Discrimination in the Workplace

Workplace discrimination is a broad phenomenon, and employees are targeted based on gender, race, age, and disability. These discriminatory practices result in differences in hiring, promotion, compensation, and treatment in the workplace and reinforce systemic inequity. This paper examines four major workplace discrimination types, analyzes their impact on income and occupational distribution, explores how discrimination is reinforced, and describes how employers address it. Finally, the paper illustrates how social workers apply cultural humility in combating discrimination: Discrimination in the Workplace.

Overview of Four Types of Discrimination

Sex Discrimination

Sex discrimination is where a person is unfairly treated in the workforce based on gender and is accorded differences in hiring, promotion, compensation, and treatment in the workplace (Sunaryo et al., 2021). Sex discrimination undermines women and gender minorities in their working lives and reinforces systemic discrimination. It also makes working conditions in a company a hard and unfriendly working environment.

An example is the suit against Nike, where women who formerly worked there faced systemic gender discrimination in the company, such as differences in compensation and company-wide tolerance of sexual harassment (Author, 2018). The women employees were systematically underpaid and underpromoted in favor of male employees

Race Discrimination

Race discrimination is where a person is treated unfairly in the working environment based on ethnicity or race, inhibiting professional advancement and access to employment. It is exhibited in discriminative hiring, wages, and exclusion in the working area, which contribute to racial disparities in employment. It also results in a poisoned working environment that undermines performance and employees’ well-being.

An example is the suit in 2023 filed against Tesla, where a Black former employee reported experiencing a working environment and racial slurs in the company factory in California (EEOC sues Tesla for racial harassment and retaliation n.d). The court ruling favored the employee side and awarded him compensation of $3.2 million for the working-place treatment.

Age Discrimination

Age discrimination is where employees are unfairly treated based on their ages, with a significant impact on elderly employees who are vulnerable to loss of jobs, downgrading, and discrimination in hiring. The discrimination is because elderly employees are not seen as efficient, adaptable, and valuable compared to their young counterparts. These employees are left without regular jobs and opportunities to advance professionally.

An example is the high-profile suit against IBM, in which the company was accused of systematically discharging elderly employees and recruiting younger employees. The suit argued that the executives in the company targeted phasing employees out in favor of millennials, a violation of federal anti-age discrimination laws.

Disability Discrimination

Disability discrimination is where disabled employees are treated unfairly in hiring, promotion, and accommodations in the workplace, depriving them of access to the same opportunities as other employees. It includes not providing them with accommodations, harassment in the workplace, or unjustified termination on grounds of a disability. It limits opportunities in the workforce and forces many qualified employees out of the labor market.

One notable case was Walmart, where the Equal Employment Opportunity Commission (EEOC) brought them to court over not providing a deaf applicant an American Sign Language interpreter in training (Kornblau,2024). The suit shows the struggles employees with disabilities go through and the need to enforce access laws in the workplace.

Disparities in Income and Occupational Structure

Income and occupational disparities create broad gaps in annual salary by limiting access to higher-paying positions among disadvantaged groups. Prejudice, unequal access to quality education, and unequal access to hiring limit specific groups’ advancement in their work (Newman & Newman,2017). Due to these systematic obstacles, disparities in wages continue to exist, with women, minorities, and people with disabilities receiving considerably lower wages compared to their counterparts in the same role.

These disparities also lead to increased unemployment among marginalized groups because they are confronted with increased barriers to securing jobs. Prospective employees prioritize privileged groups over other groups, and fewer chances are left for marginalized groups. The decreased access to secure high-paying jobs is a cause of increased insecurity in jobs and limits professional advancement, resulting in unemployment cycles.

Subsequently, poverty is a direct consequence of income and occupational gaps because unemployment and low wages prevent individuals from achieving financial stability. Without a regular income, many households are not in a position to afford basic items such as shelter, medical care, and education and are reduced in their potential to move upward. Economic division reinforces social inequities and makes it even harder for marginalized groups to get out of poverty.

Does Discrimination Perpetuate Itself

Discrimination perpetuates itself because systemic barriers reinforce inequality and restrict marginalized groups’ access to opportunities. When a person is discriminated against in hiring, getting a promotion, or wages, they fail to advance in their profession which lowers their financial security and professional power (Newman & Newman,2017). Their underrepresentation in top roles also perpetuates discrimination because decision-makers are not inclined to address the ingrained discrimination affecting particular groups.

Furthermore, corporate gender discrimination limits women in top-management positions, lowering the possibility of future women having access to sponsorship and mentoring (Newman & Newman,2017). Research shows that male-dominated top-management groups are not in favour of promoting women, and men are left in high-paying jobs, creating a vicious cycle. The repeated exclusion makes men seem better qualified for top-management positions, and the gender balance in the workforce is not improved.

Similarly, racial discrimination in hiring creates perpetual income and labor gaps, and marginalized groups increasingly struggle to invest in and gain access to education. The research found that interviewees with historically black names received fewer callbacks than those with White names, even with the same resumes (Campion & Campion, 2025). Systemic discrimination brings down the level of economic mobility among minorities, and discrimination is perpetuated generationally, keeping genuine equality in the workforce beyond reach.

Methods Through Which the Employer can Actively Tackle Discrimination

Employers can lower discrimination in the workplace by educating and training managers and employees on equity, inclusion, and diversity. Regular unconscious bias, cultural competency, and anti-discrimination policy training help employees identify and stop discrimination. Managers and employees are better positioned to establish a diverse working environment and hold fellow employees accountable when they are trained on discrimination.

Creating ways in which employees are heard is yet another important step in curbing discrimination in the workplace. Anonymous reporting systems, employee resource groups, and open-door policies are among the ways employers must encourage employees to raise their concerns without risking retaliation. Periodic feedback sessions and diversity committees enable employees to share their experiences and recommend ways in which discrimination could be improved, and discrimination problems can be addressed in advance.

How Social Workers can Use Cultural Humility to Help Address Discrimination in the Workplace

Social workers can fight discrimination within the workplace with cultural humility by reflecting on themselves and reflecting on challenging institutions to promote equity. NASW Code of Ethics (NASW 1.05d) requires social workers to recognize their discrimination and commit to lifelong learning to understand better and fight discrimination (National Association of Social Workers, 2021). By valuing clients’ understanding of their cultural experience, social workers can advocate on behalf of equal and respectful policies in the workplace and value diverse backgrounds. They can also pressure organizations to implement inclusive practices and ensure that marginalized employees are given equal opportunities to progress and develop in their careers.

In addition, social workers should be trained on social oppression and diversity to combat discrimination in the workplace successfully (NASW 1.05d). By understanding how race, gender identity, and disability are elements in systemic inequity, social workers are better positioned to advocate for inclusive policies. Social workers can partner with employers to create anti-discrimination training, mentoring, and equal hiring policies. By utilizing their knowledge of oppression and diversity, social workers can help create a better and safer working environment for every worker.

Conclusion

Workplace discrimination in various forms continues to stifle professional potential and financial mobility in marginalized groups. The implications of income inequity and occupational discrimination are felt beyond the individual and perpetuate unemployment and poverty. Discrimination is rooted in systemic barriers, and in recognition thereof, there is a requirement for proactive policies such as diversity, equity, and inclusion training and anonymous reporting systems.

References

Campion, E. D., & Campion, M. A. (2025). Using Practice Employment Tests to Improve Diversity in Recruitment and Selection Through Equalizing Preparation Opportunities. Human Resource Management. https://doi.org/10.1002/hrm.22287

EEOC sues Tesla for racial harassment and retaliation. US EEOC. (n.d.). https://www.eeoc.gov/newsroom/eeoc-sues-tesla-racial-harassment-and-retaliation

Kornblau, B. L. (2024). Americans with Disabilities Act and related laws that promote participation in work, leisure, and activities of daily living. Pedretti’s Occupational Therapy-E-Book: Pedretti’s Occupational Therapy-E-Book, 394.

National Association of Social Workers. (2021). Highlighted Revisions to the Code of Ethics. Www.socialworkers.org. https://www.socialworkers.org/About/Ethics/Code-of-Ethics/Highlighted-Revisions-to-the-Code-of-Ethics

Newman, B. M., & Newman, P. R. (2017). Development through life: A psychosocial approach. Cengage Learning

Sunaryo, S., Rahardian, R., Risgiyanti, Suyono, J., & Usman, I. (2021). Gender Discrimination and Unfair Treatment: Investigation of The Perceived Glass Ceiling and Women Reactions in The Workplace – Evidence from Indonesia. International Journal of Economics and Management, 15(2), 297–313. http://www.ijem.upm.edu.my/vol15no2/10.%20Gender%20Discrimination%20and%20Unfair%20Treatment.pdf

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Read the textbook information on ‘Discrimination in the Workplace’ (p.505-509).

• Write an overview of the four types of discrimination using additional sources to provide current examples of each type of discrimination.
  • Do not use the examples in the textbook.
  • Minimum of 1.5 pages
• Write an analysis of the following:
  • How do the disparities in income and occupational structure result in substantial differences in annual salary, unemployment, and poverty?
  • Does discrimination perpetuate itself? Agree or disagree. Use examples to support your answer.
  • The responsibility for addressing job discrimination should not rest on the victim alone. Discuss two ways employers can take active steps to reduce discrimination.
  • Using the NASW Code of Ethics (1.05 c and d), discuss how social workers can use cultural humility to help address discrimination in the workplace.
  • Minimum of 2.5 pages
    

    Discrimination in the Workplace

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