Can HR deal with Problems of Discrimination that Arise from Sexual Orientation and Religion?

Prashant Singh

Abstract


Since the issue of combating sexual and religious discrimination has long been beyond the scope of purely theoretical discussions and has become practical in nature, it is crucial to study these concepts in more detail, from a new perspective. Discrimination is reflected in many aspects, but restrictions on the rights of a potential (or current) employee and bias are manifested the most acutely at work, in dealing with human resources. Therefore, this study aims to determine whether HR management is effective enough in protecting the rights of the employee. If certain shortcomings are identified, solutions will be proposed. Many pieces of research will not only be analyzed and systematized but also transformed into a kind of methodology that can be used for the prevention of sexual and religious discrimination (it seems unreasonable to limit oneself to stating the existing problem and to occupy the academic “space” without offering solutions). It is hoped that existing gaps will be filled in with new knowledge and the study, in general, will stimulate fruitful scholar accomplishments in the future. Having researched the literature, we identified that the issue proposed for study should be analyzed (and solved) through the prism of various social and behavioral theories, as well as through Freud's theory of group psychology. In addition, the results of the study show that HR management is only one factor that affects the level of protection of employees from sexual and religious discrimination. This element can be effective only in combination with others, which will be reflected in the research.

Keywords: Social psychology theories, organizational culture, knowledge management, geographical factors, legislative improvement.


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References


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