Dear Management,

This pamphlet entails inequality in the workplace as an industrial relations issue within your organization. A number of workers in this organization silently complain about an increasing aspect of inequality cases in their workplace. It has been too difficult for any employee to take courage and speak out this industrial relations issue. The issue is not only affecting the productivity of many employees but also destroying their social lives. The following issues are addressed :

• It is typically difficult to have enough courage to working hard in the workplace with the mind of being a victim of discrimination.
• Workers claim to face a number of different forms of discrimination or bias.
• Workers have been united to address the issue since they strongly believe that workplace authorizes are in the best position to solve the problem.

This problem of discrimination is believed to be established, promoted, and allowed to persist mainly by the management. You as the management body of this organization need to be concerned about the future of the organization as well as that of your employees since discrimination deprives them of many human rights (Ziegert & Hanges, 2005). The management is the only body with the authority to encourage certain policies and traditions that would ultimately contribute to inequalities that are based on human differences such as gender, social class, and race among other differences.

Among the key aspects of workplace inequalities, gender is a key issue. Some of the female workers claim to have better skills and more lengthy experiences than some male workers have irrespective of being above the female workers in the management hierarchy (Ziegert & Hanges, 2005). Women complain about several issues, which include:

• The way female workers are treated is hardly fair especially when it comes to employment and promotions.
• It seems that the management overlooks women’s abilities and their leadership abilities.
• Women feel dishonored and they have no motivational drive towards their work.

Some workers could end up resigning their tasks for better jobs in other organizations where they could enhance their careers by moving up the managerial hierarchy according to:

• Their skills
• Employed efforts, and
• Working experience among other factors

Discrimination does not only come out through the type of jobs that workers hold or through promotions but also through differences in earnings. Employees have discovered that they earn differently not because of their job positions, experiences, or skills, but rather based on their gender, race, and social class. The issue of discrimination in the workplace has to lead to the belief by the affected employees that great divisions exist among them, as well as between them and the organization’s management. Such divisions cause additional problems other than the current problems faced by the organization in terms of lost motivation, poor relations among workers, and decreased the productivity of workers (Ziegert & Hanges, 2005).

It is predicted that the division persistence could end up causing a myriad of problems like problems in contract negotiation, workers strikes, as well as other interventions that are supported by workers unions and trade unions. The organization workers are only urging the management to develop mechanisms where the management can relate fully with the workers. This way, you (the management) will be able to understand the problems of the relation facing the employees especially discrimination as the main issue addressed in this pamphlet. It would also be helpful if you could address the employees on their current differences in order to clear their minds that all the treatments they receive are completely based on own efforts but not on their human, social, economic, nationality, racial, or political differences among other disparities. Such clarification or any informed actions to clear their doubts would definitely boost their work morale (Ziegert & Hanges, 2005). You are therefore urged to act quickly and responsibly.

By:

Affected Group of Employees

Bibliography

Ziegert, J. C. & Hanges, P. J., 2005. Employment Discrimination: The Role of Implicit Attitudes, Motivation, and a Climate for Racial Bias… Journal of Applied Psychology, 90(3), pp.    553-562.

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