What is professional discrimination? Let’s point one real example and a really hot case in recent days. What is the role of Human Resources in this issue?
“When your arms get in the way and your head can’t handle the complexity of the job, then you become an Agile or a Scrum Master. You give a shark left and right, trying desperately to compensate…”
This is a real comment on Linkedin. Professional discrimination in many countries is punishable by law, but what we must all do together is not fight it for the sake of the law, but for our own sake.
Occupational discrimination and firm-level problems at a company level
In the Human Resources courses, we often talk and discuss with students the topic of the maturity of the staff as well as the entire organization. Reference: “BVOP Certified Human Resource Manager” (BVOP.org), https://bvop.org/humanresources/ It is a popular topic worldwide.
Employee maturity is one of the many factors that affect overall productivity and increase business value in various aspects.
It is a combination of respect for others, understanding of their world, way of work, profession, difficulties, and, above all, empathy.
Immature employees have exactly the opposite traits. They do not respect others, do not understand their work and difficulties, and express no support.
Often, employees in one profession also express their subjective opinions with a discriminatory note to other professions.
- Programmers speak negatively to project managers
- Designers speak negatively against developers
- Marketing against designers
- Financiers vs. Marketing
- And so on…
Professional discrimination is out there while the whole HR department sleeps
These phenomena are not new. In my working career, I have seen these negative waves for many years. This was well before me and will continue to be so after us.
It’s a mentality. It’s all over the world.
However, it is time for HR managers in organizations that claim to be up-to-date and respected to begin taking some steps to mitigate this phenomenon.
Every society is evolving. Slowly, but evolving. Without some engine for development in a positive direction, we are living in an era of inherited conversations about the eternal incompetence of others. Probably mom and daddy did.
Maturity is not age
Before we think that such an attitude depends entirely on our age, we must immediately accept the idea that age does not have much in common. It once was, but as the years progress, we often remain the same.
I have personally discussed the topic with senior management representatives of some organizations, as well as their HR managers, and they have shared with me that many candidates for a position drop off in an interview when they start asking about PlayStation and face-pleasing HR managers.
Their filter is very understandable, and organizations that seek the maturity of their team bring wisdom, and their goals and strategy are quite conscious and purposeful.
However, discrimination at the occupational level exists in all age groups.
How to eliminate professional discrimination in our organization?
It will be a slow but not so difficult step.
The first thing we will need is mature senior management and a mature Human Resources department.
This is the core of any organization. Business culture comes from there. And we discuss this topic in our courses before moving on to specific professional topics.
If our senior management and HR department are not mature enough to become aware of this topic, it makes no sense to continue talking.
If you have these initial necessary factors available, the next simple step is to make this topic transparent.
We do not change teams, we do not reprimand. People who respect themselves and are subject to such attacks take measures against external channels for the company, and then the attacker, as well as the whole organization, learn their lesson and learn their lesson.
All we have to do is start to shed light on this topic. It will become commonplace over time, just like, for example, that it is not good to destroy work tools intentionally and many more examples of any classic employment contract.
Senior management has higher goals, not just making money
Human resources and Senior management are at the core of any organization, but let’s clarify something important that few people are aware of.
Senior management doesn’t just mean high-level people. There are such everywhere. This means higher responsibility and goals.
Human resources do not mean simply recruiting staff and distributing salaries. It means working with real people.
Read next: “Managers are not only good or bad. What type of leader should I be?”, https://managerspost.com/managers-are-not-only-good-or-bad-what-type-of-leader-should-i-be/