I have outlined some of the most important job/business ethics earlier, on my first part of short

narrative. Here comes the part two, and in continuation of the first one Ethics of Job
Discrimination.

Job discrimination happens when a job seeker or an employee is treated unfavorably because of his
or her age, gender, genetic information, mental or physical disability, pregnancy or parenthood,
education, race, national origin (ethnicity), skin color, religion, or relationship to someone who may
be discriminated against.

To site examples:Age and gender discrimination. Age discrimination is a practice specifically
protected by law. With a few rare exceptions, companies are forbidden from specifying an age
preference is job advertisements. Employees must receive the same benefits regardless of age, the
only exception being when the cost of providing supplemented benefits to young workers is the
same as providing reduced benefits to older workers. Also, age discrimination in apprenticeship
programs or internship opportunities is illegal.

Nationally speaking, its already common for Filipino laborers to find such advertisements when
hunting jobs. To find one with no preference on what age/gender range its looking for will be
thought of as a SCAM, now-days. It had been a habit, this age/gender discrimination, that we have
lived up to it being part of our daily career life. Come to think of it? It had been passed, processed
and have been accepted by our human mind that such are RULES in career. Having this, makes the
ethical unethical, and vice versa - why? Because as Ive mentioned earlier, its just ethical for
companies posting their advertisement with discretion on what they prefer rather than delimiting
since it will be hard, of course, on their part to select amongst unruled selection option. Right?
Thus, it also serves as an overview to applicants who really needs to land a job so they could skip
momentary stoppage. So everyone happy companies can have their preferred employees and we
will find our own employers.

Believe it, or not, job seekers are reporting age discrimination beginning as early as the mid-
thirties. By the time you reach your forties, you can be considered washed up in some industries. In
addition, to being considered "old," experienced candidates are sometimes considered more of an
expense (higher salary, pension, benefits costs, etc.) than a younger applicant would be. In addition,
to being considered "old," experienced candidates are sometimes considered more of an expense
(higher salary, pension, benefits costs, etc.) than a younger applicant would be.

When paying a salary to men and women of the same qualifications, responsibility, skill and position,
employers are forbidden to discriminate on the basis of gender. Also, businesses are forbidden
from lowering one gender's salary in order to equalize pay between men and women.

A lot can be adopted from here but loads would disagree. Gender discrimination, as they say, isnt
actually discrimination itself. You know, like its not restricting, its stating the obvious. Lets take
the example of advertisement for Nanny (babysitter) probably what would come first in your
mind? Surely! Women because they are ideal. Not that were cutting the possibility that men could
pass the qualification but jus base it in care giving. Women are more tender loving persons, nobody
can argue with that. Men (duh!) how do you suppose them cuddle a baby? In a manly manner? Cant
imagine myself. Anyway, I hope you see my point here - its just culture acceptance, and once
accepted, why still fuss about it?

Heres a more concrete example Lisa have her lunch on some cozy and prime restaurant. Before
she could ever enter the girls comfort room, she saw the advertisement says,
Waitress Wanted:
Female
21-25 y/o
Single (no single moms)
5 4
Pleasing personality

Just what could you think about this ad? Itll those single parent who needs the job most. Why?
Just for the fear of absenteeism rate due to their childs needs? Or is it more?

Religion Discrimination. It is illegal for employers to discriminate based on an individual's religious
beliefs. Businesses are required to reasonably accommodate an employee's religious beliefs, as long
as doing so doesn't have excessive negative consequences.

True to all. There are, I should say most instances really creates unwanted feeling or even havoc
among colleagues who got pissed when their religion is under question. Like what does their religion
got to with their landing a job? Its not as if theyll worship while working. But moreso for those
who oppress others religion simply because they taught they have their religion upright, holding it in
pedestrian.

For example, employment discrimination could occur in any number of situations, including: stating
or suggesting preferred candidates in a job advertisement, excluding potential employees during
recruitment, denying certain employees compensation or benefits, paying equally-qualified
employees in the same position different salaries, discriminating when assigning disability leave,
maternity leave, or retirement options, denying or disrupting the use of company facilities, and
discrimination when issuing promotions or lay-offs.

It's important to note that discriminatory practices can occur in any aspect of employment. It is
illegal for an employer to make assumptions based on race, gender, or age-related stereotypes, and
it's also unlawful for an employer to assume that an employee may be incapable because he or she is
disabled.

Additionally, companies are prohibited from withholding employment opportunities from an
employee because of his or her relationship with someone of a certain race, religion, or ethnicity.
Unlawful discrimination also includes harassment based on legally protected personal traits,
including (but not limited to) race, gender, age, and religion.

Harassment in the Workplace. Yoli, an unemployed job seeker, describes the harassment in her
workplace, "In these nearly 13 years I was verbally, emotionally, physically, and unlawfully abused
but I could not tell anyone because I did not want to have my family worry about us and could not
afford to lose my job."

Another job seeker says he was harassed so much by a new manager he was forced to quit.

From another harassment perspective, Chima says, "I was accused of harassing employees, but the
truth was I was the victim of lies and gossip and when I confronted the gossipers, I was accused of
harassing them, although it seems to me I was the one being harassed as a victim of gossip."

Harassment can not only cost an employee their job, but it can also make job searching difficult. If
you were fired like Chima, laid-off like Yoli, forced to resign, or quit because of harassment it can
complicate your job search. References may be hard to get and it can be difficult to explain the
circumstances of why you lost your job during a job interview.

Workplace harassment isnt limited to sexual harassment, and doesnt preclude same-gender
harassment. Harassment can be about almost any personal characteristic, and between any two
people - co-workers, managers, or even non-employees like clients, contractors, or vendors. The
victim of harassment isn't necessarily the person who is the target of the harassment, but, can be
anyone affected by the offensive behavior.

In addition to harassment occurring in the workplace, it can also take place during a job interview.
During an interview, employers should not be asking about your race, gender, religion, marital status,
age, disabilities, ethnic background, country of origin, sexual preferences or age. These are
discriminatory questions, because they are not relevant to your abilities, skills, and qualifications to
do the job.

Non-Sexual Harassment. Harassment in the workplace and in hiring isn't limited to sexual
harassment. Other actions regarding religion, race, age, gender, or skin color, for example, can also
be considered harassment if they interfere with an employee's success or conjure a hostile work
environment.

Instances of workplace harassment include discrimination such as: making negative comments about
an employee's personal religious beliefs, or trying to convert them to a certain religious ideology,
using racist slang, phrases, or nicknames, making remarks about an individual's skin color or other
ethnic traits, displaying racist drawings, or posters that might be offensive to a particular group,
making offensive gestures, making offensive reference to an individual's mental or physical
disability, sharing inappropriate images, videos, e-mails, letters, or notes in an offensive nature,
offensively talking about negative racial, ethnic, or religious stereotypes, making derogatory age-
related comments, and wearing clothing that could be offensive to a particular ethnic group.

Non-sexual harassment isn't limited to these examples. Non-sexual harassment includes any
comment, action, or type of behavior that is threatening, insulting, intimidating or discriminatory
and upsets the workplace environment.

When you're job searching, it's important to know that rules apply as to what employers can and
cannot ask, related to some of the harassment examples listed above. During an interview,
employers should not be asking about your race, gender, religion, marital status, age, disabilities,
ethnic background, country of origin, sexual preferences or age.

Bottom line:
It is illegal to discriminate in any facet of employment, including in hiring. However, that doesn't
stop discrimination from happening. Other countries have common laws against these kinds of
discrimination, we have here in the Philippines as well, although minimal like that of harassment,
but other than that we would go out looking for such law protection on similar cases.



























http://jobsearch.about.com/od/hiringdiscrimination/tp/employment-discrimination.htm