Career Development Handbook Career-Development-Handbook | Page 9

c.2
Discrimination
Individuals may encounter workplace discrimination (due to age, race, gender, religion, marital status,
family responsibilities, or disability) and are prevented from equal employment rights and
opportunities. Under such circumstances, the Victim may turn to the Tripartite Alliance for Fair (&
Progressive)
Employment
and
Practices
(https://www.tafep.sg/1-what-happens-when-there-
workplace-discrimination-how-does-tafep-handle-complaints-about-employment)
Alternatively, the best way to deal with such
incidences would be to speak about the matter
directly with the perpetrators to try to
understand the source and reason for the
discrimination. At times, this may be resolved
easily,
because
of
misunderstanding
or
miscommunication. But there are times, when the fundamentals for discrimination are more deeply
rooted within an individual’s values or cultural background.
In any case, understanding where the resistance is coming from, is always a useful approach towards
resolving conflicts and problematic issues. Again, unless the issue is a firm-wide phenomena, the
Victim may raise the issue with the Human Resources Team in the attempt to resolve the matter in a
neutral manner.
c.3
Stereotyping
This is a less severe form of discrimination. At times, this may
be inconsequential, and may be corrected easily through the
victim proving that the perpetrator’s view is incorrect or
invalid.
Such issues will usually resolved themselves, once the victim is able to prove themselves at the
workplace.
c.4
Office Politics
Being fully aware of the dynamics and the relationships of the stakeholders within the organisation is
a very critical success factor in Career Development. The irony is that, the more we advance in
technology, the less atoned our EQ (Emotional Quotient) instinct becomes.
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