David A. Robinson depicted a very good picture of discrimination in the workforce, in his book Workplace Discrimination. This book has a lot of great advice for managers and business owners to help prevent discrimination. This book is focused to prevent discrimination in the first place. (Page 4) He refers to the acronym REGARDS to remember the categories of discrimination. (Page 6) I will explain the meanings of each letter in this paper and tell how it will be useful to me as a manager and how it would be helpful to a organization and its managers.
The “R” represents race. To help prevent race discrimination Robinson suggests being color blind. He also states “You should not even mention race or skin color in the workplace unless you really …show more content…
Chapter one he tells us how to prevent race discrimination. We should be color-blind everyone should be the same color in our eyes. No one should be treated differently rather it is red, black, white, or any other color. If you need help with being color-blind he gives some suggestions on page15 of how to try and rid yourself of these thoughts. There are two exceptions of being color-blind. This is when you are hiring a job applicant and you should choose to be diverse when hiring. Second you should try to hire in someone the same race as you have fired. You can also hire a diversity trainer to come in and help you and your employees with diversity. You also should not talk about race or skin color except when necessary. Do not talk about race in the work place or with employees. In chapter two he talks about how to prevent gender discrimination. The first subtopic in chapter two talks about treat men and women the same. It does not matter if you are male or female you are less equal than the other. Not all men are the same and not all women are the same. With this being said that does not mean that the man is more capable than the woman. Do not generalize men and women. Generalizing gets you into trouble. Treat women the same as you would treat a man. Pregnancy discrimination is the same as sex discrimination. Chapter three is about how to prevent sexual harassment. You should not make employment decisions based on whether a subordinate will have relations with you it will get you in trouble. It is also possible to have a sexually hostile work environment. This refers sexual things that are so severe that he/she cannot work. Some states require sexual harassment prevention training. Chapter four is about preventing religion discrimination, disability discrimination, age discrimination, and sexual orientation discrimination. Employers cannot
The “R” represents race. To help prevent race discrimination Robinson suggests being color blind. He also states “You should not even mention race or skin color in the workplace unless you really …show more content…
Chapter one he tells us how to prevent race discrimination. We should be color-blind everyone should be the same color in our eyes. No one should be treated differently rather it is red, black, white, or any other color. If you need help with being color-blind he gives some suggestions on page15 of how to try and rid yourself of these thoughts. There are two exceptions of being color-blind. This is when you are hiring a job applicant and you should choose to be diverse when hiring. Second you should try to hire in someone the same race as you have fired. You can also hire a diversity trainer to come in and help you and your employees with diversity. You also should not talk about race or skin color except when necessary. Do not talk about race in the work place or with employees. In chapter two he talks about how to prevent gender discrimination. The first subtopic in chapter two talks about treat men and women the same. It does not matter if you are male or female you are less equal than the other. Not all men are the same and not all women are the same. With this being said that does not mean that the man is more capable than the woman. Do not generalize men and women. Generalizing gets you into trouble. Treat women the same as you would treat a man. Pregnancy discrimination is the same as sex discrimination. Chapter three is about how to prevent sexual harassment. You should not make employment decisions based on whether a subordinate will have relations with you it will get you in trouble. It is also possible to have a sexually hostile work environment. This refers sexual things that are so severe that he/she cannot work. Some states require sexual harassment prevention training. Chapter four is about preventing religion discrimination, disability discrimination, age discrimination, and sexual orientation discrimination. Employers cannot