The Effects of Discrimination on Employee Engagement

The Effects of Discrimination on Employee Engagement

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The Effects of Discrimination on Employee Engagement

Discrimination can have a significant impact on employee engagement in the workplace. Discrimination can take many forms, including racial, gender, age, and religious discrimination, among others. When employees experience discrimination, they may feel disrespected, devalued, and excluded. This can lead to a range of negative emotions, including anger, frustration, and sadness.

Employee engagement is defined as the emotional and cognitive commitment an employee has towards their organization and its goals. When employees are engaged, they are more productive, more likely to stay with the organization, and more likely to provide high-quality work. Discrimination can undermine this engagement, as employees who feel discriminated against may not feel invested in the organization and its goals.

One of the most damaging effects of discrimination on employee engagement is its impact on trust. Employees who experience discrimination may not trust their colleagues, managers, or the organization as a whole. This can create a toxic work environment, where employees are less likely to collaborate and more likely to keep to themselves. The lack of trust can also make it more difficult for employees to feel connected to the organization, as they may not believe that the organization truly values them.

Another way that discrimination can impact employee engagement is through its effects on motivation. Employees who experience discrimination may feel demotivated, as they may not feel valued or appreciated by their colleagues or managers. This can lead to decreased job satisfaction, as well as decreased motivation to perform well at work. Employees who feel demotivated may not put in the same effort into their work, which can lead to decreased productivity and a drop in overall job performance.

Discrimination can also have a negative impact on employee morale. Employees who experience discrimination may feel isolated and excluded from their colleagues, which can lead to decreased job satisfaction and decreased morale. This can lead to a negative work environment, where employees may be less likely to feel positive about their work and more likely to feel unhappy in their job. A negative work environment can be contagious, spreading from employee to employee, which can have a ripple effect on the entire organization.

In addition to these negative effects, discrimination can also lead to high levels of stress and anxiety for employees. When employees experience discrimination, they may feel threatened and vulnerable, which can lead to increased stress levels. This can make it more difficult for employees to focus on their work, and it can lead to decreased job performance. In some cases, discrimination can even lead to physical and mental health problems, which can further impact employee engagement.

It is important for organizations to address discrimination in the workplace in order to maintain high levels of employee engagement. One way to do this is to create a culture of inclusiveness and diversity, where all employees are valued and respected. This can be achieved through initiatives such as diversity and inclusion training, anti-discrimination policies, and regular feedback and open communication between employees and managers.

Another way to address discrimination is to provide support for employees who experience it. This may include providing access to counseling services, providing a safe space for employees to discuss their experiences, and implementing a system for reporting and addressing incidents of discrimination. By providing support for employees, organizations can help to alleviate the negative effects of discrimination and maintain high levels of employee engagement.

In conclusion, discrimination can have a significant impact on employee engagement in the workplace. Discrimination can lead to decreased trust, decreased motivation, decreased morale, increased stress and anxiety, and decreased job performance. In order to maintain high levels of employee engagement, it is important for organizations to address discrimination and create a culture of inclusiveness and diversity. By providing support for employees who experience discrimination, organizations can help to alleviate the negative effects of discrimination and maintain high levels of employee engagement.

RUBRIC
Excellent Quality 95-100%	Introduction 45-41 points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.		Literature Support 91-84  points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.			Methodology 58-53 points Content is well-organized with headings for each slide and bulleted lists to group related material as needed. Use of font, color, graphics, effects, etc. to enhance readability and presentation content is excellent. Length requirements of 10 slides/pages or less is met.
Average Score 50-85%	40-38 points More depth/detail for the background and significance is needed, or the research detail is not clear. No search history information is provided.		83-76  points Review of relevant theoretical literature is evident, but there is little integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are included. Summary of information presented is included. Conclusion may not contain a biblical integration.			52-49  points Content is somewhat organized, but no structure is apparent. The use of font, color, graphics, effects, etc. is occasionally detracting to the presentation content. Length requirements may not be met.
Poor Quality 0-45%	37-1 points The background and/or significance are missing. No search history information is provided.		75-1 points Review of relevant theoretical literature is evident, but there is no integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are not included in the summary of information presented. Conclusion does not contain a biblical integration.			48-1 points There is no clear or logical organizational structure. No logical sequence is apparent. The use of font, color, graphics, effects etc. is often detracting to the presentation content. Length requirements may not be met
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