Explore BrainMass

Managing In An Inclusive Environment: Discrimination

This content was STOLEN from BrainMass.com - View the original, and get the already-completed solution here!

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.

© BrainMass Inc. brainmass.com December 20, 2018, 7:15 am ad1c9bdddf

Solution Preview


Managing Environment Discrimination in Ford Motor Company

Table of Contents
Introduction 3
Questions in Self-audit 3
Collected Data 6
HRM Actions 8
Commitment and Practices of Ford Motor Company 9
Differences 10
References 12

In the present business environment, various laws and rules are executed as well as followed by the firms to minimize environmental discrimination. In the series of laws, the Age Discrimination in Employment Act, the American with Disabilities Act, the Pregnancy Discrimination Act, etc are covered. There will be discussion about the questions and related information those can be used by the firms to assess present situation of discrimination free policies of the firm. HRM actions that prohibit harassment at the workplace will be also discussed. Along with this, commitment of Ford Motor Company towards practicing non -discrimination practices will be also discussed. Additionally, present differences between organization's practices for discrimination-law compliance and nurturing & promoting diversity will be also elaborated.
Questions in Self-audit
To ensure that the organization has discrimination free policies and procedures, different questions should be included for executing each law effectively by the firm under its strategies. These are as follow:
The Age Discrimination in Employment Act: To know discrimination related to age following questions should be included by the firms under routine self-audit.
1. What do you think about your organization's policies in terms of eliminating age discrimination at the workplace?
2. How can you prove that The Age Discrimination in Employment Act is followed at the workplace?
The American with Disabilities Act: To assess position of this act in terms of having discrimination free working environment of qualified employees with disabilities in job application procedures, questions are as follow:
1. What practices are focused by the employment nondiscrimination requirements?
2. Who is qualified individual with a disability?
The Pregnancy Discrimination Act: Under the Pregnancy Discrimination Act, sex discrimination on the basis of pregnancy is avoided by the firms. Following question should be included by the firm under its self-audit to ensure discrimination free policies at the workplace:
1. Is there any sex discrimination faced on the basis of pregnancy for pay & promotion?
2. Does your firm provide sufficient rest time and leave to female employees in pregnancy period?
Title IV Civil Rights Act: Equal employment opportunities are offered by the firm under this act (Hasday. 2007). Questions that contribute in identifying the extent of involvement of this law in self-audit to assess discrimination free policies are as follow:
1. Is equal opportunities are offered by the firms to all employees in equal manner?
2. Is there any need of improvement to desegregation its strategies with this law?
The Vietnam Era Veterans' Readjustment Assistance Act: Policies are developed by the firms to avoid discrimination for veterans (Piotrowski, 1992). Following questions will ensure the presence level of discrimination free policy environment at the workplace:
1. Is employment service delivery system for veterans as well as for other employees same?
Genetic Information Nondiscrimination Act: This act prohibits the discrimination at the workplace on the basis of genetic disorder in the employees (Genetic Information Nondiscrimination Act of 2008, 2010). Following question will support the firm to assess the presence level of this law for supporting discrimination free polices:
1. Is there any need of executing this law at the workplace?
2. Is there discrimination presented on the basis of genetic disorder?
Vocational Rehabilitation Act: This act is related with the avoidance of discrimination at the workplace on the basis of disability of employees for a particular task (The Rehabilitation Act and the ADA Connection, 2003). To identify discrimination free policies at the workplace, following question can be asked by the firm under self-audit.
1. What is the current status of vocational rehabilitation program in your organization?
2. Do you find regular employment during ...

Solution Summary

The expert determines how to manage an inclusive environment. Discrimination is evaluated.