In our modern day South Africa, Discrimination is “suppose to be” a thing of the past, however workplace discrimination is still prevalent within various industries. The 5 most common forms of Workplace Discrimination can be summarised as follows:
- RETALIATION DISCRIMINATION
Retaliation discrimination is a form of workplace discrimination where an employee is made to feel afraid of potential consequences, should they complain or ascertain their rights or the fear of being punished for having made a complaint. Retaliation discrimination can include being fired, demoted, or given a disciplinary sanction for exercising your rights to file a complaint against your employer.
- RACIAL DISCRIMINATION
Racial discrimination includes obvious instances of being terminated, demoted, denied a fair salary, equal treatment, employee benefits and training, or harassed because of race.
- GENDER DISCRIMINATION
Sex and gender discrimination occurs when an employer treats an employee or prospective employee differently solely because the individual is a woman or a man. The law against sex and gender discrimination covers a number of issues that employees or prospective employees may face in the workplace, such as sexual harassment, difficulties with equal pay, the existence of a “glass ceiling” that prevents women form reaching the highest level positions in a company, pregnancy discrimination, and marital or parental-status discrimination.
- DISABILITY DISCRIMINATION
Disability discrimination can take many forms. It can consist of comments made by another employee, including managers or executives, accompanied by some type of adverse employment action or decision. Such actions might include failure to promote, less favourable employment conditions, disciplinary procedures or termination of employment. It may consist of situations in which the employee is able to perform the essential functions of the job with reasonable accommodation, but the employer refuses to accommodate the disability.
- AGE DISCRIMINATION
Age discrimination comes in many forms, including pressuring an older employee to retire, whether by constantly asking when he or she plans to do so or by threatening to fire the employee is he or she does not retire. Age discrimination might also be exhibited by promoting a younger person rather than an older worker making comments about wanting “fresh faces” or “youthful energy” in the office, or refusing to hire an otherwise qualified employee based on age.