Treating a worker less favorable from other is considered discrimination.

The Employment Equality Acts 1998-2015 defines that if someone is treated less favorable based on the following grounds, is considered discrimination:Gender.Religion: religious background, outlook.Race: skin color, ethnic origin.Disability: which includes people with a range of medical disabilities.Sexual Orientation: which includes lesbian, gay, bisexual.       Traditional cultural practices reflect morals and principles held by members of a community for periods often covering generations.

Every social grouping in the world has certain traditional cultural practices and beliefs, some of which are valuable to all members, while others are damaging to others, such as women. These harmful customary practices include female genital mutilation (FGM); early marriage; forced feeding of women; the various taboos or acts which avert women from controlling their own potency; dietary taboos and traditional birth practices; preference of having son and its implications for the status of the girl child; female infanticide; early pregnancy; and dowry price. Notwithstanding their unsafe nature and their desecration of international human rights laws, such practices exist because they are not asked and take on an aura of morality in the eyes of those practicing them.Discrimination also contributes to acculturation stress. Acculturation stress has been related with amplified despair in immigrants (Heilemann et al., 2002). It also has been linked with higher likelihoods of a past suicide attempt amid immigrants equated with those born in the United States (Gomez et al., 2011).

Further, acculturative stress and perceived discrimination have been found to be solid forecasters of futility and depressive signs among Asian Americans, Latina/os, and Native Americans (Fritz et al., 2008; Kalibatseva and Leong, 2011; LaFromboise et al., 2010; Stein et al.

, 2012). On the other hand, the experience of favoritism or discrimination may raise resilient connections to one’s own culture as young adults reject burdens to adapt and embrace to the dominant society and instead preserve norms, attitudes, conducts, and practices of their home culture (Padilla, 2002). Deeper knowledge of this possibly protective process is needed.Gender inequality in organizations is a multifaceted phenomenon that can be seen in organizational structures and practices. For women, some of the most harmful gender inequalities are endorsed within human resources (HRs) practices. This is because HR policies (i.

e., decision-making, and their portrayal) affect the hiring, training, compensation, and promotion of women. Both the objective drawbacks of lower pay, status, and prospects at work, and the subjective experiences of being defamed, affect women’s psychological and physical stress, mental and bodily health (Goldenhar et al., 1998; Adler et al., 2000; Schmader et al., 2008; Borrel et al., 2010),job satisfaction and organizational obligation (Hicks-Clarke and Iles, 2000), and eventually, their performance (Cohen-Charash and Spector, 2001).


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