Ethics

Employees as Stakeholders

Employees have a vested interest in the success of the organization.

Employees' Rights

Entitlements and protections for employees in the workplace.

Making Fair Decisions

Using ethical principles to ensure fairness in decision-making processes.

Ethical Responsibilities of Corporations

The obligations of corporations to provide a safe workplace, fair compensation, and respect for employees' privacy.

Good managers model ethical behaviour

Managers set an example by behaving ethically in the workplace.

Crucial stakeholders

Employees who are closely integrated into the organization.

Most important production factor

Employees are the key factor in the production process.

Employer-Employee relationships

The legal contracts that govern the relationship between employers and employees.

Asset specificity

The time and effort spent on developing assets specific to an employer.

Externalities on Both Sides

Costs and uncertainties that affect both employees and employers.

Physical move to take up the job

The relocation required for an employee to accept a job offer.

Investments in education or special training

The time and money spent by employees to acquire the necessary skills for their job.

Cannot control 100 percent of the activities of employees

Employers have limited control over the actions of their employees.

Knowledge of workers cannot be controlled

Employers cannot control or restrict the knowledge possessed by their employees.

Uncertainties about hiring

The risks and uncertainties associated with the hiring process.

Role of workers' rights in protecting employees

The importance of protecting employees' rights to ensure their well-being and fair treatment.

Right to freedom from discrimination

The entitlement to be free from unfair treatment based on race, gender, religion, disability, etc.

Equal Opportunities in the workplace

Ensuring that all individuals have an equal chance to succeed in the workplace.

Right to privacy

The right to control personal information and maintain privacy in the workplace.

Health and Drug Testing

Testing employees for health conditions or drug use.

Right to due process

The right to fair treatment and procedures in employment decisions such as promotion or firing.

Right to participation and association

The right to have a say in work-related matters and join trade unions.

Right to healthy and safe working conditions

The right to work in an environment that is free from hazards and promotes well-being.

Worker conditions

The conditions in which employees work, including safety and health.

Right to fair wages

The entitlement to receive fair and reasonable compensation for work.

Whistleblowing

Reporting unethical or illegal activities within an organization.

Right to freedom of conscience and speech

The right to express one's beliefs and opinions without fear of retaliation.

Right to work

The right to fair treatment in the job application and recruitment process.

Preferential treatment not directly related to performance

Giving advantages or disadvantages to employees based on factors unrelated to job performance.

Categories of Discrimination

Different types and classifications of discrimination.

Institutional Vs Individual

Discrimination that is systemic or individual in nature.

Regularized vs isolated discrimination

Discrimination that is sporadic or consistent over time.

Unintentional Vs Intentional

Discrimination that occurs without intent or with deliberate intent.

Inferiority (Hierarchical) Vs Aptness (Horizontal)

Discrimination based on hierarchical or horizontal differences.

Racial Discrimination

Discrimination based on a person's race or ethnicity.

Decision based on the person's membership in a certain racial group

A decision made by an employer that is influenced by the race or ethnicity of the individual.

Decision rests on unverified or unreasonable stereotypes or generalizations - race

A decision made by an employer that is based on unfounded or irrational beliefs about a racial group.

Gender Discrimination

Discrimination based on a person's gender.

An employment decision affects an employee or applicant adversely or positively

A decision made by an employer that has a negative or positive impact on an employee or job applicant.

Decision based on the person's gender

A decision made by an employer that is influenced by the gender of the individual.

Decision rests on unverified or unreasonable stereotypes or generalizations - gender

A decision made by an employer that is based on unfounded or irrational beliefs about a gender.

Equity in the workplace

A plan to address and rectify inequities in the workplace.

Problem Awareness

Recognizing and acknowledging the existence of a problem.

Root cause analysis

Identifying the underlying causes of a problem.

Empathy

Understanding and sharing the feelings of others.

Strategies for addressing the problem

Developing and implementing actions to solve the problem.

Sacrifice or willingness to invest the time, energy, and resources necessary

Being prepared to make sacrifices and allocate resources to address the problem.

Workplace Harassment

Unwanted and offensive behavior that creates a hostile work environment.

Employers have an ethical and legal duty to provide a workplace free of harassment

Employers are responsible for creating a work environment that is free from harassment and treats all employees with dignity and respect.

Setting where employees can thrive and be productive

Creating an environment that allows employees to excel and perform their best.

Sexual harassment

Unwelcome sexually-oriented behavior that makes someone feel uncomfortable at work.

Quid Pro quo

A situation where sexual favors are demanded or implied as a requirement for advancement in the workplace.

Hostile work environment

A work environment that is uncomfortable or intimidating due to unwelcome actions or comments related to sexuality.

Sexual harassment

_____ is considered a form of discrimination and unfairly affects job satisfaction, advancement, and retention based on factors other than job performance.

Survey results (sexual harassment)

Statistics and findings from surveys on the prevalence of sexual harassment in the workplace.

Human Resources Professionals Association

An organization that surveyed its members on sexual harassment in the workplace.

Navigator survey

A survey conducted by Navigator that gathered data on the prevalence of sexual harassment in the workplace.

Gandalf Group

A group that conducted a survey on sexual harassment in the workplace.

Recommendations from Human Resources Professionals Association

Suggestions and proposals from the Human Resources Professionals Association to address sexual harassment in the workplace.

Zero-tolerance culture when it comes to sexual harassment

Promoting a workplace culture that does not tolerate sexual harassment in any form.

Stand-alone policy to specifically address sexual assault and harassment

Implementing a policy that specifically focuses on preventing and addressing sexual assault and harassment in the workplace.

Clearly defines what constitutes sexual assault and harassment

Providing a clear definition of what actions and behaviors are considered sexual assault and harassment.

Training sessions for employees on what to do if harassed and training for supervisors on how to prevent harassment

Providing education and training to employees and supervisors on how to handle and prevent harassment in the workplace.

Responding to Discrimination

Addressing and taking action against discriminatory practices in the workplace.

Equal Opportunity Employer

An employer that promotes procedural justice and equal opportunities for all job applicants.

Affirmative action

Deliberate attempts to target under-represented groups and promote diversity and inclusion.

Trent University - Employment Equity Policy

The employment equity policy of Trent University that aims to promote fairness and equal opportunities in employment.

Affirmative Action Programs

Programs and initiatives aimed at addressing historical inequalities and promoting diversity and inclusion.

Reverse Discrimination

The idea that affirmative action itself can be discriminatory.

Individual's right to control information about oneself

The right of individuals to have control over their personal information.

Physical Privacy

The right to one's own physical space and boundaries.

Social Privacy

The freedom to engage in social interactions without intrusion or surveillance.

Informational Privacy

The protection of private data and information of employees.

Psychological Privacy

The right to emotional and cognitive privacy, including thoughts and feelings.

Appropriate procedures for treating workers

Establishing fair and consistent procedures for dealing with employees.

Promotion Criteria

The criteria used to determine promotions, such as performance and seniority.

Downsizing

The process of reducing the workforce, including providing advance notice and severance packages.

Employees should have certain influence on their tasks, job environments, and company's goals

Employees should have a say in their work, work environment, and the direction of the company.

Employee Unions

Organizations that act as advocates for employees and negotiate on their behalf.

Advantages of employee unions

Increased pay and benefits

Union dues/fees

Fees paid by union members to support the union's activities.

Formal dispute resolution process

A structured process for resolving conflicts and disputes between employees and employers.

A potential disadvantage of employee unions is

that they may create a closed culture that makes it difficult to diversify the workforce.

Set social and industry norms

Employee unions can help establish norms and standards within a specific industry or profession.

Strikes in Hollywood

Instances of actors and writers going on strike to demand better wages, benefits, and job security.

Often regulated by existing laws

Working conditions are typically governed by laws and regulations.

Companies/Employees may cut corners

Companies and employees may take shortcuts or disregard safety regulations to save time or money.

Principle of informed consent

The idea that individuals should be provided with information about the risks involved in their job and give their consent.

Adequate compensation

Providing fair and sufficient compensation for employees in high-risk jobs.

When introducing new technologies we shoudl consider..

the potential risks and taking precautionary measures

Protected through regulation to some extent

Fair wages are partially ensured through government regulations, such as minimum wage laws.

Basis for determining fair pay

Factors considered when determining fair compensation, such as hours worked and risks involved.

Performance related pay

Compensation that is tied to an employee's performance.

Greater economic significance that company's policy

The importance of fair wages extends beyond the company's policies and has broader economic implications.

Unfair Wages: The gender pay gap

The disparity in wages between men and women.

when making decisions about wages Managers ....

need to consider both short-term profits and long-term sustainability

Difference between wages earned by men and wages earned by women

The gap in earnings between men and women in the workplace.

Possible reasons for this gap?

Factors that contribute to the gender pay gap, such as occupational segregation and discrimination.

Unfair Wages: Executive Compensation

The issue of excessive executive compensation compared to the wages of other employees.

Nepotism

Granting preferential treatment to family members in employment decisions.