The workplace is affected by various contemporary social problems which continue to impact and influence the behavior and productivity of workers. Social issues affect both employers and employees as they struggle to strike a balance by performing their duties with diligence and maintain their production levels as well as gaining an understanding on the various issues that they face and have to deal with in their day to day living. The workplace has dealt with pertinent social issues like religion, age sexual orientation race, and gender as the differentiation factors that set apart the workplace.
One of the most widespread problem in workplaces and has left the workplace desolate and miserable is the issued discrimination of workers based on their gender and race (Combs & Milosevic, 2016). Sexism and racism impact has been experienced in the significant loss of productivity as different management systems in firms and institution put in place discriminatory systems. Opportunities are awarded and handed using particular measures which by eliminating individuals on the basis race and gender.
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Summary of the Scenario: Discrimination
Statement of the problem
The analysis of social issues in discrimination based on gender and race can be well summarized using the current disputes in the Uber firm undergoing investigations on allegations and complaints made by employees on gender and racial discrimination. Discrimination on race and gender has been a consistent issue in the workplace over the years and for Uber investigation by the unites states authorities have been conducted putting the firm under scrutiny since August 2017 (Gibbs, 2018) and leading to loss of jobs and resignation over discriminatory remarks, handling of issues and general conduct and treatment of workers. The firm has consistently been highlighted for rigidity in diversity and its exercises such as hiring promotions payments and matters concerning gender. Under the leadership of its former executive Travis Kalanick, Uber faced extensive charges of sexual harassment of workers and discrimination of genders which led to a summon of the former US attorney general Eric Holder whose reports and finding led to Kalanick’s resignation (Gibbs, 2018). The recent departure of the human resource officer Liane Hornsey who was the firm’s chief people officer continuous to fuel and taint the image of the company as its gained popularity through the constant submission of claims of gender discrimination and sexual harassment (Krishna, et al., 2018).
Stakeholders
The directly affected stakeholders are employees who have lodged complaints on lack of diversity and the prevalence of discriminatory issues on the firm. Uber firm employees highlight various cases of internal scandals and occurrences amounting to discrimination which have been ignored and swept under by the management allowing the persistent of the toxic culture in the firm (Krishna, et al., 2018).The formation of an anonymous group to push for employee’s rights and freedoms under the “Uber employees of color” umbrella displays the deep discriminatory and social issues existing in the firm (Gibbs, 2018). The management, on the other hand, maintains continual improvement in enhancing diversity in promotion, payment, employment and address of complaints rising in the firm. Other stakeholders such as their customers, competitors and the community have responded to the allegations with distaste and condemnation of the actions which are illegal according to the law.
Root problem
The discrimination problem in the workplace stems or the lack of measures and actions to deal with sexism and racism in the workplace environment (Marchiondo, et al., 2015). The chief executive officers and board of the directors of the firm should immediately put in place affirmative action goals as measures to address discrimination on sex and gender. Affirmative actions are meaningful action goals and timetable whose aim is to bring equality and uniformity in the workplace by creating equal opportunities for advancement and promotion, especially to women (Krishna, et al., 2018).
The problem in the uber firm can be addressed by dealing with internal issues of hiring, promotions and firing procedures, payment, and classification of jobs or the award of company benefits. In hiring the company should adhere to the set guidelines and consideration of skills (Marchiondo, et al., 2015). The hiring of new employees should be based on the evaluation of factors such as experience, ability, education, and training received enabling the employee to perform the job (Combs & Milosevic, 2016). Promotions and firings should be fair and just after essential consideration to avoid such allegations. The directors should also take the necessary action in payment by upholding the favorable remuneration system that takes into account both women and men to enhance equalized pay.
Opportunities and challenges
Uber firm is experiencing sexism and racial discrimination due to failure to substantiate allegations and carry out proper investigations (Gibbs, 2018). The firm lacks an elaborate system of reporting, examining and investigating that can produce unbiased results and credibly handle arising issues and address them according to and appropriately (Krishna, et al., 2018). Their opportunities include provision of benefits such as health insurance to employees and the maintenance of equality in job classification and payment to avoid illegal discrimination and tainting of the company’s name.
Conclusion
The workplace environment is continuous being contaminated with social issues that facilitate the decline in production as they directly affect workers physically, emotionally and psychological limitation of their capabilities. It is essential to put in place affirmative measures in the workplace to safeguard and enhance the safety of workers and maintain the functionality of firms by providing a quiet and favorable environment. Uber firm needs to capitalize on its opportunities to address the challenges it faces in hiring, payment, promotions, and performance and reduce discrimination allegations against them whose effects trickle down to their stakeholders.
References
Combs, G. M., & Milosevic, I. (2016). Workplace discrimination and the wellbeing of minority women: Overview, prospects, and implications. In Handbook on Well-Being of Working Women (pp. 17-31). Springer, Dordrecht.
Gibbs, S. (2018, July 11). Uber's head of HR resigns amid allegations of racial discrimination. Retrieved from https://www.theguardian.com/technology/2018/jul/11/ubers-head-of-hr-resigns-amid-allegations-of-racial-discrimination
Marchiondo, L., Ran, S., & Cortina, L. (2015). Modern discrimination. In The Oxford Handbook of Workplace Discrimination .
Krishna, A., Kim, S., & Shim, K. (2018). Unpacking the Effects of Alleged Gender Discrimination in the Corporate Workplace on Consumers’ Affective Responses and Relational Perceptions. Communication Research , 0093650218784483.
