Imagine that the CEO has asked HR to review the company's policies. You have been personally asked to identify an issue you feel needs addressing, to evaluate different parameters for ethically deciding on how to address the issue, and then to evaluate various polices in order to propose a policy that the company can implement to addresses the issue you have chosen.
The topic chosen is Gender Bias in a Company.
1) Identify the various stakeholders and their positions.
2) Recommend a corporate policy for resolving the issue and support the recommendation with well-reasoned analyses and specific examples, including the impact on the various stakeholders.
3) Recommend a policy that resolves the ethical dilemma and support the recommendation with well-reasoned analyses and specific examples.
4) Analyze and recommend a strategy for communicating the policy to the organization in a manner that meets the needs of the audience.
5) Specify potential limitations of the policy and strategies for monitoring and compliance.© BrainMass Inc. brainmass.com December 15, 2020, 7:33 pm ad1c9bdddf
This policy states that [Organization Name]'s purpose of this policy is to state its position on discrimination of any kind. This policy applies to all [Organization Name] employees, members, vendors, clients, and contractors. This is to prevent any disrespectful incidents and to state what swift resolution will be taken on any conduct as such.
2.0 STATEMENT OF COMMITMENT
[Organization Name] follows an equal opportunity employment policy and employs personnel without regard to race, religious creed, color, ethnicity, national origin, political opinion, affiliation, religion, sex, sexual orientation, gender identity and /or expression, age, height, weight, disability status, veterans' status, military obligations, and marital status. The only time there would be a sole exception to this is if the job requirement constitutes a bona fide occupational qualification necessary to perform essential job tasks.
This policy applies to all aspects of employment, including, but not limited to: recruitment,
selection, opportunities for advancement, terminations, provision of services, work environment, placement, training and development, promotions, compensation, benefits, outside vendors, members and customers, service clients, use of consultants, and dealings in general with the public.
[Organization Name] will not tolerate, nor should its employees tolerate or engage in, any form of discrimination prohibited by this policy.
3.0 LEGAL FRAMEWORK
This policy focuses upon the rights and obligations within this policy and within the law. It also covers certain anti-harassment obligations.
DEVELOPING AN ANTI-DISCRIMINATION POLICY
Section 1: Anti-Discrimination Policy
• The Complainant is the person who makes a complaint or brings a discrimination issue
to the attention of the employer.
• The Respondent is the person whose behavior is being complained about.
• Discrimination is the unwanted and bad treatment of an individual or group, based on certain
personal characteristics. They are: mental or physical disability, religion or religious creed, family status, marital status, sex (including pregnancy and gender identity), sexual orientation, ancestry, color, race, nationality, place of origin, and receipt of public assistance.
• Harassment is any conduct that demeans, humiliates or embarrasses a person.
• Discriminatory harassment is harassment prohibited by this policy as discriminatory harassment. In addition, it prohibits harassment based on physical size or weight and forms of
personal workplace harassment.
You are responsible for discriminatory conduct if you know your conduct is unwelcome to the recipient, or if a reasonable person ought to have known the conduct is, or could be, unwelcome to the recipient. Harassment can include comments, conduct, or display of materials that directly target an individual or that create a "poisoned" or "unwelcoming" environment where the person feels psychologically or emotionally harmed, offended or intimidated based on any of the prohibited grounds.
• Sexual harassment is a form of discriminatory harassment which includes unwanted
sexual advances, unwanted requests for sexual favors, and other unwanted verbal,
physical or written conduct related to sex.
• Personal harassment is any unwanted activity or conduct directed at an individual
that creates a negative, hostile, or unwelcoming environment for that individual. However, this policy also prohibits the kind of personal harassment. Any "forms of personal harassment with respect to any matter or circumstance arising out of the worker's employment, which includes bullying and abuse of power."
• Systemic discrimination occurs when structural barriers or widespread stereotypes and
assumptions bar certain groups of people from full participation in activities. These include:
employment, education, public services, housing, contracts, trade unions, the purchase of
property, publications, and professional trades and associations.
• Prohibited Grounds are personal characteristics - see the definition of "Discrimination" above. They are called prohibited grounds because discrimination based upon those personal
characteristics is prohibited.
• Accommodation is the process of making changes or adjustments that eliminate
discriminatory barriers to equal participation and enjoyment of opportunities in
employment, education, public services and other areas. Accommodation means focusing on
inclusion and flexibility, rather than on just one way of doing things.
• The Duty to Accommodate requires employers, service ...
The corporate policies regarding gender bias are examined.