Diversity and Discrimination in the Organizational Culture

Byron Matamoros

Organizational Behavior

12 December 2017
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Abstract

When it comes to the organizational behavior aspect of business, it is a fact that diversity

plays an outstanding role in today’s world. This is a research paper about the way discrimination

impacts diversity in the labor force. Sexual harassment is an awkward topic, it is a reality and it

is happening all over the globe. Therefore, the purpose of this essay is to analyze the causes,

consequences, and possible remedies against it, which involves organizational change from the

way in which these topics were seemed. Next, the paper will discuss the impact of law and ethics

upon diversity. The paper will also explain the role of corporate culture, which is the way people

in an organization share values, attitudes, standards, and beliefs. Finally yet importantly, this

project will study how people with disabilities make their way in this competitive business

environment oftoday.

In the indexes, the essay contains the answers of a survey that was conducted among the

workers of a familiar company.

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Introduction

 Discrimination

The discriminatory issues are more noticeable than ever in today's increasingly diverse business

world. Even in a small business, managers deal with employees from many cultures, races and

age groups. In this case, they need to work about their employees.

 Sexual Harassment

It is crucial to know what Sexual Harassment is. It is an unwanted sexual, verbal or physical

conduct of sexual assault and rape. It is still extremely offensive and a hostile for many women,

but in some cases men working not only in the United States, but also in the rest of the world.

● Law

It is important to look at the way laws promote job opportunities and defend people in trouble.

For instance, they can help an employee to denounce a case of discrimination or harassment;

however, there are situations when companies find a way to dodge the law.

● Disabilities

Disabilities is an important issue in the workplace. Disabilities involve injuries that might be

cognitive, developmental, intellectual, mental, physical, and so on. Companies should be

providing reasonable accommodations for individuals with disabilities, promoting a non-

discriminatory workplace environment, and educating the organization about disabilities.

 Corporate Culture

In any work environment, there will be people with different ways to see the world even if they

are from the same ethnicity, religion, country, state, and any other group. So why is culture a

matter of importance? Culture shapes all the customs of the employers and employees.

A. Discrimination
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Discrimination is the unfair or prejudicial treatment of people and groups based on

characteristics such as gender, age, race or sexual orientation. Discrimination is considered a

public health issue. According to the 2015 “Stress in America” survey, people who say they have

confronted discrimination rate their stress levels higher, on average, than those who say they

have not experienced discrimination in their lives (ProQuest, 2010). Discrimination can be

damaging even if for the person who is not the target. Notwithstanding of personal experiences,

it is stressful being a member of a group that is often discriminated such as racial minorities or

individuals identified as lesbians, gays, bisexuals or transgenders (American Psychological

Association,2010)

Laws are in place to protect people from discrimination in housing and employment. The

Fair Housing Act prohibits discrimination in the sale, rental and financing of dwellings by race,

nationality, religion, sex, familial status and disability. The Civil Rights Act, the Age

Discrimination in Employment Act, and the Americans with Disabilities Act prohibit

discrimination in employment by race, sex, ethnic origin, age and disabilities (HUD.GOV,

2017). Experts say that smaller, less visible examples of day-to-day discrimination were being

treated with less courtesy and respect, or were being treated as less intelligent or less trustworthy

in the work environment. Such everyday discrimination frequently comes in the form of

microaggressions like misguided comments that suggest a person does not belong to the group

(ProQuest,2010).

Most studies of workplace discrimination focus on treatment based on gender,

racial/ethnic group membership, or age. Some of these researches examine workplace

discrimination as consisting of organizational level events. These fundamental theories assume

most current discrimination is unintentional, and that accidental discrimination may occur from a
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practice that appears to be fair but leads to disparate impact (Layne & Lynn, 2011). Society

encourages men to value or devalue women. In the workplace, women are frequently subjected

to subtle discrimination by both sexes. Qualified women may be passed over for promotions

because they become pregnant. Jobs may be offered to a less eligible male applicant just because

he is male(Wolfe,2017).

Women are more likely to be judged by their looks and how they dress than men. It is

contradictory, women are not only discriminated for being "pretty" or "provocative", they are

also discriminated for being “not enough”, “too old” or “in some position”. If men get more time

off, better compensation packages or benefits than women based on unfair gender bias, it is a

case of illegal gender discrimination. Despite protective anti-discrimination laws making gender

discrimination illegal, management practices at small, mid-size, and even giant corporations

often still favor the advancement of men (HUD.GOV, 2017). Finding healthy ways to deal with

discrimination is essential for both the physical and mental well-being (Layne & Lynn, 2011).

Focusing on core values, beliefs and perceived strengths can motivate people to succeed, and

may even buffer the adverse effects of bias. Overcoming hardship can also make people more

resilientand better able to face future challenges.

B. Sexual Harassment

Sexual Harassment is an unwanted sexual, verbal or physical conduct of sexual assault

and rape. It is still extremely offensive and hostile for many women and men working not only in

the United States, but also in the rest of the world (Robbins & Judge, 2013). Furthermore, sexual

harassment has become a big topic of concern in large organizations. Nowadays, institutions

spend time and money to search for ways to reduce the problem. According to Alanna Vagianos,

in a study involving 2,235 full-time and part-time female employees, one in three women has
 Matamoros 6

experienced sexual harassment at work at some point in their lives (Vagianos, 2015). For this

reason, sexual harassment has brought many effects on the victim’s performance at work. First,

the overall performance decreased due to low levels of security, honesty, respect, morality, and

attendance. Second, it causes a direct effect on employers and the global environment such as

low productivity, employee turnover, low morale, and some legal costs. For this reason, the

company suffers economic losses due to premature retirement and higher insurance costs (Cohn,

2015).

This type of discrimination can make the victim to suffer psychological and physical

harm. One of the effects of sexual harassment appears when culture puts men into higher

positions than women. Society thinks that males are more capable to do big jobs or projects, so

this has the consequences of sexual harassment, while women feel that they have less authority,

or they are slower to take decision (Austin, 2015). Surely, culture has a big influence in

discrimination because it creates an environment for sexual harassment. Society has the idea that

women are passive and submissive and that men are dominant, more intelligent and capable to

solve problems. Sexual Harassment and hostile workplace can cause specific patterns of verbal

and non-verbal communication creating stressful relationship between men and women(Ibid).

Doctor Lee, PhD of the University of Warwick, conducted a study where the main data source

was sixty men’s and women’s from cross-sex or same-sex workplace sexual harassment in

professional/managerial and subordinate jobs, produced in fifty qualitative, in-depth interviews

and ten questionnaires. The article demonstrates that sexual harassment of men and women is

gendered: men are sexually harassed when they fail to conform to ideals of hegemonic

masculinity and men and women are bullied by line managers when they do not appear to

conformto normatively defined gender roles(Lee,1998).

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The article “Employers can Help Prevent Sexual Harassment in the Workplace” shows

what an employer can do to avoid this issue. One of these ways is to get seriously the topic of

sexual harassment and make sure that every member of management is committed to

nondiscrimination. As a second way, to establish policies that prohibits sexual harassment and

provides an opportunity for employee complaints. Third, to develop training to all supervisors

and employees in order to prevent sexual harassment. Fourth, to take complaints seriously and

quickly investigate each case. Finally, to take appropriate action for all objections found in every

company(Austin,2015).

C. Law

Laws play an important role in every aspect of society. Discrimination against members

of any minority group, whether based on race, skin color, gender or other classification, has

historically occurred in every state of the US. Every American citizen declaring himself as an

ethical person would claim that jobs should be given to the most capable individuals; however,

the truth is that some minorities are not treated in that way. The most remarkable legislation

protecting diversity in the US are the following: the Title VII Civil Rights Act of 1964, the

Pregnancy Discrimination Act, the Americans with Disabilities Act of 1990, the Age

Discrimination in Employment Act of 1967, and the Equal Pay Act of 1963 (Equal Employment

OpportunityCommission,2017).

The Title VII prohibits employment discrimination based on race, color, religion, sex and

national origin (Ibid). In the case of the Pregnancy Discrimination Act, it states that an employer

cannot refuse to hire a pregnant woman only because of her pregnancy; also, if a female

employee is temporarily unable to perform her job because of her pregnancy, the employer must

modify tasks, allow her to perform alternative assignments, or allow her to take disability leave
 Matamoros 8

or leave without pay (Marty, 2017). The Americans with Disabilities Act of 1990 addresses the

needs of people with disabilities, prohibiting discrimination in employment, public services, and

public accommodations (Barlow & Hane, 1992). This law includes the people with mental

disabilities who meet one of the following conditions: a physical or mental impairment that

substantially limits one or more major life activities of an individual, a record of such an

impairment, or being regarded as having such an impairment. The Age Discrimination in

Employment Act (ADEA) of 1967 prohibits employment discrimination against persons 40 years

of age or older (Bugardus, 2009). Older employees possess experience that is valuable for any

company, so the Congress decided to protect them and their efforts. The Equal Pay Act of 1963

prohibits discriminatory payments in terms of sex discrimination, so this applies for the male and

Female employees who perform jobs that require equal skill, effort and responsibility under

similarworking-conditions(EEOC,2017).

D. Disabilities

In 1990, President George H.W. Bush prohibited the discrimination of disabled people by

signing the Americans with Disabilities Act (ADA). Then in 2008, George W. Bush signed the

Americans with Disabilities Act Amendments (ADAA) (Massey, 2015). Thanks to those acts,

individuals that suffer from physical and mental disabilities, like people who use wheelchairs,

got more opportunities to walk into society. The amendments promote more urban

accommodations for the disabled. For instance, the ADA has made it easier for people that use

wheelchairs to get on a bus, to get more multi-floor elevators, or to have more curb cuts on the

streets. Those real life situations are called “Rebuilding the Door” in the ADA. Also, it includes

an act that is called “Next Steps”. Since the e-commerce has been growing, many disabled

people can now get a job on the internet.

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In 2015, the US government started a program called the Disabilities Equality Index

(DEI), and this initiative was supported by the US Business Leadership Network (USBLN) and

the American Association of People with Disabilities (AAPD). The DEI is a benchmarking tool

that shows places where citizens with disabilities can get a job, and the DEI has been showing

positive results for three years (Financial Times, 2017). DEI has helped the USBLN and the

AAPD to evaluate the companies whether they hire people with disabilities or not. If the

company does, the DEI will evaluate the opportunities being given to the disabled. On the other

hand, if the company does not have disabled employees, the DEI will evaluate if the company

has donated or contributed anything to help people with disabilities. Thanks to the DEI, many

businesses have demonstrated significant leadership when it comes to social responsibility with

the disabled fellows.

Companies are usually afraid of hiring people with disabilities; they argue that people

with disabilities demand too much time to get use to the work environment. However, there

some tips to help out the company to work better with people with disabilities and make the

workplace friendlier (Otterson, 2017). First, companies must be aware of the type of disability,

so they can adapt the training sessions according to the necessities. Second, companies need to

have assistive technology to have more effective ways to perform the job task. Third, give

outside support to disabled people; for example, give more training to them, motivate them to

learn new abilities, talents and skills. Fourth, companies should promote ergonomics for the

inclusion of disabled people -like having more ramps and bigger doors. Then, employees,

supervisors, managers, and all the stakeholders of the company should be honest to each other,

give appraisal and feedback in the correct way and do not show a discriminatory attitude to them.

Finally, businesses should pay attention on health of their employees, especially in disabled

people. In fact, hiring these people can bring benefits such as higher job retention rate, less job
 Matamoros 10

accidents, tax credits, more diversity in the workplace, and disabled people are as capable as

other normal people (Sandy’s, 2016). In short, disabled people are capable, so we should give

them more opportunities and give them one hand

Corporate Culture

The way in which we see the world is influenced by culture. A variety of viewpoints

along with the wide-ranging personal and professional experience of an international team can

offer new perspectives that inspire colleagues to see reality different. Diversity of thought has

been shown to breed creativity and drive innovation (Ten Reasons, December 2012). Problem

solving skills are fundamental but meeting customer needs in new and exciting ways is inside

solutions indispensable. For instance, cosmetic giant L’Oréal attributes much of its impressive

success in emerging markets to its multicultural product development teams (Doz, April 2016).

L’Oréal has managed by deploying professionals with multicultural backgrounds in new-product

development (Ibid). Multiple voices, perspectives, and personalities in constant interaction with

one another can boost thinking out of the box. Businesses can exploit the biggest benefits of

diversity in the workplace, through offering a platform for the open exchange of ideas.

The concept of a workplace culture encompasses many different characteristics of a

business (smallbusiness). Corporate culture has visible components in the business’aspects and

even the dress code. Moreover, it thrives in the attitudes of employees, in the setting of goals and

in the communication of business values to workers and customers. The business owner

determines the pace for creating, defining, and refining the company culture.

Majority of workplaces are a reflection of the personality and management style of the

founder and management team. Some may run a tight ship with a buttoned-down attitude while

others may allow employees a lot of flexibility (smallbusiness). Understanding management

 Matamoros 11

style helps find employees that fit in well with the workplace culture trying to be foster. Business

demand employees who prefer a very structured environment or you may want to hire workers

whoarecreativeandcomfortablebeingself-directed.

Business values are often narrowed into an official statement of values that is shared with

employees and clients. Value statements acknowledge traits and goals like honesty, hard work,

customer satisfaction, safety, and integrity. Business owners decide what is most important to the

business and communicate it to workers. Beyond values, leaders need to lead by example and

takethevaluestatementtoheartasamissionstatementforthebusiness.

For starters, culture contributes to the identification and values of the company

(smallbusiness). For example, if your corporate culture is one that prioritizes setting and meeting

goals, your individual workers will be more likely to set and meet goals of their own. It is a good

way to set and maintain the direction of employees. It is tough to keep a company’s values

coherent without identity. A strong company culture attracts better talent and, more importantly,

retains that talent (Communicate, April 2017). Employees at all levels in an organization notice

and validate the elements of culture (Ten Reasons, December 2012). If employees feel like they

belong to an organization, they are more likely prolong their stay for the long term

(smallbusiness). Consequently, there are lower turnover, fewer new hires to deal with, and better

chemistry among your team. Corporate culture also sums brand identity. Employees well treated

and with a fun-loving corporate atmosphere display to customers as a fun-loving, generous

brand. Depending on the target demographics, that could be a major boon for sales and customer

loyalty.
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Recommendations

A. Discrimination

Discrimination is a phenomenon that should not be happening in the XXI century. As a first

suggestion, we strongly believe that more laws and statutes are necessary to stop this issue.

Tolerance among human beings is the key to make the world a better place. Second, schools and

colleges teach young people to not discriminate others. However, companies and multinationals

should be pushing their employees to respect one another. In that way, more people from

different countries, ethnicities and religions would feel more motivated to study and contribute to

the labor force of any given country. This would improve the living conditions of their citizens

and everybody will be better off.

B. Sexual Harassment

In order to help the victim they must inform the harasser directly that the conduct is unwelcome

and it must stop. The victim should use any employer complaint mechanism or protest system

available. Another way is the Prevention. Prevention is the best tool to eliminate sexual

harassment in the workplace. Employers are encouraged to take steps necessary to prevent sexual

harassment from occurring. They should clearly communicate to employees that sexual

harassment will not be tolerated. They can do so by providing sexual harassment training to their

employees and by establishing an effective grievance process and taking immediate and

appropriate action when an employee complains

C .Law

It does not matter if you live in a civil law or a common law country, it is always important to

know about the laws that protect our civil rights. However, most of citizens underestimate the
 Matamoros 13

relevance of this issue. When the employees were asked about the laws protecting diversity in

the workplace, most of them answered the Labor Code and the civil service law. Only one person

mentioned the exact number of a law and it was Law 779. The labor code or any specific law

may contain several articles, many amendments, or some preambles. For this reason, we suggest

our readers to search and investigate more about the legal tools that we dispose in our countries

not only to defend ourselves, but also to defend those being excluded from job opportunities. In

that way, we will be promoting a labor force rich in diversity.

D. Disabilities

The interviews show that the company does not have people with disabilities. When they were

asked if the company would hire disabled people, some of them said “yes, because it is required

by law”. The point here is that society should give them more opportunities not out of pity, but

because they are really capable. We highly recommend hiring some people with physical

disabilities. The first step to take is to let people know that the company does want to give them a

chance; this would require some changes to the place of the business. For example, to have an

evaluator if the area of the company has multiple floors, the corridor should be wider, to make

some wheelchair-accessible ramps to the building, and other accommodations in the location.

During the work time, the company can give some specialized training and more opportunities to

them. As a result, at the end this becomes a double win situation for both the company and the

physical disabled.

E. Corporate Culture

The main recommendation to increase corporate culture is to embrace openness. We must be

willing to learn different ways to see the world. We can learn from one another, but first we must

have a level of understanding about each other in order to facilitate collaboration and

cooperation. This is especially true in big companies where you may be assigned a new
 Matamoros 14

officemate from Asia and two months later he is removed and a man from Europe comes in his

place. To embrace the beauty of different countries makes you feel a bit more especial.

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 Appendix

INTERVIEWED:LilianaAlvarado
1. What do you think that is the most important factor of discrimination in the
company?
Within the company, the main factor of discrimination is the concept of vertical
structure of command. When an employee is promoted as supervisor, he or she tends
to consider himself far above the employees who have been granted a greater number
of attributes; this generates a large gap between his former colleagues and his current
position.

2. If you are a victim of discrimination, what action would you take with your colleagues
andthecompany?
There is a great openness to inform the high management levels what is happening;
however, the processes establish to start with immediate superiors, but it is faster to
godirectlytohighercommands.
3. What should you do if you think you are being a victim of sexual harassment?
The first step is to inform the general management what is happening, and if it gets
worse,itshouldbedenounced.
4. Do you think that only women suffer from sexual
harassment? No,both genders suffer discrimination
5. What do you think that are the main laws protecting labor diversity?
The Labor Code
6. Does the company have people with disabilities? If so, are these disabilities physical or
mental?

No, at the moment there are none

7. Would the company hire a person with disabilities?Why or whynot?
Yes,they would be hired
8. If the company wants to hire people with disabilities, what will the company do to help
them?Will the company offer a special program to help them?
The company would design positions where they can perform their duties efficiently.
9. What do you think when someone comes from another continent to work with you?
That it is an opportunity to learn new ideas
10.Do you think it is easier to work with foreign coworkers?Why or why not?
It is not easier because of cultural differences or the way of working, but it allows
more growth.
 INTERVIEWED:RosaMaríaDelCid
1. What do you think that is the most important factor of discrimination in the company?

Gender inequality
2. If you are a victim of discrimination, what action would you take with your colleagues
andthecompany?
None
3. What should you do if you think you are being a victim of sexual harassment?
Report theperson
4. Do you think that only women suffer from sexual harassment?
It's the same
5.What do you think that are the main laws protecting labor diversity?
The gender equality law
6. does the company have people with disabilities? If so, are these disabilities physical or
mental?
Physical disabilities
7.Would the company hire a person with disabilities?Why or wh ynot?
Yes, because they have the same mental abilities that any common person has, and
there are people with disabilities who performt their tasks even better.
8. If the company wants to hire people with disabilities, what will the company do to help
them?Will the company offer a special program to help them?
Make an environment suitable for his disability and demand respect from his
colleagues.
9. What do you think when someone comes from another continent to work with you?
Thatitisanewopportunitytolearn
10.Do you think it is easier to work with foreign coworkers?Why or why not?
No, because of the customs and the language

INTERVIEWED:BrendaFlores
1. Whatdoyouthinkthatisthemostimportantfactorofdiscriminationinthecompany?
Little working capital limits the company to compete in large projects
2. If you are a victim of discrimination, what action would you take with your colleagues
and the company?
To confront them, and if it does not work, to report them with superiors
3. What should you do if you think you are being a victim of sexual harassment?
To talk to specialists and then report my case
4. Do you think that only women suffer from sexual harassment?
No
5. What do you think that are the main laws protecting labor diversity?
 17

The Labor Code and the civil service law

6. Does the company have people with disabilities? If so, are these disabilities physical or
mental?

No
7. Would the company hire a person with disabilities?Why or wh ynot?
Yes, in jobs according to their abilities and to insert them into the labor market
8. If the company wants to hire people with disabilities, what will the company do to help
them?Will the company offer a special program to help them?
There is no budget to create a program to insert them into positions according to their
capacities.
9. What do you think when someone comes from another continent to work with you?
That we could learn something from him
10. Do you think it is easier to work with foreign coworkers?Why or why not?

No,it’s easier with fellow citizens

INTERVIEWED:Arturo Campos
1. What do you think that is the most important factor of discrimination in the
company?

Machismo
2. If you are a victim of discrimination, what action would you take with your colleagues
andthecompany?
If I were a victim, I would take all the necessary means that the law gives and my
personal means.
3.What should you do if you think you are being a victim of sexual harassment?
To denounce it.
4.Do you think that only women suffer from sexual harassment?
No,but it’s more frequent in women
5.Whatdoyouthinkthatarethemainlawsprotectinglabordiversity?
Equality in the rights of every person
6. Does the company have people with disabilities? If so, are these disabilities physical or
mental?
Itdoes,withphysicaldisabilities.
7.Would the company hire a person with disabilities?Why or why not?
 It has employees with disabilities, due to the law.
8. If the company wants to hire people with disabilities, what will the company do to help
them?Will the company offer a special program to help them?
Through a job contest
9. What do you think when someone comes from another continent to work
with you?

An opportunity to learn new techniques

10. Do you think it is easier to work with foreign coworkers?Why or why not?
I would say that it depends on the temperament and not on the other person

INTERVIEWED:Carolina Flores
1.What do you think that is the most important factor of discrimination in the company?
To be a woman
2. If you are a victim of discrimination, what action would you take with your colleagues
andthecompany?
TodemonstratewiththeresultsthatIcandomorethanthem
3.What should you do if you think you are being a victim of sexual harassment?
Todenounceit.
4.Do you think that only women suffer from sexual harassment?
No
5.Whatdoyouthinkthatarethemainlawsprotectinglabordiversity?
TheLaborCode.
6. Does the company have people with disabilities? If so, are these disabilities physical or
mental?
Yes, with both types of disabilities.
7.Would the company hire a person with disabilities?Why or why not?
Yes, because we all have the same rights
8. If the company wants to hire people with disabilities, what will the company do to help
them?Willthecompanyofferaspecialprogramtohelpthem?
Itwillhavetodrawuparegulationwithinthecompany
9.Whatdoyouthinkwhensomeonecomesfromanothercontinenttoworkwithyou?
Thathe/shehasmoreexperienceandability
10. Do you think it is easier to work with foreign coworkers?Why or why not
Yes, they are more supportive and less envious

INTERVIEWED:Erick Melendez
1.Whatdoyouthinkthatisthemostimportantfactorofdiscriminationinthecompany?
Level of education.
2. If you are a victim of discrimination, what action would you take with your colleagues
andthecompany?
I would talk to them because nobody is more than anyone.
3.Whatshouldyoudoifyouthinkyouarebeingavictimofsexualharassment?
Todenounceit
4.Do you think that only women suffer from sexual harassment?
No,alsomen

5.Whatdoyouthinkthatarethemainlawsprotectinglabordiversity?
The Labor Code
6. Does the company have people with disabilities? If so, are these disabilities physical or
mental?

Physical
7.Would the company hire a person with disabilities?Why or whynot?
We all have different capacities and we can develop job skills that other people
cannotdo.
8. If the company wants to hire people with disabilities, what will the company do to help
them?Will the company offera special program to help them?
It would be the most ideal
9.What do you think when someone comes from another continent to work with you?
Support, learning
10.Do you think it is easier to work with foreign coworkers?Why or why not?
It's the same because foreigners and no foreigners can learn

INTERVIEWED:FernandaSánchez
1.Whatdoyouthinkthatisthemostimportantfactorofdiscriminationinthecompany?
Inequality
2. If you are a victim of discrimination, what action would you take with your colleagues
andthecompany?
Totalktothem
3.What should you do if you think you are being avictim of sexual harassment?
99To denounce it
4.Do you think that only women suffer from sexual harassment?
No
5.What do you think that are the main laws protecting labor diversity?
Code of the women ,code of work, law779
6. Does the company have people with disabilities? If so, are these disabilities physical or
mental?
 Physical
7.Wouldthe company hire a person with disabilities?Why or why not?
It depends on the business policy
8. If the company wants to hire people with disabilities, what will the company do to help
them?Willthecompanyofferaspecialprogramtohelpthem?
Improvements in the work environment
9.What do you think when someone comes from another continent to work with you?
Diversity ofc ulture
10.Doyouthinkitiseasiertoworkwithforeigncoworkers?Why or whynot?
I think that it is an advantage and a disadvantage