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What can organizations do to eliminate the workplace inequalities experienced by minority groups?

Workplace inequalities in the case of minority groups are still a burning issue in the case of organizations, which ultimately impacts organizational performance. Employees are discriminated on the basis of different elements of diversity (Monks, 2007; Noon, 2010). It is viable for organizations to consider diversity positively and use the potential of different individuals to attain a better position of performance (Saint-Paul, 2008). Minority groups face the problems of biases and discrimination in competitive organizational settings. It is crucial for organizations to critically consider the issue of inequalities that exist in the case of minority groups and take necessary measures to effectively address this particular issue.

The Department of Human Resources in any organization can play a major role in effectively dealing with the issues concerning the paradigm of different minority groups working in the organization (Elliott & Smith, 2004; Syed & Özbilgin, 2009). Better intervention and communication at all levels of the organization can help all the employees understand each other’s concerns and avoid discrimination against any worker (Richards, 2001).

It is suggested that organizations promote the prospect of teamwork to achieve organizational goals and objectives (Castilla, 2011; Pettit & Hook, 2009). Organizations can adopt the aspect of the necessary training to deliver necessary knowledge to all employees about the features of diversity and to work effectively with each other without the negative consideration of any ethnic group (Williams & Adam-Smith, 2010). Different practices related to -racism flatmates make working conditions more feasible for minority groups working in the organization. Proper and effective alignment of the organizational culture with the specific needs of the minority groups helps them to understand the particular approach of the organizations (Clarke & Gribling, 2008). Timely and effective feedback from all the employees also helps organizations identify issues related to equality and take necessary measures to eliminate the feature of inequalities in the case of minority groups.


Castilla, E. J. (2011). Bringing managers back in: Managerial influences on workplace inequality. American Sociological Review, 76(5), 667–694.

Clarke, L., & Gribling, M. (2008). Obstacles to diversity in construction: the example of Heathrow Terminal 5. Construction Management and Economics, 26(10), 1055–1065.

Elliott, J. R., & Smith, R. A. (2004). Race, gender, and workplace power. American Sociological Review, 69(3), 365–386.

Monks, K. (2007). The business impact of equality and diversity: The international evidence. -4266.

Noon, M. (2010). The shackled runner: time to rethink positive discrimination? Work, Employment and Society, 24(4), 728–739.

Pettit, B., & Hook, J. L. (2009). Gendered tradeoffs: women, family, and workplace inequality in twenty-one countries. Russell Sage Foundation.

Richards, W. (2001). Evaluating equal opportunities initiatives: the case for a ‘transformative’agenda. In Equality, diversity and disadvantage in employment (pp. 15–31). Springer.

Saint-Paul, G. (2008). Innovation and inequality: how does technical progress affect workers? Princeton University Press.

Syed, J., & Özbilgin, M. (2009). A relational framework for international transfer of diversity management practices. The International Journal of Human Resource Management, 20(12), 2435–2453.

Williams, S., & Adam-Smith, D. (2010). Contemporary employment relations: A critical introduction. Oxford University Press.



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