In the context of employment, discrimination can generally be defined as the treatment of a group or individual less well in hiring, recruiting, or any other conditions and terms of job because of the behavior of the group or person's color, race, religion, age, national origin, sex, veteran or disability status. These categories are defined as protected groups as they are identified for protection by the EEO (Equal Employment Opportunity). Subcategories of individuals within each protected category are called protected groups. EEO laws offer protection from unlawful discrimination to all protected classifications and not just minority groups. Therefore, employment discrimination against a man is simply as illegal as discrimination against a woman. The only exception to this law involves the application of an affirmative action program (as explained below) under which, under certain circumstances, it allows employers to preferentially treat employees of a particular protected group. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an Original Essay Employee (male or female) refers to people who perform different roles, responsibilities and duties in order to achieve the objectives of an institution or organization . Organizational performance and productivity are affected by worker performance, and employee performance is affected by gender discrimination. An employee performs tasks essential to the survival of the organization regardless of gender. Hameed & Waheed's 2011 research aimed to establish certain dimensions and factors of gender discrimination responsible for impacting employee productivity or performance. They established two dimensions of gender discernment that are included in this work. This is sexual discrimination in structures and promotion. Furthermore, gender discrimination in structures and promotions is more responsible for a worker's performance level. Gender discrimination can exist in several areas which include differences in wages and salaries, discrimination in promotions, inequality related to different facilities and goods given to different genders, and discrimination in hiring. An employee is seen as the backbone of a company and performs key tasks responsible for the well-being of the company. Therefore, a worker's productivity is affected by sex discrimination. According to Hameed & Waheed, 2011, men dominate the employment industry in Pakistan and therefore enjoy job preferences. According to the Victorian Equal Opportunity and Human Rights Commission, 2016, there are two types of discrimination; direct and indirect. The first refers to discrimination in which an individual sets out to treat or treats someone unfavorably because of personal characteristics protected by law. This often occurs because individuals make unfair assumptions about the abilities of people with particular personal characteristics. For example, refusing to hire someone because of their age when an employer considers them too old to absorb new skills. Indirect discrimination occurs in situations where unreasonable conditions are imposed that disadvantage the individual who possesses personal characteristics protected by law. It also occurs when a workplace practice/behavior and policy appears the same to all employees, but disadvantages someone due to legally protected personal characteristics. For example, the need for workers to work 12-hour shifts may seem like itfair treatment for all employees. However, this move disadvantages workers with caring or family responsibilities. If the policy is unreasonable, it is called indirect discrimination. Sexual harassment is unwanted behavior of a sexual nature. It consists of practices that could reasonably be expected to make an individual feel humiliated, intimidated or offended. Sexual harassment can be verbal, written or physical. It is illegal to assist or enable another person to sexually harass or discriminate against someone. This implies that you should not instruct, ask or encourage anyone else to take such actions. Victimization refers to the threat of subjecting or subjecting an individual to unfavorable conditions because he or she has asserted his or her rights under the Equal Opportunity Act, helped someone else file complaints, refused to take an action that results in discrimination, victimization and sexual harassment or even filed a complaint themselves. According to Advameg, Inc, 2016, the Civil Rights Acts of 1964 and 1991 prohibit sex discrimination. Pager & Shepherd, 2010 identifies an essential feature of all definitions of discrimination as the focus on behavior. Discrimination is different from racial attitudes (prejudices), racism (ideologies), and racial stereotypes (beliefs) that can be linked to racial disadvantage. Discrimination may be motivated by racism, stereotypes and prejudice, but the meaning of discrimination does not presuppose any fundamental cause. While some significant gains have been made in racial minority workforce prominence, notable disparities still remain. Compared to whites, African Americans are twice as likely to be unemployed (Hispanics are only slightly unemployed). Furthermore, according to Pager & Shepherd, 2010, the wages of both Hispanics and blacks continue to lag behind those of whites. Numerous studies have assessed the extent to which discrimination is responsible for shaping current labor market discrepancies. Stigma is both a distal and proximate cause of employment inequality for people with mental disabilities who encounter direct discrimination due to prejudice from fellow workers and attitudes of employers. and indirect discrimination due to structural barriers against competitive work, widespread policy neglect, and past patterns of disadvantage (Stuart & Heather, 2006). In this context, legislative policies and modern mental health rehabilitation that focus on full social participation and citizens' rights are to be welcomed. However, Stuart and Heather, 2006 complain that recent findings show that laws remain susceptible to the same prejudicial behaviors they are supposed to reduce. The ADA (Americans with Disabilities Act) of 1990 was formulated to abolish discrimination against people with special abilities (Advameg, Inc, 2016). Hameed & Waheed, 2011 ascertains that human resource managers must pay attention in promoting and hiring workers and providing benefits to employees so as to avoid any gender bias due to its direct relationship with worker productivity and which can reduce the productivity of an organization. Furthermore, they should provide goods and facilities based on the ratio of men to women. The promotion of workers must also be based on seniority and merit. HR managers should appreciate the importance of women employees and recognize the international scenario of hiring quotas and equal representation and structures of women in.