Elizar Lloyd B.

Alterado HTM106

Forms of discrimination
1. Disability discrimination in the workplace is when an employer or workplace treats
an individual with a disability unfavorably because of their disability, or fails to make
reasonable accommodations for their disability. This is generally illegal in many
countries, including the United States, under laws such as the Americans with
Disabilities Act (ADA) and the Rehabilitation Act of 1973. These laws protect
individuals with disabilities from discrimination in various aspects of employment,
including hiring, firing, promotions, job assignments, and other terms and conditions
of employment.

There is a study analyzed data on self-reported violence and discrimination from a

Danish national survey of 18,019 citizens, of whom 4519 reported a physical
disability and 1398 reported a mental disability. Individuals with disabilities reported
significantly higher levels of violence than those without. Specifically, individuals
reporting a mental disability reported higher levels of violence and discrimination.
Significant gender differences were found with regard to type of violence: while men
with disabilities were more likely to report physical violence, women with disabilities
were more likely to report major sexual violence, humiliation and discrimination.
Neither severity nor visibility of disability was found to be a significant factor for risk
of violence.

This large-scale study lends support to existing research showing that people with
disabilities are at greater risk of violence than people without disabilities. Further, the
study found that people with mental disabilities were significantly more likely to
report all types of violence and discrimination than those with physical disabilities.
The findings also show that gender is significant in explaining the type of violence
experienced and the experience of discrimination.

Source: (Dammeyer, A national survey on violence and discrimination among people

with disabilities, 2018)
https://bmcpublichealth.biomedcentral.com/articles/10.1186/s12889-018-5277-0

2. Age discrimination in the workplace, also known as ageism, refers to unfair

treatment or negative attitudes toward employees or job applicants based on their age.
This discrimination can occur at any stage of employment, including hiring,
promotion, compensation, and termination. Age discrimination is typically associated
with older workers, but it can also affect younger individuals.

A cross-sectional study was conducted using a large representative survey data from
the Longitudinal Ageing Study in India conducted during 2017–18. Participants
included 31,464 older adults aged 60 years and above. Multivariable logistic
regression analysis was used to test the associations between selected background
characteristics and perceived age discrimination. The analysis revealed that 10.33
 percent of older adults perceived their age as the main reason for discrimination,
which was 11.86% among the oldest-old. Older adults with more than 10 years of
schooling were 32% [adjusted odds ratio (AOR): 0.68; confidence interval (CI): 0.51
—0.89] less likely to perceive age discrimination compared to their uneducated
counterparts. The odds of perceived age discrimination were higher among older
adults who earlier worked [AOR: 1.73; CI: 1.46—2.05] and currently working [AOR:
1.61; CI: 1.31—1.96] as compared to those who never worked. Further, having
difficulty in instrumental activities of daily living (IADL) [AOR: 1.43; CI: 1.25 -1.65]
and having one chronic condition [AOR: 1.16; CI: 1.02 -1.34] were associated with
increased odds of perceived age discrimination among older adults

Older adults with lower socioeconomic status, currently working, having more
chronic conditions, difficulty in IADL and belonging to rural areas were found to
perceive higher age discrimination than their counterparts. The findings of the study
have important implications for policy makers with respect to strategies such as
making the vulnerable populations aware of their legal rights that help in the
prevention of age-based discrimination in the country.

Source: (Maurya, Sharma & Muhammad, Prevalence and correlates of perceived age-
related discrimination among older adults in India, 2022)
https://bmcpublichealth.biomedcentral.com/articles/10.1186/s12889-022-13002-5

3. Gender discrimination in the workplace refers to unfair treatment or bias against

individuals based on their gender, typically targeting women but also affecting men in
some cases. It can manifest in various ways, both overt and subtle, and can occur at
any stage of employment, from recruitment and hiring to promotion and termination.

The study formulated separate male and female groups using a purposive sampling
method. The study used a multistage focus group discussion, where the same groups
met at different intervals. Six focus group discussions, three times each with male and
female groups, were conducted in a year. Thirty-six individuals, including sixteen
males and twenty females, were involved in the discussions. The study used
constructivist grounded theory for the data analysis. The study participants identify
that a power play between men and women reinforce inequality and increases the
likelihood of violence for women. The findings suggest that the subjugation of
women occurs due to practices based on gender differences, constricted life
opportunities, and internalization of constructed differences among women. The study
identifies that interpersonal and socio-cultural violence can result due to established
differences between men and women. Sex trafficking, as an example of the outcome
of inequality and violence, occurs due to the disadvantageous position of women
compounded by poverty and illiteracy. The study has developed a concept of power-
play which is identified as a cause and consequence of women's subordination and
violence. This power play is found operative at various levels with social approval for
men to use violence and maintain/produce inequality.
 The theoretical concept of power play shows that there are inequitable power relations
between men and women. The male-centric socio-cultural norms and practices have
endowed men with privilege, power, and an opportunity to exploit women. This
lowers the status of women and the power-play help to produce and sustain inequality.
The power-play exposes women to violence and manifests itself as one of the worst
expressions used by men

Source: (Dahal, Joshi & Swahnberg, A qualitative study on gender inequality and
gender-based violence in Nepal, 2022)
https://bmcpublichealth.biomedcentral.com/articles/10.1186/s12889-022-14389-x

Reflection on “Philippines: LGBT Kids need Protection from Bullying at School”

The need to protect LGBT kids from bullying at school in the Philippines, as in any other part
of the world, is a matter of utmost importance and human rights. Bullying is a pervasive issue
in educational institutions, and LGBT students often face a heightened risk of discrimination,
harassment, and violence. It's imperative that we reflect on this issue and consider the
following points:
Every person has its basic human rights and every child, regardless of their sexual orientation
or gender identity, has the right to a safe and inclusive learning environment. Bullying
infringes upon these basic human rights and can have severe consequences on a child's
mental and emotional well-being. LGBT kids are often more vulnerable to bullying due to
societal prejudices and stereotypes. They may be targeted based on their perceived or actual
sexual orientation or gender identity. Protecting them is a moral obligation.
Bullying can have menta health impacts and have long-lasting and devastating effects on a
child's mental health. LGBT kids who experience bullying are at a higher risk of depression,
anxiety, and even suicidal thoughts. It's crucial to protect their mental and emotional well-
being. A safe and inclusive educational environment is essential for all students to thrive
academically. Bullying can hinder a child's ability to focus on their studies and reach their full
potential.
Addressing LGBT bullying is not just about protecting LGBT kids; it's also about educating
all students about diversity and fostering a culture of acceptance and respect. This can lead to
the development of allies among students who can help combat bullying. The Philippines has
made significant strides in recognizing the rights of LGBT individuals through anti-
discrimination laws. It's essential to enforce and strengthen these laws to protect LGBT kids
from bullying.
Teachers and school staff should be trained to identify and address bullying, particularly
when it targets LGBT students. They should know how to create a safe and supportive
environment for all students. Schools should have clear mechanisms for reporting and
addressing incidents of bullying. It's important to ensure that these mechanisms are accessible
and effective for all students. In addition to the school's role, it's crucial for families and
communities to provide support to LGBT kids. This can help mitigate the negative effects of
bullying and promote resilience.
Raising awareness about the importance of protecting LGBT kids from bullying is vital.
Advocacy groups, NGOs, and government agencies should work together to create
campaigns that promote inclusivity and tolerance.
In conclusion, protecting LGBT kids from bullying in the Philippines is a fundamental human
rights issue. It requires a multi-pronged approach involving schools, communities, and
government authorities. It's not only about protecting the rights of LGBT kids but also about
creating a more inclusive and accepting society for all.

Different situations on how sexual harassment occur

1. Verbal harassment of a sexual nature is a common form of sexual harassment which
includes jokes referring to sexual acts or sexual orientation. It also refers to any of the
above behaviors said out loud either to a person directly, near them, or about them.
That can look like inappropriate sexual comments about your appearance to
colleagues, sexually suggestive emails sent to your work account, and lewd requests
for dates or sexual favors. Examples are making sexual comments about a person’s
body, making sexual comments or innuendos, asking about sexual fantasies,
preferences or history, asking personal questions about someone’s social or sex life,
making sexual comments about a person’s clothing, anatomy, or looks, repeatedly
trying to date a person who is not interested, telling lies or spreading rumors about a
person’s sex life or sexual preferences.

2. An indecent proposal in the workplace refers to a situation where someone makes an

inappropriate or sexually suggestive offer or request to a colleague, subordinate, or
superior within a professional setting. Such proposals are considered unethical,
unprofessional, and potentially illegal, depending on the jurisdiction and the specific
circumstances. Request for sex or any actions that is a form of proposal for sex is a
situation of indecent proposal. These proposals may also include unwanted sexual
advances, explicit comments, or requests for sexual favors.

3. Unwanted touching or physical contact refers to any physical contact that occurs
without the explicit consent or desire of one or more parties involved. It is generally
considered a violation of personal boundaries and can range from minor incidents to
more serious forms of harassment or assault. Unwanted touching is a violation of
personal space and can cause emotional distress and discomfort for the person on the
receiving end. This can include touching someone's body, such as their face, hair,
arms, or any other body part, without their consent or against their wishes. Unwanted
touching can also take the form of sexual harassment, where someone engages in
unwelcome sexual advances, touching, or comments that create a hostile or
uncomfortable environment. In more severe cases, unwanted physical contact can
escalate to assault, which involves intentionally causing physical harm or injury to
another person without their consent.