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The Value of Fair Treatment in the Workplace


Employees fair treatment is respect to the employees rights and avoidance of discrimination across all categories. Over the years, fairness in the workplace has been a fundamental part in organizational administration not only in the United States but also in other countries on a global scale. This is ascribed to the numerous benefits associated with employees fair treatment and influence towards building a positive and respectful culture. Besides, fairness is used interchangeably with justice and fair treatment in the workplace is interpreted as respect for the employees rights. As such, Okechukwu, Souza, Davis, and de Castro assert that it facilitates development of relationship that is built on trust and respect. The year 2025, saw the Supreme Court proclaiming workplace discrimination laws as unconstitutional but did not prevent employers from voluntarily adopting policies and procedures to prohibit discrimination in the workplace. There is need for employers to evaluate the value of fair treatment in the workplace to make informed decisions that enhances organizational performance.

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Benefits and Costs of Prohibiting Federal Forms of Discrimination within the Federal Laws

Antidiscrimination laws are significant in ensuring a companys performance considering that they enhance working relations between employees as well as providing a conducive environment for the workers in the organization. There are various benefits and costs associated with voluntarily adopting these laws as provided by the constitution including the protection of employees from discrimination against age, race, and disability. In this case, antidiscrimination laws against age will ensure that there is workforce diversity in the dimension of age distribution amongst the staff. Therefore, the retailer will benefit from embracing this step since the concept of incorporating workers of different age groups will facilitate the performance of the business in various ways. For example, the elder experienced workers will instill skills and required expertise in handling the companys business operations. Moreover, the young staff will aid the others in carrying out involving tasks such as human labor in the company. However, the retailer might incur costs associated with financial resources dedicated to training the young employees.

Additionally, the retailer will benefit from prohibiting racial discrimination amongst the workers since there will be employees of different racial backgrounds thereby attracting clients from all backgrounds within the community. In this case, the retailer will have an opportunity of realizing increased sales and revenue due to service delivery to all members of the community regardless of racial characteristics. This will, therefore, facilitate a high performance of the retail business. Nevertheless, the cost of prohibiting this form of discrimination is that the company will have to train the workers on the significance of eradicating racial discrimination amongst all workers to prevent conflicts and strained relations in the workforce.

Moreover, the company stands to benefit from outlawing disability discrimination amongst the employees in the workforce considering that different individuals contribute to the performance of the organization in varying dimensions. Considering that different people have different skills and abilities, physically disabled individuals also play important roles in the company in various ways. For instance, one can have proficient skills in team building and customer care as well as other areas that do not require physical activities. In this way, the company may benefit from alleviating all forms of disability discrimination in the workforce. The cost of this step is that the retailer might have to incur financial resources for purchasing special equipment for use by these individuals.

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The Benefits and Costs of Voluntarily Prohibiting Discrimination out of the Federal Antidiscrimination Laws

There are other various forms of workplace discrimination that are not covered and protected under the federal antidiscrimination laws including discrimination against a persons weight, grooming, and appearances just to mention but a few. Weight discrimination is a situation where employees are discriminated against in the workplace due to their weight and size. The prejudice is mostly directed towards employees with bigger bodies which often leads to job termination and workplace bullying. On the other hand, workplace discrimination based on grooming refers to instances where employees are treated unfairly based on their clothing, makeups, nails, hair styles, and tattoos. This is because some of the grooming styles are associated with a particular group of individuals in the society. For instance, tattoos are highly linked to membership of gangs and engagement in criminal activities. Discrimination based on appearance refers to the demoralization of employees based on their physical appearance such as beauty and tidiness. It can lead to poor performance due to ridicule from other employees which results in the loss of self-esteem.

Protecting the workplace against these types of discrimination could have a variety of positive impacts to the organization. The most apparent effect would be facilitation of acquiring appropriate skills that are well suited to the job. This will highly boost the organizations productivity with efficient execution of employees duty. In this regard, profitability of the organization would also be increased due to an escalation in productivity. Likewise, the turnover rate with regards to the number of employee leaving the workforce will be reduced. This is ascribed to the point that lack of discrimination and fair treatment in the workplace fosters job satisfaction. As such, the organization is able to retain talent which will facilitate stable organizational performance and profits. Lastly but not the least, voluntary prohibition of discrimination not covered by the federal antidiscrimination laws would facilitate better customer interaction between the employee and the customers. This will be based on the presence of a positive attitude among the employees.

Benefits and Cost of Voluntarily adopting Hiring Practices for Diversifying the Workforce

The concept of hiring practices designed to diversify the workforce is associated with various benefits and costs in the aspects of enhancing the workers productivity and thus the performance of the organization. For instance, workforce diversity significantly contributes to increased productivity by strengthening long-term value creation in the workplace. In this regard, adopting such hiring practices facilitates the creation and strengthening of human and organizational capital. Additionally, diversifying the employee team enhances the incorporation of a wider knowledge base for the workforce thereby ensuring that the organization achieves a competitive advantage over its peers. Consequently, this step enhances the value and performance of the company.

Moreover, hiring a diversified workforce promotes the generation of medium and short-term opportunities to promote cash flows within the firm. In this respect, a diversified workforce leads to innovativeness among the workers thus opening up new markets, addressing labor shortages, reducing costs and improving the firms performance in the existing business environment.

There are various costs associated with hiring a diversified workforce on the company. Some of these costs include (1) legal compliance costs which entail the communication of new policies, training of the employees, and the maintenance of record-keeping systems. (2) Financial resources of diversity such as the cash costs required to hire specialized workers, facilitate communication, and to provide conducive working environments. Funds are also required to foster the acquisition of facilities and equipment, adherence to employment policies, and the provision of effective monitoring and reporting processes. (3) Business risks of diversity also comprise costs associated with hiring a diverse workforce considering that many programs that are designed to modify corporate cultures often require additional time for implementation or in other cases, the implementation programs may fail. Finally, (4) opportunity costs of diversity may be associated with losses in benefits since scarce resources cannot facilitate other activities such as managing productivity shortfalls. These risks can be detrimental to the overall performance of the company and for this reason, it is imperative that the management team takes such risks into consideration prior to hiring a diversified workforce.


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Ethical Considerations of not Voluntarily Prohibiting Discrimination in Accordance with Federal Laws

When the management team of an organization fails to voluntarily prohibit employee discrimination in the company as provided by the federal laws, there some ethical concerns that are bound to arise within the company. These include strained working relationships, hindrance of professional growth, organizational reputation, and the performance of the company. These ethical considerations are discussed in the section below.

The failure to prohibit discrimination in the workplace in accordance with the federal laws results in strained working relations amongst the employees. In this case, when some employees are discriminated against by others due to reasons such as age, racial differences, sexual orientation, or disability, ill feelings are often brewed amongst these workers. The implication is that the working relations between those who are discriminated against and their counterparts will be strained due feelings of mistrust and confidence in each other. Consequently, the effectiveness of business operations within the company will diminish significantly.

Additionally, workplace discrimination results in the lack of professional growth of various employees in the organization. For instance, a staff with a poor performance record can be given priority for promotion over another one with an excellent record due to reasons ascribed to discrimination. This implies that the employee discriminated against will suffer the consequence of poor professional growth and career advancement. Consequently, this concept poses an ethical consideration due to failure to observe antidiscrimination federal laws in the workplace.

Moreover, Kaye et al. explain that the reputation of the company may be compromised due to bad image by the public. In this case, the workers who are discriminated against may resort to take legal action against the perpetrators or the company management for failing to adhere to the federal antidiscrimination laws. As a result, the reputation of the organization may be tarnished leading to effects such as poor employee performance in the company.

Ethical Considerations of not voluntarily adopting Hiring and Promotion of Workplace Diversity

When a company fails to voluntarily adopt hiring and promotion practices of diversity in the workplace, there are some ethical concerns that are bound to arise. These issues include the resistance to change, discrimination, and legal compliance. The following section elaborates these concerns in detail.

One of the ethical considerations regarding the failure to voluntarily adopt hiring and promotion of workplace diversity is associated with the resistance to change. In this regard, some employees may be reluctant to work with new staff due to fears arising from aspects such as competition. Employees may feel that the idea of hiring new staff may interfere with their ambitions to progress in their careers due to stiff competition. As a result, resistance to change hinders the performance of an organization owing to the opportunity cost of loss of new ideas and innovations.

Discrimination is also an ethical concern regarding the failure to voluntarily embrace diversity in the workplace. The staff of a company may deem it impossible for new workers to adopt the culture of the organization citing discriminatory concerns regarding. This factor is detrimental to a company as it may lead to the failure of adopting better methods of service delivery and working conditions.

Furthermore, legal compliance constitutes an ethical challenge to an organization owing to the failure to voluntarily adopt diversity in the workforce. In this respect, the management may consider the financial implications arising from the employment of new workers due to legal reasons. Considering that it can be expensive to meet all legal requirements regarding the maintenance of a diversified workforce, a company may decide to decline the adoption of workplace diversity. Therefore, legal compliance is an ethical consideration of this concept.


In my position as a consultant, I have certain recommendations concerning the course of action of the retailer seeking consultation services. Regarding the federal antidiscrimination laws, I would recommend that the company observes all the provisions as per the constitutional requirements of the law. This will foster enhanced employees relationships with each other and thereby harmonization of the tasks within the company. Moreover, good working relations will result in high performance possibilities of the company due to the harmonization of employees while carrying out their duties. Furthermore, adhering to legal requirements will enable the company to confidently carry out its operations without fear of facing the law due to discriminatory reasons. Nevertheless, failure to abide by the law will result in poor performance and in other cases, prosecution. Heavy fines can be incurred depending on the severity of the discrimination.

I would also recommend the retailer to adopt voluntary hiring and promotion practices that foster a diversified workforce for various reasons. For example, Sopher et al. maintain that the retailer stands to benefit from new ideas that lead to innovativeness of the entire workforce. Additionally, the company will benefit from the aspect of good reputational record. The public image of the retailer as a diversified employer is likely to improve the companys reputation and thus resulting in the motivation of the employees thereby promoting high performance. However, failure to observe this advice will lead to potential poor performance and lack of innovativeness amongst the employees. In addition, the reputation of the company will be tarnished by public opinion. Therefore, the retailer should embrace hiring practices that encourage diversification in the workforce.

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The concept of treating employees in a fair manner is important in ensuring that the business activities within the organization run smoothly. Discrimination against employees in the dimensions of age, gender, race, and disability is detrimental to the performance of the company as noted. As discussed, prohibiting these discriminations has benefits that are attributed to good working relations and productivity. Hence, a company should adopt measures that restrict various forms of discrimination to realize high performance. For this reason, I would recommend the retailer to comply with the regulations provided for the benefit of his company.

Mar 5, 2021 in Management
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