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Title:Diskriminacija v organizacijah pri zaposlovanju in na delovnem mestu
Authors:Perkovič, Urška (Author)
Potočan, Vojko (Mentor) More about this mentor... New window
Files:.pdf MAG_Perkovic_Urska_2021.pdf (2,57 MB)
MD5: 12C6F951BEC286369406C723E04E7E6A
 
Language:Slovenian
Work type:Master's thesis/paper (mb22)
Typology:2.09 - Master's Thesis
Organization:EPF - Faculty of Business and Economics
Abstract:Diskriminacija predstavlja neenako obravnavo ljudi, ki se od drugih razlikujejo po svojih osebnih okoliščinah. Lahko gre za spol, starost, vero, etnično ali rasno pripadnost, narodnost, spolno usmerjenost, zunanji videz, invalidnost, družbeni položaj ali kaj podobnega. Gre za lastnosti, ki so posamezniku bile prirojene, izhajajo iz razmer v okolju kjer posameznik živi ali so bile oblikovane pod vplivom okolja, v katerem posameznik deluje. Diskriminacija se lahko izraža na različne načine kot npr. sovražni govor, viktimizacijo, dajanje navodil in pozivanje k diskriminaciji, etnično profiliranje in skozi druge pojavne oblike. Diskriminacija se pogosto pojavlja tudi v sklopu aktivnosti, pri katerih v zameno dobimo dobrine, ki so večini nuja za samo preživetje, kot sta zaposlovanje in delovno mesto. Pri tem se posamezniki ali skupine lahko z diskriminacijo srečujejo skozi celotno življenje od izobraževanja, do zaposlovanja in usposabljanja, napredovanja, pri prekinitvi delovnega razmerja ter drugih komponentah dela, kot so na primer komunikacija, delovne naloge, delovni čas, plača in drugi prejemki od dela. Poleg tega pa se žrtve diskriminacije, v kolikor se osredotočimo le na negativno diskriminacijo, soočajo s številnimi negativnimi situacijami, ki bistveno vplivajo na njihovo psihično in fizično zdravje. Posledično se to v organizaciji odraža kot slabše opravljeno delo, večja odsotnost z dela, slabi odnosi in komunikacija, odpor do službe in podobno, pri čemer pa vse to lahko negativno vpliva na finančno stanje in ugled organizacije. Seveda pa je od posameznika do posameznika odvisno, kako se bo le-ta v danih okoliščinah na diskriminacijo odzval. V Sloveniji je pogosta diskriminacija na podlagi spola, ki se različno odraža pri zaposlovanju in na delovnem mestu. Največkrat je ranljivejši ženski spol, kar lahko vodi v razmere, kjer so ženske slabše plačane, ne napredujejo tako hitro kot moški spol in zasedajo hierarhično nižja delovna mesta. Na drugi strani pa si za nekatera dela delodajalci želijo ravno ženski spol, na primer predvsem zaradi njihovega zunanjega videza ali ker je bilo že v zgodovini takšno delo v domeni žensk, kjer pa pride do izraza diskriminacija moških. Enakopravnost spolov v Sloveniji ureja niz izhodišč, zakonov, predpisov, pa tudi priporočil nevladnih organizacij, ki so namenjeni preprečevanju diskriminacije, poleg tega pa smo zaradi članstva v Evropski uniji pridobili še dodatne smernice in predpise za njeno preprečevanje, enako velja za mednarodna združenja. Kljub temu pa bi bilo potrebno nadaljevati z razvojem zakonodaje in prakse zagotavljanja enakopravnosti spolov ter dodatnim normativnih urejanjem vseh področij delovanja družbe.
Keywords:diskriminacija, neenakost, spol, zaposlovanje, delovno mesto
Year of publishing:2021
Publisher:U. Perkovič
Source:[Maribor
UDC:316.647.82:331.5
COBISS_ID:69464067 New window
Views:116
Downloads:36
Metadata:XML RDF-CHPDL DC-XML DC-RDF
Categories:EPF
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Licences

License:CC BY-NC-ND 4.0, Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International
Link:http://creativecommons.org/licenses/by-nc-nd/4.0/
Description:The most restrictive Creative Commons license. This only allows people to download and share the work for no commercial gain and for no other purposes.
Licensing start date:12.04.2021

Secondary language

Language:English
Title:Discrimination in organizations in recruitment and the workplace
Abstract:Discrimination is unequal treatment of people whose personal circumstances differ from others. The difference can be in gender, age, religion, ethnic or racial affiliation, nationality, sexual orientation, appearance, disability, and social status, among others. These are either traits inherent to the individual, traits deriving from the conditions in the environment where the individual lives, or traits influenced by the individual’s environment. Discrimination is expressed through harassment, hate speech, victimization, instruction-giving and calls for discrimination, ethnic profiling, and through other manifestations. It is not limited only to free time, socializing and the like; it also occurs in the context of activities in which, in exchange for our effort, we receive goods that are necessary for survival, such as employment and workplace. Individuals or groups can face discrimination throughout their lives, from the start of education, through employment and training, in promotion, termination of employment and other components of work, such as communication, work assignments, working hours, salary and other remuneration. In addition, victims of discrimination, if we focus only on negative discrimination, face a number of negative situations that significantly affect their mental and physical health. As a result, this is reflected in poorer quality of the work, higher absence rate, poor relationships and communication in the organization, resistance to work and similar, all of which can negatively affect the financial situation and reputation of the organization. Of course, it depends on the individual how they react to discrimination in a given circumstance. In Slovenia, a common type of discrimination is one based on gender, which is reflected differently in employment and in the workplace. Gender discrimination most often affects the female gender, which can lead to situations where women are paid less, do not progress as fast as men and occupy lower positions in the organization hierarchy. On the other hand, for certain jobs, employers prefer women, for example, because of their appearance or because in history, such work has been in the domain of women. In such fields, discrimination against men is prominent. Gender equality in Slovenia is regulated by a series of starting points, laws, regulations, as well as recommendations of non-governmental organizations aimed at preventing discrimination. In addition, membership in the European Union has provided additional guidelines and regulations for its prevention; the same applies to international associations. Nevertheless, it would be necessary to continue with the development of legislation and improving the practice to ensure gender equality and additional normative regulation of all areas of society.
Keywords:discrimination, inequality, gender, employment, workplace


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