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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.

    © BrainMass Inc. brainmass.com October 10, 2019, 7:06 am ad1c9bdddf
    https://brainmass.com/business/business-law/managing-workplace-discrimination-568342

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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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