The ways in which managers should address oppression and inequality issues within the organisations

The ways in which managers should address oppression and inequality issues within the organisations
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Despite the existence of laws that prohibit inequality and oppression in organisations, there has been a continued trend of perpetuating these discriminatory vices in various organisations throughout the world. Mostly, this has resulted in the organisation employees facing unique challenges associated with organisational policies and activities as well as individual actions (Arredondo, 1996). Moreover, as the workplaces continue to increasingly become more diverse than before, the need for the organisation managers to devise effective ways of addressing the inequality and oppressive behaviours within the organisations they manage has become an inevitable undertaking. This is mainly because regardless of perpetuation of oppression and discrimination in organisations made unconstitutional in most of the countries globally, these behaviours have been persistent thereby necessitating the need for the managers of all organisations to prioritise interventions that address these vices (Thompson, 1997).
Mostly, the inequality and oppression in organisations has been practised on the basis of an employee’s race or ethnicity, gender, age or socio-economic status. Hence, inequalities and oppression in organisations exist depending on the racial background of the employee where those from minority groups are often prone to discrimination and oppression (Hassard & Pym, 1995). This also occurs on the basis of their gender where women usually tend to be more prone to these vices in comparison to their male counterparts. Therefore, inequality and oppressive behaviours in organisations in most cases lead to employment process biases, disparity in remuneration for same job, difficulties in promotion and advancement as well as emotional and psychological distress (Arredondo, 1996). Thus, in order to universally motivate all the employees and improve the organisation’s performance and profitability which leads to market competitiveness, the need for the managers for these organisations to effectively address these challenges cannot be underestimated.
Moreover, since inequality and oppression are endemic in the organisational culture, it is usually a destructive and unacceptable phenomenon which the managers to these organisations should urgently address. However, all the workplace members in organisations should be urged to collaboratively work with their managers in order to amicably address the issues of inequality and oppression thereby eliminating these unhealthy behaviours from the workplace (Iles & Salaman, 1997). However, despite these behaviours being able to be perpetuated consciously or unconsciously, the resulting effects are the same thus necessitating the need for managers to devise appropriate strategies to address them.
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