What are the precautions to be taken by HRM on discrimination of job category in Sri Lanka?

 

Introduction

Discrimination in the organization is illegal when the victim is a representative of a protected category (i.e., gender, age, disability, religion, race, sexual orientation, pregnancy and national source). Discrimination appears during the recruitment process. The expression in business publications may discriminate against various parties or groups to discourage them from trying at all. (Goonesekera Savitri,1998)

 Most of the organization’s discrimination occurs when there are different types of employee work according to different qualifications that they have. As HRM we can treat all the employees who work in the company equally even though they are in different positions. We should make all the employees feel friendly with each other, so that they can talk with each one without any discrimination.

                                                                  Figure 1. (Ann Snook, 2021)

Example

In a garment there are workers who worked in the garment and in the same garment there are leaders, managers and supervisors are too. So most of the workers feel nervous to talk with leaders or managers, it can be known as a discrimination in job category Sri Lanka. Sometimes upper employees may use another language for an example they may use English language to communicate but lower-class employees may difficult to use English it also can be identify as discrimination.

As HR management we should inform the all members in the company to use one language that is easy for all only in necessary time use English or any other language. Down employees may not feel discriminated while working in the company.

A corporation offering “men for construction employment” might be revealing gender discrimination. How interviews are organized, the questions proposed and the prearranged “right” answers are occasionally applied as an alternative to discriminate against particular candidates.

Additionally, women in Sri Lanka regularly find themselves in informal part jobs where wage inequalities compound discrimination. Apart from that, women who are capable for creating in the enormous volumes of foreign exchange, especially as migrant laborers in the informal part, as the garment factory employees and plantation laborers of the formal sector. (Jayasuriya Dayanath C,2002)

 

For these as HRM should keep meetings with the staff and let members to work equally with all Encourage workers to come forward and participate in the investigation with other employees so that, assuring they will be kept confidential. HRM can essentially provide that all employees are familiar of potential discrimination issues in the organization, have knowledge of your programs and procedures as accurately as how to present the allegation. It is recommended to have separate education or training for supervisors and managers as they are your initial line of defense in preventing organization discrimination in Sri Lanka.

                                                                    Figure 2. (1965, watts riots) 
      

 conclusion

A good opportunity of discrimination is embedded in ignorance. Struggle this by instructing employees on discriminatory conduct, internal arrangements and other laws. Train “the top”, comprising managers and other executives, that it’s their current obligation to notify any complaints of discrimination they obtain immediately or of which they’re appreciative. Resisting discrimination in the organization isn’t just for HR. The argument against misconduct is a task for everybody, combining (and specially) those in leadership positions.        

References 

 Goonesekera, Savitri. “The Roman Dutch Law in the Plural Legal System of Sri Lanka.” The Colombo Law Review. Faculty of Law, University of Colombo, Sri Lanka. v.9, (1998) pp.1-36.

Jayasuriya, Dayanath C.  “Sri Lanka,” in Legal Systems of the World: A Political, Social, and Cultural Encyclopedia. Vol. IV, S-Z. ed. Herbert M. Kritzer. ABC.CLIO: Santa Barbara, CA (2002). pp. 1526-1531.

“Muslim Personal Law and Women,” by Cat’s Eye, in the Island newspaper, Sri Lanka, July 9, 2003.  Access this URL and select the “Midweek Review” link on the left panel (Accessed Feb. 2007). 

 Ann Snook on February 18th, 2021 https://www.i-sight.com/resources/how-do-the-worlds-most-ethical-companies-prevent-discrimination/

https://daily.jstor.org/did-the-1965-watts-riots-change-anything/