR practices, the degree of gender discrimination and specific manifestation vary, which set us wandering “what role does HR management practice play in organization.” This will give information for the gender discrimination aspect of my paper. We are living in a male dominated world, whether we agree with it or not. It exists and this article gives proof to that.