The two subtler forms of workplace discrimination exposed
#1: Weight discrimination
Weight Loss Resources reports that a Personnel Today survey in which more than 2,000 human resources (HR) professionals were interviewed, found that obese people are:
Discriminated against when applying for jobs,
Passed over for promotion and
Are more likely to be made redundant – all purely on the basis of their weight.
In the survey, a staggering 93% of HR professionals admitted they would choose a 'normal weight' applicant over an obese applicant with the same experience and qualifications.
Meanwhile, 'around a third of HR professionals believe obesity is a valid medical reason for not employing a person and 15% agree they would be less likely to promote an obese employee.
Weight Loss Resources
adds that of even greater concern, is the fact that 10% thought they could dismiss
an employee because of their size, something that's in clear contravention of employment law.
#2: Speech discrimination
According to List Verse.com
, people who stutter or have a speech impediment have a difficulty in getting a job, but the bigger challenge is staying at that job.
The site says that while it's not that stutterers are deficient, they often face subtle discrimination best described as a 'glass ceiling'.
'Though some companies try to accommodate stutterers, many employers feel stuttering subordinates can't perform as well as others, and may not be suited to the demands of higher paying jobs. As a result, stutterers aren't often considered for promotion, as well-meaning managers try to 'protect' the employee from assumed failure.'
But is there a way to deal with subtler forms of workplace discrimination?
Yes there is. Here's how…
Strategies to implement Employment Equity in your company.
Click here now
Here's how to deal with the subtler forms of workplace discrimination
Small Business Chron recommends you define the criteria for hiring, firing, raises, bonuses and other employee issues.
The site says the criteria should factor in only job-related issues, such as worker skills and performance.
This is important because 'having clear criteria makes it harder for subtle discrimination to exist because decision-makers must base their decisions on evidence rather than personal biases. Anyone who uses non-approved criteria to make a decision will have to justify their action, making it harder for discriminatory behaviour to go unnoticed.
It's also a good idea to ask your employees to report any form of discrimination directed at them.
Now that you know about two more subtle forms of workplace discrimination, take steps to deal with it.