MODULE-III

INTERNAL CONTEXT - EMPLOYEE

JOB
DISCRIMINATION
 I N T R O D U C T I O N T O J O B D I S C R I M I N AT I O N

Job discrimination refers to the unfair treatment

or unfavorable actions taken against individuals
based on certain characteristics.

Discrimination can occur during different stages

of employment, including hiring, promotion,
compensation, and termination.

Discrimination can be based on factors such as

race, gender, age, religion, disability, or sexual
orientation.
 FORMS OF JOB
DISCRIMINATION

Indirect discrimination Harassment, including

Direct discrimination
refers to policies or verbal, physical, or
occurs when an
practices that may seem sexual, is another form of
individual is treated less
neutral but job discrimination that
favorably due to their
disproportionately affect creates a hostile work
protected characteristic.
certain groups. environment.
 Although progress has been made, job
discrimination is still prevalent in
many industries and countries.
Studies show that certain groups, such
as women, racial minorities, and
individuals with disabilities, face
EXTENT OF JOB
higher levels of discrimination.
DISCRIMINATION
Discrimination can have long-lasting
effects on individuals' careers,
including lower job satisfaction,
limited career advancement, and
decreased access to equal
opportunities.
 L E G A L P R O T E C T I O N A G A I N S T J O B D I S C R I M I N AT I O N

Many countries have laws in place to protect

individuals from job discrimination, such as
the Civil Rights Act in the United States.

These laws prohibit discrimination based on

protected characteristics and provide avenues
for victims to seek legal remedies.

Employers are also encouraged to implement

anti-discrimination policies and training
programs to promote equality in the
workplace.
 Employers can take proactive measures to
COMBATING JOB combat job discrimination by fostering
DISCRIMINATIO inclusive workplace cultures and diversity
initiatives.
N
Increasing awareness and education about
job discrimination can help individuals
recognize and address discriminatory
practices.
Collaboration between governments,
organizations, and individuals is crucial
in creating a society free from job
discrimination.
 Discrimination is the unjust or
prejudicial treatment of
DISCRIMINATION individuals based on certain
characteristics.

It can occur in various settings,

such as education, employment,
housing, and healthcare.

Discrimination negatively
impacts individuals and society
as a whole, hindering progress
and perpetuating inequality.
 UTILITY OF DISCRIMINATION
Discrimination can create a false sense of
superiority for the privileged group,
providing them with certain advantages.

It can also maintain social hierarchies and

power imbalances, benefiting those in
positions of power.

However, in the long run, discrimination

hinders societal progress and economic
development by limiting the potential of
marginalized groups.
 Discrimination violates the fundamental
rights of individuals, such as the right to
equality and non-discrimination.
It undermines human dignity and
restricts individuals from fully
participating in social, political, and
economic activities.
Upholding and protecting human rights
is crucial to combat discrimination and
promote a just and inclusive society.

RIGHTS AND
DISCRIMINATION
 Achieving justice requires addressing
systemic discrimination through legal
frameworks and policies.

Legal remedies, such as anti-

JUSTICE AND discrimination laws and affirmative action,
aim to provide redress and equal
DISCRIMINATION opportunities.

Justice also requires changing societal

attitudes and promoting inclusivity,
challenging discriminatory beliefs and
behaviors.
 INTRODUCTION TO AFFIRMATIVE ACTION

Affirmative action is a policy aimed at

promoting diversity and equal opportunity
in employment and education.
It was first introduced in the United States
during the 1960s as a response to historical
discrimination against minority groups.

The primary goal of affirmative action is to

address systemic barriers and provide
preferential treatment to underrepresented
individuals.
 BENEFITS OF AFFIRMATIVE ACTION
Affirmative action helps to create a more
inclusive and diverse society by increasing
representation of marginalized groups.

It provides opportunities for individuals

who have historically faced discrimination
to access education and employment.
Research shows that affirmative action
policies can lead to improved educational
outcomes and increased workforce
diversity.
 U N D E RSTANDING G ENDER ISSUES

Gender issues refer to the social, cultural, and

economic inequalities and disparities faced by
individuals based on their gender identity.
Gender issues are not limited to women; they
affect people of all genders.

Gender issues can manifest in various forms,

such as discrimination, stereotypes, and
unequal access to opportunities.
 COMMON GENDER ISSUES

Gender pay gap: Women often earn less than men

for the same work, highlighting occupational
segregation and systemic discrimination.
Gender-based violence: Women and marginalized
genders are disproportionately affected by
domestic violence, sexual assault, and harassment.
Gender stereotypes: Societal expectations and
norms regarding gender roles can limit
individuals, reinforcing harmful stereotypes and
hindering personal growth.
 Promoting gender equality:
Advocating for equal rights, opportunities, and
representation for all genders is crucial to
ADDRESSING address gender issues.
Challenging stereotypes:
GENDER
Encouraging critical thinking and promoting
ISSUES positive, inclusive representations of gender can
help challenge harmful stereotypes.
Education and awareness:
Providing comprehensive education on gender
issues and fostering dialogue can raise
awareness and promote change.
 E M P L O Y E E S O B L I G AT I O N TO T H E F I R M

Employees have a duty to uphold the values

and mission of the company.

Employees are responsible for maintaining

the reputation of the firm through their
actions and behaviors.

Employees must prioritize the interests of

the organization over their personal gains.
 Employees are obligated to
perform their duties to the
best of their abilities, striving
for excellence.
COMMITMENT
AND Employees must adhere to
company policies, rules, and
PERFORMANCE regulations, to ensure smooth
operations.

Employees should maintain a

high level of commitment
towards achieving the firm's
goals and objectives.
 LOYALTY AND Employees are expected to be loyal to
CONFIDENTIALITY the firm, its vision, and its leadership.
Employees must maintain
confidentiality regarding sensitive
company information and trade secrets.
Employees should avoid engaging in
activities that may harm or compete
with the firm's interests.
T H E I M P O RTA N C E O F F I R M S ' D U T I E S TO E M P L O Y E E S

Firms have a responsibility to

provide a safe and healthy work
environment for their employees.

Firms should ensure fair and

equal treatment of all employees,
regardless of their background or
position.

Firms must offer competitive

compensation and benefits to
attract and retain talented
individuals.
FIRMS' DUTIES IN EMPLOYEE DEVELOPMENT AND GROWTH

Firms should provide opportunities

for continuous learning and skill
development for their employees.
Firms should establish clear career
paths and promote internal growth
and advancement.
Firms must support employees in
achieving work-life balance and
personal growth.
FIRMS' DUTIES IN EMPLOYEE ENGAGEMENT AND WELL-BEING

Firms should foster a positive and

inclusive work culture that
promotes employee engagement
and satisfaction.
Firms should encourage open
communication and provide
channels for employee feedback and
suggestions.
Firms should prioritize employee
well-being and offer support
programs for physical and mental
health.
 The right to fair wages and equal pay for equal work.
The right to a safe and healthy working environment.
The right to rest and breaks during working hours.
The right to protection against discrimination and harassment
in the workplace.
The right to privacy and confidentiality of personal
information.
The right to reasonable accommodations for disabilities.
The right to freedom of expression and association.
The right to protection against unfair dismissal or
THE EMPLOYEES termination.
RIGHTS The right to access and review employment records.
 T H E N E E D F O R A N O R G A N I Z AT I O N A L E T H I C S P R O G R A M

An organizational ethics program is essential

for companies to establish and maintain a
culture of ethical behavior.
It ensures that employees understand and
adhere to ethical standards, reducing the risk
of unethical behavior.
Having a formal program also helps
companies build trust and credibility with
stakeholders, including customers,
employees, and investors.
B E N E F I T S O F A N O R G A N I Z AT I O N A L E T H I C S P R O G R A M
A well-developed ethics program
provides guidance to employees on
how to handle ethical dilemmas,
promoting responsible decision-
making.

It helps to prevent legal and

reputational risks, as unethical
behavior can damage a company's
brand and lead to costly legal
consequences.

An ethics program also fosters a

positive work environment, boosting
employee morale and engagement.
 A clear code of conduct that outlines
expectations for ethical behavior is a
fundamental component of an ethics
program.
Regular training and education on
ethical practices help ensure that
employees understand the program
and know how to apply it.
Having mechanisms in place for
ELEMENTS OF AN reporting unethical behavior, such as
anonymous hotlines or whistleblower
EFFECTIVE protection, encourages transparency
and accountability.
ORGANIZATIONAL ETHICS
PROGRAM
 C O D E O F C O N D U C T E T H I C S T R A I N I N G A N D C O M M U N I C AT I O N

Code of Conduct Ethics Training is a

crucial component of an organization's
efforts to promote ethical behavior.
It ensures that all employees understand
the ethical standards expected of them.
The training aims to create a culture of
integrity and accountability within the
organization.
Code of Conduct Ethics Training I M P O R T A N C E O F C O D E O F C O N D U C T E T H I C S T R A I N I N G

helps employees understand the

boundaries of acceptable behavior.
It educates employees about legal
and ethical guidelines that they must
adhere to.
The training equips employees with the
knowledge to make ethical decisions
in challenging situations.
 KEY ELEMENTS OF CODE OF CONDUCT ETHICS TRAINING

Clear communication of the organization's

values and expectations.
Case studies and real-life examples to
illustrate ethical dilemmas and their
resolutions.
Interactive sessions that encourage
employee participation and discussion.
C O M M U N I C AT I O N S T R AT E G I E S F O R C O D E O F C O N D U C T E T H I C S
Regular communication through
various channels, such as emails,
newsletters, and intranet.
Use of posters, banners, and visual
aids to reinforce ethical messages.
Town hall meetings and leadership
sessions to address questions and
concerns.
S Y S T E M S TO M O N I TO R A N D E N F O R C E E T H I C A L S TA N D A R D S

Ethical standards play a vital

role in every organization.
Monitoring and enforcing
these standards is crucial for
maintaining integrity and
trust.
Effective systems are essential
to ensure ethical behavior is
upheld across all levels of the
organization
CODE OF CONDUCT
• A well-defined code of
conduct serves as the
foundation for ethical
standards.
• It outlines expected
behaviors, values, and
principles that guide
decision-making.
• Regularly reviewing and
updating the code of conduct
helps address emerging
ethical challenges.
 T RAINING AND EDUCATIO N
Training programs educate
employees about ethical standards
and expectations.
Ethical dilemmas and case studies
can be used to facilitate discussions
and critical thinking.
Ongoing education ensures
employees remain aware of
evolving ethical issues and legal
requirements.
REPORTING MECHANISMS

Establishing confidential reporting

mechanisms encourages employees to report
unethical behavior.
Whistleblower hotlines, anonymous
reporting channels, and open-door policies
foster a culture of transparency.
Promptly addressing concerns and
providing protection to whistleblowers are
crucial aspects of effective reporting
mechanisms.
M O N I TO R I N G A N D CO M P L I AN CE
Regular monitoring and auditing
processes help identify potential
ethical breaches.
Internal audits, independent external
audits, and periodic reviews ensure
accountability.
Implementing disciplinary measures
for non-compliance reinforces the
importance of ethical standards.
THE ETHICS
AUDIT
INTRODUCTION TO ETHICS AUDIT

An ethics audit is a comprehensive

assessment of an organization's ethical
practices and policies.
It is conducted to evaluate the ethical
standards and identify areas of
improvement.
The main goal of an ethics audit is to
ensure ethical behavior, compliance,
and promote a positive work culture.
 Identifies and addresses unethical behaviors or
practices before they become major issues.
IMPORTANCE
Enhances the reputation and credibility of
OF ETHICS the organization.
AUDIT Helps in building trust and confidence
among stakeholders, employees, and
customers.
 Establish clear objectives and scope

of the audit.

Gather relevant data and information,

KEY STEPS IN
including policies, procedures, and
CONDUCTING AN
employee feedback.
ETHICS AUDIT
Conduct interviews with employees at

all levels to assess their understanding

of and adherence to ethical standards.

WHISTLE
BLOWING
INTRODUCTION TO WHISTLEBLOWING

Whistleblowing is the act of

reporting illegal or unethical
activities within an
organization.
It is an important mechanism
for uncovering and
addressing misconduct.
Whistleblowers play a crucial
role in promoting
transparency and
accountability.
Internal TYPES OF Reporting
Whistleblowing: WHISTLEBLOWING
concerns to someone within the
organization, such as a supervisor or an
ethics hotline.
External Whistleblowing: Reporting
concerns to external entities, such as
regulatory agencies, law enforcement, or
the media.
Anonymous Whistleblowing: Reporting
concerns without revealing one's identity,
often done through anonymous hotlines or
online platforms.
 BENEFITS OF WHISTLEBLOWING
Protection of public interest:
Whistleblowing helps expose wrongdoing
that may harm the public or society as a
whole.
Prevention and detection of fraud:
Whistleblowing can uncover fraudulent
activities, leading to early intervention
and prevention.
Legal protection: Many jurisdictions have
laws that protect whistleblowers from
retaliation, ensuring their safety and job
security.
 C H A L L E N G E S FA C E D B Y W H I S T L E B L O W E R S

Fear of retaliation: Whistleblowers often

face the risk of retaliation, such as
harassment, demotion, or termination.
Reputational damage: Whistleblowers may
experience professional and personal
consequences, including damage to their
reputation.
Emotional toll: Whistleblowing can be
emotionally challenging, causing stress,
anxiety, and isolation.
 Know your rights:
Familiarize yourself with the laws
and regulations protecting
whistleblowers in your
jurisdiction.
Document evidence: Keep a
record of any evidence or
documentation related to the
misconduct you are reporting.
BEST PRACTICES Seek legal advice: Consult with a
FOR lawyer to understand your rights
WHISTLEBLOWING and options before blowing the
whistle.
IMPLEMENTATIO
N OF ETHICAL
POLICY IN THE
ORGANIZATION
 Identify core values and principles that
align with the organisation's mission.
Involve employees, stakeholders, and
experts in the development of the ethical
policy.
Ensure the policy is comprehensive,
CREATING AN concise, and easily understandable.

ETHICAL POLICY
C O M M U N I C AT I N G T H E E T H I C A L P O L I C Y

Develop a communication plan

to ensure all employees are
aware of the policy.
Conduct training sessions to
educate employees on the ethical
policy and its implications.
Use multiple communication
channels to reinforce the
importance of ethical behavior.
M O NI TO R I NG AN D E N F O R C E M E N T

Establish a system to monitor

compliance with the ethical
policy.
Regularly review and update the
policy to address emerging
ethical issues.
Implement mechanisms to report
unethical behavior and protect
whistleblowers.
 Develop a system to recognize and reward
employees who consistently demonstrate
ethical behavior.
Link ethical behavior to performance
evaluations and promotions.
RECOGNIZING AND Celebrate and share stories of ethical
R E WA R D I N G E T H I C A L behavior to inspire others.
B E H AV I O R
BECG 3 52