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Affirmative Action and Diversity Management

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Research and analyze the legal responsibilities of an organization and differences between diversity and affirmative action. Also examine challenges of managing diverse work teams and researched opportunities to improve the management of a diverse team.

Reflect on the research you conducted and address the items below using scholarly peer reviewed references
Provide an introduction, and explain the role that human resources has in upholding legal responsibilities of an organization.

Identify and discuss at least two current equal employment opportunity laws.
Discuss the differences between management of diversity and affirmative action.
Describe the challenges in managing a diverse work team.
Provide examples of how the management of diverse teams can be improved within an organization.

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Solution Summary

This posting discusses human resource management differences between affirmative action and diversity management.

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Role of Human Resources:
The HRM has an important role in upholding the legal responsibilities of an organization. The HR is responsible for ensuring that the organization complies with workplace discrimination laws, workplace safety laws, and immigration laws. For example, the HRM must ensure that the organization is compliant with the Immigration and Nationality Act. Further, the HRM must ensure that the organization is compliant with wage and hour laws, and employee benefits laws. Specifically, HR ensures that the organization complies with the national minimum wage, the requirements for a 40 hour week (work), and the requirements for overtime pay. The role of HR is to proactively work to lessen the firm's exposure to legal risk. The actions and legal awareness of HR help the firms remain compliant with employment-related laws and also protect the legal rights of employees. The role of HR is to ensure that the company remains compliant with federal laws such as the Family and Medical Leave Act of 1993 and at the same time keep themselves abreast of the state and local laws so that the firm adheres to these laws.

Two current equal employment opportunity laws:
The first current equal employment opportunity law I consider is The Americans with Disabilities Act of 1990. This law bans workplace discrimination based on disability. This law protects against discrimination similar to that mentioned in the Civil Rights Act of 1964. The ADA is important because it requires disabled employees to be provided reasonable accommodation, and accessibility in public accommodation. However, there are opinions that the ...

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Kasim Johar, MBA
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  • BSc, University of Calcutta
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