Report on Business Decision Making

Faculty: Sabreen Siraz

PREPARED BY: ABRAR KARIM

ID-2013121030

DATE: 10/06/2014

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 Acknowledgement

It is a great opportunity for me to write about subject like “Diversity, Equity and Fairness
practices at work place” At the time of preparing this report I have gone through different
books, websites and field works which helps me to get acquainted with new topics. I am
actually focusing on those topics which are important for us to understand about this
subject easily.

First of all I express my sincere gratitude to my honourable course teacher Sabreen Siraz,
Lecture of HRM, for her valuable contribution to the preparation of this report. She has
been gracious enough to spare time out from her busy schedule for giving me all the
necessary assistance throughout the entire period of the semester and the report writing
time. Without her help this report might not have been a comprehensive one.

I would like to give special thanks to Mr Kamrul Islam, Desk Manager of Labaid Hospital for
giving me time from his very busy schedule to discuss the things & have guided me by giving
useful suggestions and providing data and relevant information for completing this report.

I would also like to thank all the employees of Labaid Hospital for giving me some important
information about the service procedure and all other information which is needed to
complete this report. They shared their practical experiences and talk about their loyalty
and commitment towards the organization.

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 Summary

Equality is about creating a fairer society where everyone has the opportunity to fulfil their
potential. The Trust recognises the right of all patients, visitors and employees to be treated
fairly and considerably in access to services and employment, irrespective of age, gender,
marital status, religious belief, ethnic background, nationality, sexual orientation, disability
and social status. The Trust aims to deliver high quality services that are accessible,
responsive and appropriate to meet the diverse needs of the different groups and
individuals. To achieve this aim, Hospitals of Bangladesh need to ensure that service users
and employees are not subject to any form of discrimination or unequal treatment.
Everyone can expect to be treated with equal respect and dignity regardless of their
background or circumstances.

It is important for the Labaid hospital to get rid of discrimination in the way they provide
services and the way they recruit, train and support their workforce.

Today, equal opportunities management and reporting has real significance in corporate
social responsibilities and social responsible investment criteria. Internationally, business,
government and non-governmental organizations acknowledge that effective monitoring of
equal opportunities and diversity in the work place is an important part of improved human
capital management and equality practices. Equal treatment involves much more than
simply treating everyone alike; it requires recognition that some groups and individuals have
particular and specific needs that need to be met if they are to enjoy equal access to the
services offered by the Hospital. We recognise that the Hospital may need to provide its
services in a range of different or more flexible ways, in order to ensure genuine equality of
access or opportunity for groups and individuals who approach those services from a
position of persistent and longstanding disadvantage.

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 Table of Contents

Content Name Page No

Acknowledgement 2
Executive Summary 3
Introduction, Abstract 5
Statement of Problem 6
Objective
Methodology 7
Topic Area 8-9
Literature Review 10-12
Introduction of Labaid Hospital 13-14
Findings 15
Figure: 1 Home town Diversity
Figure: 2 Total Length of Service 16
Figure: 3 Labaid’s hard/soft copy of Equal opportunity 17

Figure: 4 Women getting lower position in occupation 18

because of gender
Figure: 5 Men and Women treated equally at the work 19
place in Labaid Hospital
Problem Identified 20

Recommendation 20-21

Conclusion 22
Reference 23-24

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 Abstract

In developing societies many idiosyncrasies structure the social congregation which has
directly or indirectly lead to gender inequalities, diversity and fairness. A plethora of
literature is available on various aspects of gender but this particular study focuses on
perceptive reality, an area which has not been addressed.

This study is conducted in two categories of Equal opportunity and Gender discrimination
whether any difference exists between what is spelt out theoretically and what is the
perceptive reality. The data has been collected from these target groups by instituting
survey questionnaires and subsequent statistical analysis. The results will show a significant
difference between Equal opportunity and perceptive reality. This study also epitomizes the
reasons and provides suggestions to reduce the gap.

Introduction
Equality in employment opportunity is a fundamental right, which must be applied to every
aspect of work life. It is good management practice, and it is supported by legislation. EEO
affirms the right to be fairly considered for a job for which one is skilled and qualified. It is
the chance to compete with others and not be denied fair appraisal or be excluded during
this process by laws, rules or attitudes. Equal employment opportunity (EEO) policies help
ensure that employees are hired on the basis of their ability to perform a job, rather than
discriminated against on the basis of factors such as race, colour, age, gender, national
origin, sexual orientation, veteran status, religion, marital status, or mental or physical
disability. Equal opportunity policies ensure that all people are treated with dignity and
contribute to a society in which individuals are rewarded on the basis of hard work and
ability. Additionally, equal opportunity contributes to a diverse and inclusive workforce
where a variety of views and perspectives are heard, which can strengthen, enrich, and
contribute to the creativity of an organization. Moreover, many forms of discrimination are
illegal and can lead to costly legal battles, from both a financial and reputation perspective.
The proposal review will discuss the Equal Employment opportunity and gender
discrimination in the work place. This proposal includes my methods for gathering
information, a schedule for completing the review.

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 Statement of Problem
Human rights legislation is put in place to protect people from discrimination. It seeks to
guarantee people equal treatment regardless of certain identified characteristics (called
“prohibited grounds of discrimination”) that have attracted biasness in relation to
employment. Employers, including nonprofits organizations, need to be aware of human
rights legislation as it applies to all practices of employment, including:
 Recruitment ads  Promotion
 Application forms  Demotion
 Interviews  Benefits
 Hiring  Wages
 Dismissal/termination  Workplace harassment

As organizations strive to create a better world through their missions, it is important that
they also work at creating inclusive workplaces that are respectful and welcoming of
diversity. The Employment Equity ensures improved job opportunities for four specific
groups: women, Aboriginal people, members of visible minorities and people with
disabilities. The proposal review will discuss the Equal Employment opportunity and gender
discrimination in the work place. This proposal includes my methods for gathering
information, a schedule for completing the review.

Objectives
Organizations mostly practice their own policies and country laws that address workplace
equity, fairness and diversity. To make it more clearly I choose Labaid Hospital which is
located in Dhanmondi 4 Dhaka 1205. The main motive of doing this survey is given below:

 To find out how hospitals in our country are dealing with their employees.
 To find out the current policy, rules and regulation of our hospital industry whether
they are practicing equal opportunity and avoiding gender discrimination or not.
 If they are not practicing equal opportunity in the work place, then we will be able to
understand in which sector employees are facing discrimination.

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  To find out how organization use their internal resources and does the organization
have any disable post for the employees or not.
 To know the recruitment, selection, promotion, dismissal, hiring, benefits and wages
system of the organization.
 To know what is spelt out theoretically by the organization and what is the
perceptive reality.
 To know how many employees have the idea about their right in the association.
 Lastly after doing this survey we can find out the problems of the employees and can
provide suggestions to reduce the gap.

Methodology

Data Collection Technique:

 Questionnaire

 Secondary information: Secondary information has collected by

reviewing websites, journals, and some other relevant documents.

Sources of data collection:

 Primary: The primary information is gathered through

informal interviews of the employees working over there
under management level, also observation while physically
visiting the Hospital.

 Secondary: Secondary sources had also used to collect

information. Secondary sources include:
 Features and articles published in newspapers and
other journal.
 Visiting website of Labaid Hospital.

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 Topic Area
Equity: Equity in a workplace is necessary because everyone receives fair treatment. There's
a transparency to cause and effect, and everyone knows what to expect in terms of
consequences and rewards. When equity exists, people have equal access to opportunities.
It sets up an advantageous environment for both the employees and the employer. Equal
opportunity employment promotes equality in the workplace. Equality refers to the
protection of employees civil rights. It also provides all employees fair access to employer
benefits such as insurance, disability accommodations, compensation, promotions and job
responsibilities. An employer that discriminates against an employee or treats a worker
unfairly is in violation of equal employment opportunity laws and is subject to federal
disciplinary action. Equal employment opportunity is enforced by law. Title VII of the Civil
Rights Act of 1964 "makes it illegal to discriminate against someone on the basis of race,
colour, religion, national origin, or sex." Employers must also "reasonably accommodate" an
employee's religious beliefs. Other laws, such as the "Pregnancy Discrimination Act" and the
"Age Discrimination and Employment Act," protect pregnant women and employees older
than 40 from being discriminated against in the workplace. It is also illegal to show prejudice
against a person because he has a disability. The Equal Employment Opportunity
Commission (EEOC) is a government agency that enforces federal laws that prohibit
discrimination. The commission is responsible for investigating harassment and
discrimination allegations, and also handles complaints filed by employees. The EEOC
interprets the laws it enforces and has the authority to file lawsuits against an employer on
a worker's behalf. The commission provides training and educational programs to help
employers prevent discrimination in the workplace. Employers are directly responsible for
promoting equal employment opportunities. They must maintain certain employment
records, especially if they have been charged with discrimination. Employers are obligated
to protect their employees from harassment by supervisors, clients or other workers. If an
act of discrimination has been brought to an employer's attention, the company must act
promptly to resolve any issues and protect the employee from additional harm. Failure to
do so may result in the employer being held liable for damages if legal action becomes
necessary. Although most employees are protected by equal employment opportunity laws,
they are also responsible for ensuring their own safety in the workplace. If an employee

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feels they have been illegally discriminated against or harassed, the person must bring the
incident to the attention of the employer for a possible remedy to the situation. If an
employer has no knowledge of the incident it is not possible for the business to resolve
matters.
Diversity: A diverse workforce combines workers from different backgrounds and
experiences that together breed a more creative, innovative, and productive workforce. And
businesses have learned that they can draw upon our nation’s diversity to strengthen their
bottom line. In this way, diversity is a key ingredient to growing a strong and inclusive
economy that’s built to last. Everyone is a unique person. Even though people have things in
common with each other they are also different in all sorts of ways. Differences include
visible and non-visible factors, for example, personal characteristics such as background,
culture, personality, and work-style, size, accent, language and so on. A number of personal
characteristics are covered by discrimination law to give people protection against being
treated unfairly. The ‘protected characteristics’ are race, disability, gender reassignment,
sex, marriage and civil partnership, pregnancy and maternity, religion and belief, sexual
orientation and age. Managing diversity as valuing everyone as an individual – valuing
people as employees, customers and clients. It is important to recognise that a ‘one-size-fits
all' approach to managing people does not achieve fairness and equality of opportunity for
everyone. People have different personal needs, values and beliefs. Good people
management practice demands that people propositions are both consistently fair but also
flexible and inclusive in ways that are designed to support business needs.

Fairness: Treating people fairly is important. Ensuring that they feel fairly treated is even
more important. People have an inherent need for fairness. In the workplace, perceived
injustice has been directly linked job dissatisfaction. Since fairness and perceived fairness
are integral to sustaining employee satisfaction, avoiding dissatisfaction and building a long-
term culture, it makes sense to establish practices that encourage them. Fairness is an
underlying theme in many laws, regulations, standards, and policies that apply to the
workplace. Of course everyone likes to be treated fairly. Does this mean that all people
should expect the same treatment as all others? Well, not really. As much as people want to
be treated the same, they also want to be treated as individuals. Fairness is a tough
standard because of its subjective nature. What you like and dislike often become significant

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factors in defining what you consider to be fair. Some fairness standards make sense in
discussion but become convoluted and complex when put into practice. Most people agree
that everyone should have the same opportunities to pursue their interests and aptitudes.

Literature Review
An Equal Employment chance is an important statement regarding an employer’s
commitment to reduce and eliminate all sorts of unlawful harassment, discrimination, and
bullying within the work. Equal Employment chance suggests that equal access to jobs
and advantages and services for all workers and prospective workers within
the geographical point.

Claudia Williams says the gender wage gap within the United States has not seen vital
improvement in recent years, and remains a reality for ladies across racial and ethnic teams.
In 2013, the quantitative relation of women’s to men’s median weekly regular earnings was
82.1 percent, a rise of over one mathematical notation since 2012,when the quantitative
relation was 80.9 percent(but still slightly below the 2011 quantitative relation of 82.2
percent). This corresponds to a weekly gender wage gap of 17.9 percent. Real earnings have
remained for the most part unchanged since 2012; women’s median weekly earnings
enlarged by $5 to $706 in 2013; men’s median weekly earnings enlarged to $860, a marginal
increase of $7 compared with 2012.

Institute for Women's Policy Research found that Women have created dramatic economic
progress throughout the United States, particularly since the 1960s. Yet, girls have fared far
better in some states than in others, and in no state do girls fare similarly economically as
men. On many indicators, girls have old necessary gains within the nearly 20 years that the
Institute for Women’s Policy analysis (IWPR) has been pursuit this knowledge. For example:
girl’s area unit a lot of probably than men to be used in social control or skilled jobs and to
own insurance coverage. At identical time, girls still earn less, area unit less probably to own
a Bachelor’s or skilled degree, or to have a business, and area unit a lot of probably to
measure in financial condition than men across the states. With median annual earnings of
$31,800, girls used regular, year-round within the United States still earn solely 77.0 % of

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what men earn. Of all civilian girls aged 16 and older, only 59.2 % area unit within the labor,
compared with 71.8 % of men.

Heidi Hartmann, president of the analysis non-commercial Institute for Women’s Policy
analysis, says one potential clarification for Gallup’s finding is that additional girls don’t
believe they’re subject to gender discrimination as a result of as several as 1/2 all workers
add “sex-segregated” jobs, or occupations that area unit preponderantly (75 % or more)
male or feminine. A nurse isn’t scrutiny herself to associate degree engineer, in different
words–she’s scrutiny herself to different nurses, several of whom area unit feminine.
“You’re unlikely to understand discrimination once you’re not in associate degree setting
wherever you’re encircled by folks of the other sex obtaining promoted and you’re not,”
Hartmann says.

Andrew Vicar says Leadership, management style, professional conflict and emotional stress
of caring costs have been a major source of distress for nurses for many years, but there is
disagreement as to the magnitude of their effects. Awards and lack of shift work is also in
accordance with the ranking of some of the other issues could be displaced. But the
majority of interventions aimed at organizing all of these sources and their performance is
at least the short to medium term, is likely to be limited. People will be supported as well,
but this is a different practice area, sources of stress, lack of predictive power of assessment
tools, and personal and workplace factors vary in a lack of understanding of how to
communicate is hindered by a lack of understanding.

Wolf and Fligsteinsay that the number, frequency, percentage of discrimination and
biasness experiences encountered by female employees. 70% female employees on our
survey has expressed that they do not receive equal pay for equal work done as compared
to their male counterparts. The 30% women who receive equal payment as males are all
public sector employees. At least 75% women have complained about their personal
experience of discrimination at the workplace. The frequency of such experience ranges
from often to very often. According to the subjects interrogated, at least 60% males are
given preferences at offices starting from entry into employment up to participation in the
policy or decision making process. The male colleagues, as stated by the female subjects,

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discriminate between male and female and their number may range from 70-95%. The
women do not believe much that the governmental bodies are effective enough to assist
them in fighting gender discrimination. 80% women are of this view.

Almost 90 ladies believe it to be the foremost contributory factor in this regard at the
second highest remains the individual family culture. It would not be irritating to mention
that the parental manner of teaching kids the biological and psychological differences
between a woman and a man in our country offers a discriminatory angle growing from
childhood that within the course of your time turns into a belief at adulthood. As a result,
most adult males have the arrogance that they might be most popular within the labour
market instead of the females. On the opposite hand, the females aiming to enter the Job
market provide an excessive amount of thoughts. Religious, values, restrictions and socio-
economic factors square measure found to contribute almost to an equivalent extent that is
60-65%. Among the opposite causes of gender bias and discrimination, we have a tendency
to found that the atmosphere encompassing the geographic point could be a major issue. If
the superior authority and also the immediate colleagues don't get together to stay a
discrimination-free Environment, the feminine staff cannot fight alone for a protracted time.

Gender discrimination lies at the imbalance of power in our society. Discrimination at work
and in opportunities in an exceedingly sort of ways in which, fewer opportunities in
education and social process in high political, tutorial and company positions square
measure the apparent pictures that float round the world. In Bangladesh, as most of the
ladies we have surveyed on say, family culture and religious values that are trained by the
family are the main causes of gender gap in a job. Among the opposite causes, they feel that
citizens of our country have developed a scientific discipline to simply accept biasness and
discrimination in a job and works. Once this is often in the middle of lack of information and
awareness regarding labour and employment rights, discrimination becomes expected. The
world community agrees that the ultimate participation of males and females in
development activities, the millennium goal would never be achieved. We should,
therefore, begin outlining more problems, doable methods, semi-permanent and immediate
targets for gender equality and to remove all sorts of biasness and discrimination in a job
and guarantee a healthy work environment for girls.

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 Labaid Hospital
Labaid Specialized Hospital, a concern of Labaid Group is the only multi-disciplinary super-
specialty tertiary care hospital in Bangladesh, confidently providing comprehensive health
care with the latest medical, surgical and diagnostic facilities. These services are provided by
expert medical professionals, skilled nurses and technologists using state-of-the-art
technology.

Labaid Specialized Hospital has all the characteristics of a world-class hospital with wide
range of services and specialists, equipments and technology, ambience and service quality.
The hospital is a showcase of synergy of medical technology and advances in IT through
paperless medical records. The skilled nurses, technologists and administrators of Labaid
Specialized Hospital, aided by state-of-the-art equipments, provide a congenial
infrastructure for the medical professionals in providing healthcare of international
standards.

Inpatient facilities

 250 Inpatient Beds

 Adult Intensive Care Units
 Neonatal Intensive Care Unit

Outpatient facilities

 24-hour Emergency care

 Ambulance & Mobile Critical Care Fleet
 Outpatient Surgery Service

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Special Facilities

 10 Operation Theatres
 MRI, CT and Lithotripsy
 Digital Radiology

Labaid Group started rolling with the inception of Labaid Ltd in 1989. Since, it marches on and on,
blossomed into one of the fastest growing groups of companies mainly in health care services but
also in other fields like real state, agro farming, financial sector and education. The core of Labaid
Group is however, lies in health care services that have become the largest in private sector
healthcare. It ranges from sophisticated diagnostic facilities to hospital services especially in
specialized Medicare to manpower development in healthcare. Labaid cardiac Hospital is unique in
the cardiac care and hundreds of cardiac patients have so far been treated with precision, be it
cardiac surgery or interventional cardiology.

Labaid Specialized Hospital provides super specialty services like Kidney transplant, Liver
transplant, In-vitro-Fertilization (IVF), Hip and Knee Joint Replacement and sophisticated
laparoscopic general and gynaecological surgeries.

Labaid Group has already established a world standard pharmaceuticals industry

named Labaid Pharma. It is one of the finest pharmaceuticals in the country. Labaid
Pharmaceuticals is going to add an extra value for the patient and economy of our country.

Despite remarkable growth and development that have taken place in health care delivery
system in private sector, a staggering number of patients still stream to foreign lands for
better treatment 55% of whom are cardiac patients. A rough estimate has it that more than
US$ 200 million is siphoned off every year from state coffer to foot the bill of medical
treatment abroad.

Rapid urbanization, ever changing life style coupled with physical inactivity and unhealthy
food habit amongst urban population have contributed to increased incidence of heart
ailments in this category of people. Labaid Specialized Hospital, a super specialty hospital of
international standard manned by renowned cardiologists, cardiac surgeons and other
support staff shall play an all important role in providing optimum care and treatment to
cardiac patients of the country.

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 Findings from Labaid Hospital
After doing survey from Labaid Hospital finally I am successful to collect all the information
from the employees. I also find out their point of views towards the organization and
represent all the data in the following graphs.

Figure: 1 Home Town Diversity in Labaid Hospital

Hometown Diversity
7

6
6
5

4
4
3
3 3
2
2 2 2
1
1 1 1
0

After collecting all the information through questionnaires from different employees of
labaid Hospital, then sorting those data, and then analyzing those data, we can see that
there are almost 10 different district people working together in labaid Hospital. From the
calculations above, we found that most of the people working in labaid are from Dhaka and
Comilla. The figure above shows the home town diversity of employees in Labaid Hospital.
After collecting the data, the results were analysed and sorted out via a Histogram. The
diagram clearly shows the number of employees in different districts of Bangladesh. We can
see that out of 10 districts, Comilla, Pabna, Khulna, Munshigang, Narayanganj, Chittagong,
Sylhet, Dhaka, Rajshahi and Noakhali, 6 of the employees are from Dhaka district. After
Dhaka, 4 of the employees are from Comilla district and Pabna, Munshigang and
Narayanganj represents one employee from each district respectively. This shows that the
employees in Labaid are from different districts of Bangladesh and not from any particular
district.

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Figure 2 Length of Service in Labaid Hospital

Total Length of Service

Male Female

1
2 2 1 1

1 5 1 1 1

2
2 2 1 1

3 Years 4 Years 5 Years 6 Years 7 Years 8 Years 9 Years 10 Years 12 Years 13 Years

A nurse’s commitment is the most important factor that influences her performance and
depends on other variables. The purpose of this research was to study the relationship
between length of service of the nurses with the amount of occupational commitment and
organizational commitment. Labaid’s success depends heavily on employees, as they are
perhaps the only source of sustainable competitive advantage to organizations.
Understanding the process that leads to the increase of commitment in an organization is
critical for building stability and job security and increase of organizational effectiveness.
Regarding the role of nurses especially in hospitals, there is a strong need to increase their
commitment in institutions that provide health services to patients. The diagram above
represents the total length of service in terms of Male and Female. The blue bar represents
Male respondents and the green bar represents Female respondents. In terms of male,
maximum of the employees have a service length of 5 years whereas in terms of female,
most of them have service length of 3 years to 5 years. Only one male respondent has the
highest working experience of 13 years, whereas only one female respondent has the
highest working experience of 12 years. There are only two male and two female who has

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the lowest working experience of 3 years respectively. This shows that Labaid accepts
employees both with high working experience and low working experience.

Figure 3: Labaid’s hard/soft copy of Equal opportunity Policy/ Diversity Policy, and code of
Conduct

Answer

25

20

15

10

Yes
No

Yes No
Answer 0 25

It is very important that employees of an organization should have a copy of the

organization’s Equal opportunity Policy/ Diversity Policy, and code of Conduct. Though it is
not important for employees to keep these files with them all the time during their work,
but it is important for the company to hand them a soft copy or a hard copy of the policies
so that the employees can understand the organization’s mission, vision, goals and
objectives. It is also important for the company to ensure that their respective workers and
employees understand the company further. In case of labaid, from the Pyramid diagram
above, we can see that none of the respondents possesses any copy of the Equal
opportunity Policy/ Diversity Policy, and code of Conduct. This means that the employees of
Labaid do not have any idea of Labaid’s Equal opportunity Policy/ Diversity Policy, and code
of Conduct.

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Figure: 4 Women getting lower position in occupation because of gender

Gender Discrimination

28%

Yes
No

72%

Women are still less educated (in some countries) and more likely to suffer career
interruptions than men (primary because of childbearing), although the differences have
narrowed. Differences in education levels are still significant among older workers in some
countries but have almost disappeared among young workers. Recent studies of gender wage
differentials and discriminations have taken a new approach. A first set compare men and
women in especially homogenous groups, using extensive information on qualifications to
minimize the effect of gender differences in unmeasured characteristics. This survey which is
done in labaid hospital finds there is less number of Women who thinks they are getting
lower position in occupation because of gender. Over here we can see 72% employees are
saying that women are not getting lower position in occupation because of gender. On the
other 28% employees are saying women getting lower occupation because of gender. So we
can say that there is not that much of gender discrimination in Labaid, although the results
vary on the respondents’ point of view.

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Figure: 5 Men and Women treated equally at the work place in Labaid Hospital.

Men and Women treated equally at the work place

36%
Yes
No
64%

As the female labour force has steadily climbed over the past quarter-century, employers
have come a considerable way in implementing fair and equal workplace practices. All
societies assign roles and responsibilities to people, which differ according to gender. Such
differences can be reflected and magnified in the work place, thus preventing women and
men from obtaining desired employment or being treated with formality. As being a well-
known hospital in Bangladesh, Labaid should have an equal opportunity for their employees
but according to the pie chart above, it shows that 36% of the employees are saying Labaid
Hospital do not treat their employees equally in Recruitment, Training and Performance
Management, but on the other hand 64% of the employees are saying that they are.
Although the majority of the employees are saying that the male and female are being
treated equally, but 36% of the employees are saying no, which should have been much less
considering the previous diagram where it says 72% of the employees saying no gender
discrimination.

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 Problem Identified
After collecting all the information through questionnaires from different employees, then sorting
those data, and then analyzing those data, we can see number of experienced worker is less. Then
Labaid don’t provide any hard/soft copy of HR policies or code of conduct to their workers.
After doing full survey in figure 4 we can see that still 28% employees are saying Women
getting lower position in occupation because of gender which shows employees are de-
motivated with their job and not satisfied enough. In figure 5 we can see 68% employees
are saying men and women are treated equally at the work place but at the same time 36%
employees are saying they are not. It means in some sector Labaid is not practising equal
opportunity with their workers especially in recruitment, selection, training and
development. Another problem is that women face greater difficulties when trying to
balance work and family. Family and care responsibilities are not equally shared by parents,
and sometimes women cannot afford to employ childcare workers or day-care facilities.

Recommendation

From the survey as we found out workers performance depends on different variable.
Therefore to increase the number of worker working for long period of time Labaid should
provide some facilities like health insurance for the workers, (*add some more facilities
which they don’t provide). Workers usually forget the rules and regulation of their working
place. To keep them reminding it Labaid should hung the rules in workers common room or
organize a program once in a year for reminder. As shown in figure 4 and 5 there are some
gender discrimination in Labaid discrimination like giving female low rank job, or giving male
more priority when recruiting ,training, promotion etc. Labaid can reduce gender
discrimination by providing good training and create work environment friendlier. Labaid
should open an day care centre for the employees so that they can stay tension free and
work properly this is highly recommend to open a day care centre for the women.

Documenting and treating all Employees the Same

Most likely Labaid have terminated the employee who has filed the charges for business
reasons and not discrimination. Therefore, keeping detailed and up to date records are very
important. Be sure to document any disciplinary actions, counselling sessions and

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performance reviews. This will help show that as the employer Labaid provided several
warnings regarding work performance and attempted to help the employee reach the
expected standards. Be fair and consistent in the way Labaid treat all employees. Make sure
that policies in Labaid employee handbook are up to date and are being followed exactly the
same for everyone.

Have the Person who Hired the Employee Fire the Employee
The theory behind this step is that if the person willingly hired a woman, person of race,
certain religion, etc. It is improbable that the same person could later be accused of being
prejudice or discriminating. Along those lines, it is important to always have a witness when
warning or terminating an employee. Labaid should have someone who is in management,
who will not gossip, present while having the meeting with the employee. This will help
Labaid’s case if a problem comes up later.

Training
It is extremely imperative to properly train all interviewers and managers to be familiar with
discrimination laws. This will help Labaid to ensure that during an interview or a meeting
between a manager and current employee subjects that can be construed as discriminating
will not be approached.

Hospital Policies
Attack the uncomfortable topic of harassment and sexual harassment in Labaid employee
handbook. Be clear about what is considered harassment and sexual harassment and what
the consequences are for any employees found violating the policy. Again, in this step it is
imperative to treat all employees the same regarding harassment claims. It is also is very
important to take all claims seriously and conduct a thorough and proper investigation.
Additionally, have a written termination policy which explains how and why an employee
can be terminated. In most cases employment is at-will and the employment can be
terminated with or without cause.

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When Hiring, Stick to Job Requirements
Make all hiring decisions based on the requirements of the specific job and no other reason.
Be sure to select the person that best fits those requirements and that Labaid will feel will
be the best asset to Labaid’s hospital. Do not take into account any outside factors that may
lead to a discrimination lawsuit. A person does not have to be an employee of Labaid
Hospital to file a discrimination lawsuit. Someone can file a lawsuit against Labaid for not
hiring them if they believe or are led to believe it is because of discrimination or prejudice.

Conclusion

Discrimination is treating, or proposing to treat, someone unfavourably because of

a personal characteristic protected by the law. This includes bullying someone because of a
protected characteristic. Employers can be held legally responsible for acts of discrimination
and sexual harassment that occur at work or are connected to the workplace. Having a
strong and unambiguous equal opportunity policy is a powerful tool for preventing
discrimination and sexual harassment in the workplace. In addition to developing the right
policy for their workplace, employers of Labaid also need to take make sure that everyone
understands the policy and that it operates effectively in practice. Employers should also
establish a process for resolving complaints of discrimination that do arise. From the
following tables we can locate the other reasons of job satisfaction and dissatisfaction of the
supervisors. It may be suggested that the size of the Hospital should be kept limited to a
certain level so that job satisfaction become favorable for work.
Every industry should take suitable steps to improve the correlation between supervisors
and other sub ordinates and managers and to give the employees proper satisfaction
towards the work. And every industry should think of their employees desires and working
capabilities to recruit them and convince them at the maximum level.

Page 22 of 24
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