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Factors Leading to Discrimination and Harassment at the Workplace

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Supervisors and managers hold a responsible position in the organization and because of this, it becomes very essential to ensure the all the immediate and responsible steps have been taken to eliminate discrimination and harassment in the workplace. As a manager, the person should set the voice for a respectful and stress-free work environment. The manager should lead by example by demonstrating respectful behaviours and not tolerating inappropriate and disrespectful behaviour. Managers must monitor the environment surrounding their workplace. They should pay attention to the tone of comments and interactions made between co-workers and any use of derogatory language or jokes, and check for increased absenteeism or staff turnover.

If the supervisors or managers directly come to know or become aware of any harassment or discrimination taking place in the office, they should not wait for the higher authority or a complaint to be made but should address that issue as a priority (Anti- Discrimination Commission Queensland, 2007). The management of an organisation is responsible for developing and promoting a workplace which is free from harassment and discrimination. Issues such as grievance management, misconduct and substandard performances and workplace discrimination should be treated in a priority level.

In situations where a complaint has been recorded by an employee regarding discriminations and harassment and the complaint is justified, the management should take necessary disciplinary action against the employee who is found guilty (Jim, . 1998). The managers who fail to take necessary actions even in witnessed incidents and allow harassment and discrimination to continue in the workplace should be penalized. This behaviour of managers is not acceptable and it leads to necessary disciplinary actions being taken against them.

Since workplace discrimination can remain unreported, managers and supervisors in many organisations are encouraged to use individual Professional Development Plan (PDP) and staff meetings to discuss discrimination in workplace (Beausaert et al, 2013).

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