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Discrimination refers to the unjust or prejudicial treatment of different categories of people, especially on the grounds of ethnicity, age, sex, or other characteristics. In the context of a business, discrimination might manifest itself in hiring practices, wage setting, promotion opportunities, or other aspects that impact a person's career advancement and financial rewards.

One reason for the persistence of discrimination is the presence of cognitive biases. These are mental shortcuts that people often use to make quick decisions, but they can also lead to discriminatory beliefs. For example, people might rely on stereotypes to form judgments about individuals belonging to certain social groups, which can, in turn, influence their hiring and promotion decisions. Although such biases might be unintentional and unconscious, they contribute to the persistence of discrimination.

Discrimination might persist if individuals and organizations are simply not aware of it. They might not realize that their policies or practices are discriminatory or that they have biases guiding their decision-making process. Moreover, without adequate training, employees may not recognize the impact of their actions on others, resulting in the perpetuation of discriminatory practices.

Social norms and pressure can also contribute to the persistence of discrimination. People might conform to discriminatory practices to fit in with their peers or the culture of an organization, even if they do not personally believe in such practices. Furthermore, organizations might be hesitant to change their policies or practices to avoid backlash from customers, suppliers, or other partners who might hold discriminatory beliefs.

Structural discrimination refers to the systemic and enduring patterns of discrimination that are embedded within institutions. It includes policies, practices, or systems that create or perpetuate disparities between different social groups. Due to the complex nature of these inequalities, dismantling structural discrimination can be challenging and might take considerable time and effort.

It is important for organizations to address discrimination as it can hinder profitability by limiting the diversity and talent available, leading to poor decision-making and employee morale, and exposing the organization to potential legal liabilities. To combat discrimination, organizations can implement measures such as diversity and inclusion training, transparent recruitment and promotion practices, and regularly reviewing their policies to ensure they are equitable and fair for all employees. In conclusion, discrimination can persist even when it is not profitable due to various reasons such as cognitive biases, lack of awareness, social norms, and structural discrimination. To improve profitability and promote equality, organizations must be proactive in identifying and addressing these factors.