Religious Discrimination & Racial Harasment: What Ever Happened to MarShawn DeMuir?

Religious Discrimination & Racial Harassment
Student’s Name
Institutional Affiliation
Religious Discrimination & Racial Harassment
Question 1
Maalick experienced racial discrimination, harassment, and religious discrimination. Maalick was racially discriminated as an African- American. This is evident from the drawing of an African with funny symbols and letterings that were drawn behind his desk by co-workers (Vickers, 2016). Racial discrimination is also depicted in chants that were dropped on his desk with demeaning titles such as the "prayers of the black folk." Harassment is equally encountered from the verbal and written utterances by co-workers towards Maalick condemning his religion as well as intimidating him. Religious discrimination is perpetrated by both co-workers and Jenkins through the negative utterances towards Maalick because of his religion (Vickers, 2016). Jenkins takes it further to the extent of denying Maalick a promotion rather considering another candidate simply because he was from his church although Maalick was highly qualified for the position. Therefore, the actions of the workers represent forms of harassment and discrimination towards Maalick (Vickers, 2016).
Triton should consider elements of the law that deals with anti-discrimination based on religious, racial and color differences among members of the organization as cited in the company's policies. Members should be made aware of those policies and understand that breach of the policies leads to disciplinary action (Marchiondo, Ran, & Cortina, 2015).
Question 2
The HR director, Marta Ford responds swiftly and quickly to issues of harassment and discrimination as were reported by Maalick. Ford exhibits the commitment to protecting all workers against discrimination and harassment as prohibited by the company's policy (Marchiondo, Ran, & Cortina, 2015). Her commitment is seen on her frequent visits to Maalick to confirm if the harassment had ceased after the actions she had undertaken including emailing all the employees to desist from such behavior. She solved the issues raised amicably.
However, there are some things Ford could have done to prevent the situation. These includes ensuring that the workplace policy on discrimination and harassment was properly enforced, training supervisors such as Jenkin on how to respond to discrimination amongst the workers and encouraging workers to respect one another irrespective of their religious, racial and color differences (Marchiondo, Ran, & Cortina, 2015). The harassment witnessed by Maalick would long be stopped by Jenkin had he been trained on how to deal with it. Nevertheless, Ford can still prevent such a situation from occurring in future by educating all the workers and supervisors about discrimination and harassment as well as familiarizing them with the workplace policy on discrimination (Marchiondo, Ran, & Cortina, 2015). She would respond promptly to any allegations of discrimination and urge the supervisors to deal with cases of harassment as soon as traces are ...