University of San Jose – Recoletos

Cebu City
S.Y.: 2017 – 2018

Department of Accountancy and Finance

HRD 3 PRELIM OUTPUT

DIVERSITY AND STEREOTYPING ON DISPLAY IN ORGANIZATION

“Construction Industry”

Submitted To:
Dr. Avalou Perez

Submitted By:
Alima, Keith Alex 1
Añonuevo, Jaypee 26
Brigoli, Nicn Joshua 27
1. Women and LGBT Group

Sex
Out of 120 employees
there are only 21 women
5% 18% working in the company.
Women
The 5% of employees
Men
(6 out of 120) are LGBT.
LGBT
77% They are working mostly
in administrative jobs

2. Visible Minorities, Older and Young Employee

Age
The 2% represents 2
minors who are part-timers 3%
doing paper works. Visible Minorities
2%
The 3% of employees are 15%
18-30 yrs Old
senior citizens doing white- 45% 30-49 yrs Old
collar job. They are currently 35% 50-59 yrs. old
holding managerial position Senior Citizen

3. PWD

PWD vs. PERSON WITHOUT

DISABILITY
There is only one
employee who is disabled.
1%
PWD He is assigned in office.

Person With out

Disability
99%
4. Aboriginal People

Aboriginal People VS. Residents

The 30% represents people

from provinces who do the 30%
physical tasks. Aboriginal People
Residents
70%

5. Religion

Aboriginal People VS. Residents

Majority of the employees 5%

are Roman Catholic. Others 10%
Roman Catholic
are Born Again and Baptist.
Born Again
Baptist
85%
ROLES OF EACH GROUP IN THE COMPANY

Women
 Women are either working in a technical position (engineers or architects),
administrative position like (Managers, Finance, HR), and seldom are in
construction sites.

In the construction industry, women are employed mostly in unskilled labor and by
choice and design they are not allowed to acquire specific skills that may enable
them to become meson. In addition, most women are assigned in skilled labors
because of the argument that women are physically not strong to endure this
strenuous task.

Visible Minorities
 Below 16 years old

o may only perform office or sales work in the construction industry. They may
not be employed on a construction site

 16 – 17 years old

o may work on construction sites, but there are several tasks or jobs that are
deemed hazardous for them to perform, such as:
 Working in occupations involving mixing, handling or transporting
of explosive compounds
 Driving a motor vehicle or working as an outside helper (17 years
old may drive automobiles and trucks on an incidental and
occasional basis if certain criteria are met)
 Riding on most construction elevators and operating or assisting in
the operation of cranes, hoists, forklifts, Bobcat loaders, front-end
loaders, backhoes and skid steer loaders
 Loading, operating and unloading most trash compactors and
balers
 Operating power-driven woodworking machines and metal forming,
punching and shearing machines – including portable
 Operating power-driven circular saws, band saws, chain saws,
reciprocating saws, guillotine shears, wood chippers and abrasive
cutting discs – including portable machines
 Working in wrecking, demolition and shipbreaking
  Working in roofing and on or about a roof
 Working in excavation

People with Disabilities

 PWDs are working in offices rather than being than in the constructions site. Only
a minimal amount of them are employed within construction industry.

Aboriginal People
 Most of the people belonging ethnic groups are disadvantaged in terms of
education; thus, they are mostly assigned in construction areas rather than in
administrative positions in the office.

Older Employee
 Placing them in positions where they can train younger workers in more complex
tasks

Since most of them age down and tend to be less productive, it but right that the
knowledge retained and the experiences of old workers be passed down to
younger workers.

 They are often assigned to health and safety roles

Younger Employee
 Most young people (belonging to Millennial Generation) are advantaged in terms
of education and are even degree holder; because of that fact, most are assigned
in Technical positions (Engineers, Architects, etc.)
 A few of them are engaged in construction on-site activities

LGBT Group
 In the instances that there be employees belonging to the LGBT Community, they
are assigned in positions same as that of the positions of men and women.
(Those who have can endure prolonged physical activities are assigned in the
construction site and those who have poor stamina are assigned with office
administrative activities.)

Religion
 Regardless of their religion, employees are assigned to positions they qualify.
Those who have a good educational background are assigned in the technical and
administrative aspect while those who are disadvantaged in terms of education are
assigned in the construction site where they perform physical activities.
DOCUMENTATION ON BEST EXAMPLES OF DIVERSITY AND STEREOTYPING

Ethnic Discrimination

Sex Discrimination

The nature of the job of Construction Company involves tasks that require physical
force. This creates an stigma that the men are only the best person that should handle
construction activities. Due to this, people are instilling in their minds that women, LGBT
Group, and disabled person have no place in the industry. In effect, there are a lot of
discrimination cases all around the world. The news above, prove that even in this
generation, people are still not open to the world of change.
VISIBILITY OF DISCRIMINATION IN THE COMPANY
Yes, the discriminiation within the construction industry is visible. The construction
industry becoming increasingly gender segregated, since women held back by tolerance,
lack of flexibility and most of them cant endure strenuous activities. Women are more
often than not in technical and administrative positions, they are commonly assigned in
the office doing accounting or paper works. Since being in the construction industry
demans stamina and strength, disabled person are of no place In the industry.
Construction companies seldom hire PWDs, and if there arer any they are assigned in
the office.

Construction industries in common establishes policies for the welfare of those

who by their weaknesses are the usual victims of discrimination and stereotyping. For
women, some companies offer great resources for them; this is to avoid women to be just
juniors of male employees. One way of solving the disparity between the men and women
is presenting a clear path for career opportunities regardless of gender, status, ability,
religion, etc. thus providing equal opportunities among employees.

LEARNINGS AND RECOMMENDATIONS ABOUT THE OUTPUT.

ALIMA

The disparity between individuals (their ages, sex, abilities, customs and
tradtitions, beliefs, and etc.) is the culprit for the discrimination and stereotyping within the
constrution industry. Most employees within the construction industry are men, that being
a fact. The reason for such is that being in the construction industry requires one to be
strong and with high level of stamina. Yes, men are proven to be stronger than women
but is not true in all cases. Hence, construction industries should provide job opportunities
to those women who have the qualities and abilities that are ideal in the construction
industries.

AÑONUEVO

I think the best solution to stop the discrimination against women, LGBT, oldies,
religion, and disabled person, is education. Educating everyone about the existing laws
protecting the rights of these unheard people would make everyone – to think and to
respect one another.

BRIGOLI

I learned that equality and diversity in the workplace means understanding the
legal and moral responsibilities so that it can actively promote and accept people and
their differences. Promoting equality and diversity in the workplace primarily concerned
with preventing discrimination so they need to ensure that people are treated as equals,
that people get the dignity and respect they deserve.