Discrimination in the workplace: 5 examples and solutions

Despite numerous efforts towards equality, discrimination in the workplace continues to be an issue that has serious consequences for those affected and for the company itself. Discrimination is an unjustified disadvantage or disparagement based on personal characteristics such as gender, age, origin, sexual orientation or disability. Such unequal treatment not only leads to frustration and psychological stress for employees, but also has a negative impact on the corporate culture, productivity and image of an organisation. This article highlights the different types of discrimination, provides examples and solutions from everyday professional life, and shows ways in which companies can actively combat discrimination.

Types of discrimination in the workplace

In principle, discrimination in the workplace, both in the office and in hybrid working models, can be traced back to the following five reasons:

1. Gender discrimination
2. Age discrimination
3. Ethnic discrimination
4. Discrimination based on sexual orientation
5. Discrimination based on disability
   

It should be noted that each of these types of discrimination not only affects those affected, but also the overall working environment, and therefore requires targeted measures to prevent it. The following examples explain in more detail what these different types of discrimination in the workplace might look like in practice.

Example 1 – Gender discrimination: Unequal pay for men and women

A classic example of discrimination is the so-called ‘gender pay gap’, in which women with the same qualifications and work performance often earn less than their male colleagues. Women in management positions or in occupations traditionally considered ‘male’ are particularly affected.

Solution: To avoid this, companies should regularly review their salary structures and introduce standardised remuneration guidelines. Transparency in terms of salaries and promotion criteria also ensures fairness and reduces unconscious bias. In addition, regular audits can help to identify and correct inequalities.

2. example – age discrimination: discrimination in job applications

Older applicants are often disadvantaged because they are perceived as less flexible or less tech-savvy. Conversely, younger employees are often devalued as ‘too inexperienced,’ even if they have the necessary qualifications.

Solution: Age-neutral job ads and objective selection criteria reduce the risk of discrimination. Applicants should be judged on the basis of their abilities, not their age. Workshops for managers can also help to reduce age stereotypes and promote diversity in the team.

Example 3 – Ethnic discrimination: Exclusion based on origin

Employees with a migration background often report prejudice or a feeling of being excluded. This can manifest itself in

• derogatory comments,
• unequal chances of promotion or
  
• deliberate disadvantage in projects and tasks.

Solution: An open corporate culture that views diversity as an asset is crucial. Intercultural training and regular discussions create awareness of the problem. Discriminatory behaviour should also be consistently punished to set a clear example.

4. example - discrimination based on sexual orientation: segregation as a result of LGBTQ+ affiliation

LGBTQ+ employees often experience discrimination in the form of derogatory comments, a lack of respect or exclusion from social groups within the company. In some cases, they are also overlooked for promotions.

Solution: A clear anti-discrimination policy, supported by diversity and inclusion training, can address such issues. The introduction of an anonymous reporting system enables those affected to report cases of discrimination without fear of repercussions. In addition, companies can support LGBTQ+ networks to promote a stronger community.

5. example - Discrimination on the basis of disability: unfair treatment due to impairments

People with disabilities are often hindered in their daily work by inadequate accessibility or prejudice. Some employers are reluctant to hire them because they wrongly suspect higher costs or lower performance.

Solution: Companies should offer accessible workplaces and flexible working arrangements to provide equal opportunities for employees with disabilities. Awareness-raising campaigns and legal training are also helpful in reducing prejudice. Furthermore, it is recommended to hire an inclusion officer to ensure that the needs of those affected are taken into account.

Impact of discrimination in the workplace

Nowadays, employees are much more likely to face challenges such as numerous changes in the way they work or structural adjustments, which is why discrimination should not be added as an additional burden. The consequences of this are far-reaching for both the employees concerned and the company. In terms of employees, such exclusion can have the following effects:

1. It can trigger serious psychological stress, such as stress, depression or burnout.
   
2. cause of physical symptoms such as sleep disorders or cardiovascular problems
3. cause of loss of motivation and career setbacks, which often force employees to leave the company.
   

But the effects are also significant for companies:

1. Discrimination leads to a deterioration of the working atmosphere
2. The declining employee motivation also leads to an increasing fluctuation
3. Damage to the reputation of the organisation
   

Companies that ignore the issue of discrimination in the workplace also risk legal consequences that can result in further financial and reputational damage!

Prevention and action against discrimination

To effectively prevent discrimination in the workplace, companies must therefore pursue a clear strategy that focuses on prevention and integration. This includes the following measures:

• Building an inclusive corporate culture is the first step in the right direction and is extremely important. Respect and appreciation should be embedded in all areas of the organisation, supported by workshops and training courses that raise awareness among managers and employees.
  
• Another important step is to set up anonymous complaints offices where employees can safely report experiences of discrimination. Transparent and consistently implemented guidelines strengthen trust in the company and encourage those affected to seek support.
• In addition, internal processes such as salary structures, promotion guidelines and the distribution of tasks should be regularly reviewed to ensure that they are fair and non-discriminatory.
  

Companies that actively combat discrimination not only promote the well-being of their employees, but also position themselves as attractive and forward-thinking employers.

Overcome discrimination in the workplace together!

Inequity in the workplace has a negative impact on those affected and on companies, whether it be through psychological stress, physical complaints or a loss of motivation among employees. For organisations, such problems often lead to fluctuation, a poor working atmosphere and reputational damage. To counteract this, a fair and inclusive corporate culture is needed, which, among other things, requires clear measures such as training, anonymous complaints offices and regular reviews of internal processes. Companies that actively promote diversity and resolutely fight discrimination create a respectful working environment and thus ensure their long-term success!