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Managing workplace discrimination

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Based on your reading of the major EEO laws, discuss ways to minimize the likelihood of discrimination and maximize the benefits of diversity in the workplace.

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I. Introduction

In current times, a diverse workforce can be observed in most organizations world-wide due to the growing trend of globalization. Today, companies are appreciating wide-spread expertise of people from cross-cultural backgrounds. This is done to bring in the dynamics of a diverse human capital within the organization.

One of the main objectives of acknowledging diversity within the organization is to portray high tolerance and acceptance towards people from different socio-economic status. The main differences that are accommodated by organizations globally belong to various categories namely: color, age, religion, sex, disability, and national origin. The level of acceptance for diversity in work place is not always all-inclusive in terms of the applicable legislation such as the Equal Employment Opportunity Commission, established in the year 1963 by the U.S. federal government.

Organizations world-wide have strived to follow this legislation but it is unlikely that a single legislation with a catch-all clause will apply across the globe (Black Enterprise, 2001). Some of the major short-comings in this respect are: Vagueness, Narrowness and Broadness. The legislation is vague because it fails to consider the local laws within the jurisdiction of a particular country. The legislation is too narrow ...

Solution Summary

The paper contains strategies for managing workplace discrimination, advantages of having a diverse workforce and the implication of having a legislation that protects workforce diversity.

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Managing In An Inclusive Environment: Discrimination

We will be looking at the following major employment discrimination laws: the Age Discrimination in Employment Act, the Americans with Disabilities Act, the Pregnancy Discrimination Act, Title VII of the Civil Rights Act, and the Vietnam Era Veterans' Readjustment Assistance Act. We also will look at the Genetic Information Nondiscrimination Act, Vocational Rehabilitation Act and Executive Order 11246.

Take some time to review each of these laws.In order for you to answer the following questions, you will need to have an understanding of the purpose, coverage, and requirements of each. After you have reviewed the eeoc.gov website and other sources providing you an overview of these major laws, please answer the following:

For each law/executive order, provide a list of specific questions that an organization should include in a routine self-audit to ensure that the organization has discrimination-free policies and procedures.

What types of data should organizations gather and analyze to ensure compliance with each of the above laws?

What HRM actions (programs, systems, procedures, activities) are necessary to ensure that unlawful harassment specific to age, sex, pregnancy, religion, disability, race, color, genetics and national origin does not take place?

Discuss the degree to which your SLP organization is committed to and successfully practices non-discrimination. How is this organization's practices toward discrimination-law compliance different that its practices toward nurturing and promoting diversity?

Paper length: 7-8 pages, (SLP and Case paper together) not counting the cover and reference pages.

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