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Ethical decision making within business is vitally important, businesses that act ethically display that they can be trusted. Employees, consumers, business partners and more will often take this into consideration before associating themselves with the business. Discrimination is prevalent in today’s society with age and obesity discrimination showing the largest growth in reported numbers within the workforce (Heilman & Caleo, 2015, p. 64). Along with subtle discrimination which evidence shows to greatly impact both employee’s and organizations negatively (Jones et al., 2017, para. 2). ‘Subtle Discrimination in the Workplace: A Vicious Cycle’ a journal published by Cambridge university looks at understanding discrimination and the negative impacts that it can cause. 

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‘Subtle Discrimination in the Workplace: A Vicious Cycle’ is a paper written by Jones, K. P., Arena, D. F., Nittrouer, C. L., Alonso, N. M., & Lindsey, A. P. This paper explores discrimination in many forms including subtly formality and intentionally (Jones et al., 2017, Abstract). As well the negative effects on employee’s and the organization. 


Discrimination can be conceptualized, and it is believed that discrimination lies on a continuum of subtly (Jones et al., 2017, para. 6).  However, end of the continuum discrimination within the workplace possess a great negative impact to not only the employee’s but the business as well. Discrimination can have a large impact on the mental health and wellbeing of employee’s who face it within there working environment, as well as those who look to join a business and have been rejected due to discrimination towards them. Discrimination wherever it lies on the continuum does not aid in the achievement of the sustainable development goal 3 for the united nations. 

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Discrimination can be viewed from a basic understanding as simple cause and effect process however this is believed to be overly simplified (Jones et al., 2017, para. 12).  Discrimination develops over time and the cyclical nurture of discrimination, starting out often in subtle form needs to be addressed and stopped. However, we are seeing that discrimination is only increasing within the workplace and believe that people within the workforce can be associated to multiple sides of the discrimination battle. 
At different points in time the one victim could later be in a position to discriminate to someone how they once where before turning from the victim to the perpetrator (Jones et al., 2017, para. 13). Continuing the cycle and effecting more and more people in the workforce.   


“self-reported discrimination increases the average perceived stress score and depressive symptoms score by roughly ½ standard deviation”(Everett et al., 2016 , abstract). With the united nations goal of achieving promotion of mental health and wellbeing by 2030, not understanding and or eliminating discrimination in the workforce negatively effects the efforts of the united nations. 

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The United Nations sustainable development goals were established in 2015 and offere a framework to address global challenges. Goal 3 is to ‘Ensure healthy lives and promote wellbeing for all at all ages’ (United Nations, 2022). SDG 3.4 focuses in more detail on “reducing by one third premature mortality from non-communicable diseases through prevention and treatment and promote mental health and well-being”(United Nations, 2022). 

This journal highlights discrimination in many forms and looks to educate and promote understanding around discrimination. Promotion of mental health and wellbeing is part of the United Nations Goal 3 Target 3.4. As discussed, the effects and misunderstanding of discrimination has the potential to lead to a never ending cycle of discrimination. With discrimination being shown to increase stress levels of organizations employees. With increase stress comes a reduction in the wellbeing and mental health levels for all at all ages.  Showing are need for promotion and education surrounding discrimination in order to aid in the United nations efforts to combat healthy lives and promotion of wellbeing for all at all ages. 

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Kant’s ethics was established by a German philosopher Immanuel Kant. Kant’s ethics sought moral principle and it boiled down to the basic understanding of wright or wrong, with disregard to weather the action would result in consequences. (Shaw et al., 2020 , p 54). Kent believed that “Every change must have a cause, so we arrive at the absolute moral truth” (Shaw et al., 2020 , p 54). The discrimination discussed and the flow on effect that being exposed to, and the victim of discrimination shows why the cycle is never ending. The once victim has now changed and is the perpetrator, the cause of this being due to them dealing with it before it is now their turn to discriminate. Due to the mistreatment, they received and the miseducation surrounding discrimination and the effects the now perpetrator believes that this is right. With them not seeing any consequences while they experienced these actions, and they believe that this is what should happen. They’re thought process aligns with Kant’s ethics in that they believe this is right and don’t consider consequences as they believe there is none. 

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This theory merges the idea of self-interest with morality. Ones morals will determined by there self interest and there actions are right when it best promotes the long term interests of the moral agent (Shaw et al., 2020 , p 61). When looking at discrimination and the ethical theory of egoism, ones discriminatory actions can boil down to the fact that they feel threatened. If the moral agents long term ambitions are to climb the ranks in order to receive greater power, respect or money. Then it can be seen in their best interest to act in a discriminatory manor when it benefits them, discrimination towards fellow workers or potential new hires is likely to have to negative impact on the person. That can effect there work or decision to even stay at the company, in turn acting advantages towards the long term interests of the moral agent. 

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A theory mainly developed by feminists suggest that there are different motivators for men and women with men think in terms of justice and autonomy, With women thinking in a different manner with caring and empathy factoring into their moral decision making (Shaw et al., 2020 , p 52). Using the same idea that some people want to progress within the business using a male as the example. Using this theory, it can be assumed that a man can act discriminatory towards co-workers and others due to the thinking of handing out justice. They’re thought process could be seen as due to them having to suffer discrimination when they were working that it is only right that he bestows it upon others, serving justice in his eyes. Ethically speaking he is acting morally if looked at from the eyes of the theory ethics of care. 

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‘Discrimination in the workplace: A complete overview and what to do about it’

https://www.betterup.com/blog/discrimination-in-workplace 

This piece delivers a great overview of education and action that can be taken to destroy discrimination in the workforce. Providing education, interesting data and statistics, differentiation and identifying knowledge as well as initiatives that can be implemented to combat discrimination in the workforce. 


‘Ten steps you can take to create a fair and productive workplace’

https://humanrights.gov.au/our-work/employers/ten-steps-you-can-take-create-fair-and-productive-workplace  

Is a article that outlines how employers can take action and implement change in the workplace. These steps will help to create a safer working environment free from discrimination. This can be read by employers wanting to better there workplace or employees who want to see if there business is doing all they can to better there workplace. 

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Overall ethics within organizations is hugely important in its benefits for the business, employees, society as a whole and In its aid in supporting the United Nations to Achieve SDG 3.4. This journal helps us to understand discrimination it all its forms and how we can act to turn this problem around. Highlighting different ethical theories to understand the viewpoints of those that help to continue the cycle and negatively impact the efforts of the United Nations. With how these actions can effect mental health and wellbeing. 