...Motives for Adopting LGBT-Related Workplace Policies Introduction This study evaluates the economic impact of corporate non-discrimination and benefits policies by analyzing the extent to which economic reasons motivate corporations to adopt such policies. The past decade has seen a large increase in the number of corporations adopting LGBT-related workplace policies. In 1999, 72% of Fortune 500 companies included sexual orientation in their non-discrimination policies, and only a handful included gender identity.1 By 2009, 87% of such companies included sexual orientation and 41% included gender identity in their non-discrimination policies.2 Over the same time period, the percentage of Fortune 500 companies offering domestic partner benefits increased from 14% to 59%.3 This study reviews statements issued when adopting such policies by the top 50 Fortune 500 companies and the top 50 federal government contractors. Since companies began to adopt these policies, and state and local governments began to amend their laws to prohibit sexual orientation and gender identity discrimination, arguments have been made that the requirements are costly and burdensome for private businesses. As recently as May 2011, the Tennessee legislature repealed an ordinance passed by the city of Nashville requiring city contractors to include sexual orientation and gender identity in their non-discrimination policies.4 The Tennessee Chamber of Commerce initially supported the state bill, stating that “employment...
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...{DRAFT} YAZRUL FARHANA WILLIE PRINCES SITTI HAIDA DISCRIMINATION AT WORKPLACE IN MALAYSIA INTRODUCTION Discrimination against minorities at workplace in Malaysia Malaysia is a country with people raging from different racial and ethnic groups. That has what led Malaysia into one of a country that is unique compared to other countries around the world. However, the diversity of races in Malaysia can lead to discrimination. There are many issues about discrimination have been expressed, and most of these issues are very serious and should not be ignored. For our coursework, we select three news articles based on the issue of discrimination that occurred in Malaysia. The three selected articles were about the discrimination against gender, and race which is very common issues in Malaysia due to the multiracial community and the increasing population of women not just in Malaysia, but all over the world. Discrimination against race is a very significant issues occurred in Malaysia. Even more in the context of employment. Based on the Job seekers in Malaysia experience discrimination, by L.Suganya, The Jakarta Post, in the year 2013, there is an issue from a Facebook users claims that she could not get a temporary job as a sales person in a retail outlet because she wears a hijab (long headscarf) or tudung (short headscarf), created a debate with other users. This issue became viral in social media as it involving the racial issues. Based on this story, the...
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...Rev. Integr. Bus. Econ. Res. Vol 3(1) 382 Impact of Workplace Diversity Elizabeth Foma University of Guam School of Business and Public Administration P. O. Box 5169 UOG Station Mangilao, Guam 96923 efoma@uguam.uog.edu; drmayuk@yahoo.com Abstract Diversity is an important part that all employees have to deal with at one point during their careers. There are many positive aspects to diversity in the workplace, such as exchange of ideas because of the diverse cultures of employees, the development of friendship without discrimination, workers learn to cope up with the diverse environment, stereotyping is eliminated, retention of employees are more likely due to healthy competition. On the other side, there is are negative parts which includes communication gaps due to language barrier and resistance to change. Diversity is any dimension that can be used to differentiate groups and people from one another, in which these dimensions can be visible or invisible. The existence of workplace diversity, within an organization, indicates that the workplace is heterogeneous in terms of gender, race, and ethnicity, in which employees possess distinct elements and qualities, differing from one another (Robbins, 2003). Key words: Race, gender, inequality, ethnicity, organizations, discrimination, lifestyle. 1. Introduction Diversity is any dimension that can be used to differentiate groups and people from one another, in which the dimensions can be visible...
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...CONTENTS | Title | Page No. | 1 | Executive Summary | 2 | 2 | Introduction | | 3 | Discussion and analysis | | 4 | Conclusion | | 5 | References | | 1- EXECUTIVE SUMMARY X University is a private educational institution with an aim to be a leading educational institution. The dedicated management were focused, and working hard towards achieving the goals. A human resources director joint the University, which had a major impact on the performance of individual employees, and the whole organization. A lot of employees resigned, departments were ineffective, number of applying students was decreasing significantly and overall morale was fading, in addition to reputation has been significantly affected. “The better the leader, the more engaged are the staff.” (1) 2- INTRODUCTION .X University is an independent, private, educational institution , which aims at building a knowledge-based economy that effectively contributes to the development of the country * Vision To be a leading international center, of higher education and research in science. * Mission: X University endeavors is to serve UAE society and the region and the world by providing an environment of creative enquiry within which critical thinking, human values, technical competence and practical and social skills, and capability of lifetime learning. * Goals: 1. Educational Excellence 2. Student-centric community 3. Creates a culture of research and innovation ...
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...be the aims of a capitalist corporation and what they consider to be their duty is defined by two major norms. The “free market” theory claims that the job of any free organization is to maximize profit with a view to the shareholders benefits. In almost direct contradiction, the concept of social responsibility in organizations is taking root. This concept of social accountability shown by large corporations and organization is termed corporate social responsibility (CSR). CSR refers to the phenomenon whereby large organizations take into account the interests of society at large by talking responsibility for their actions and the effect of their actions on the employees, stakeholders and customers; impact on the environment and the community is taken into effect. Often this is seen to extend beyond legislative obligations; many organizations step into this sphere voluntarily to promote the interests of the employees and their families and overall wellbeing for society. CSR does not conform to any specific definition. According to Manakkalathll & Rudolf (1995) corporate CSR can be seen as “the duty of organizations to conduct their business in a manner that respects the rights of individuals and promotes human welfare”. Christian Aid (2004, as cited in Pendleton 2004) however defines it as “an entirely voluntary, corporate driven initiative to promote self regulation as a substitute for regulation at either...
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...leaders encouraging managers to abide to effective equal employment, workplace discrimination, and occupational safety laws. Human resources managers need to persuade managers that their company can generate more profit by following the equal employment and safety laws and guidelines. The human resource mangers need to stress how the company can lose profits by not following the employment laws. Human resource professionals need to educate management on the laws and how the laws can affect the company’s profits if not followed. Equal employment laws encourage companies to open up their employment resources by expanding their labor pool to include employees of all races, gender, ages, etc. The larger labor pool can bring more talent into the organization which makes the company more productive and gives the company an edge over their competitors. The employees with disabilities can be productive in areas that do not challenge their disability. The older employees can provide productivity through experience. Xerox took advantage of that by putting women and minorities in their labor pool. Organizations with work place discrimination can cripple companies profit by destroying the threads of the fabric that create the employees production team work, loyalty, and support. When employees cannot work together and employees work against each other because of age, race and color the company will lose productivity and profits. Management plays an...
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...increase in immigration, the sexual revolution and the output of the open formerly taboo subjects - such as living with a disability and gender preference - were placed in front -plan diversity of our concerns and the need to accept it. In the workplace, diversity encompasses elements that are evident, among other demographic differences such as gender, ethnicity and age, and more subtle differences, for example, the way we think or solve problems, social class or education. Because of the variety of backgrounds and approaches, it is not always easy for people to get along in the workplace (Diversityworld.com, 2014). However, it could be quite different. By learning to understand the challenges posed by differences and accept different points of view within your workgroup, you can use the strengths that represent a diverse team, in addition to expanding your horizons. Workforce diversity refers to organizations that are becoming more heterogeneous with the mix of people in terms of gender, age, race, and education background (Robbins, 2009). A diverse workforce for instance, includes gender, age, ethnicity, and education background According to Robbins (2009), workforce diversity has important implications toward management practices and policies. Frequently, diversity is viewed in a limited fashion, primarily addressing issues of race or gender differences, and linked...
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...external, which impact on the employment relationship There are several external and internal factors that might impact on the employment relationship such as the following examples: External Factors: 1. Given the state of the recession and how it might have affected an organisation’s finances, this has a large impact on the employment relationship i.e. due to cuts there be maybe redundancies, therefore leading to loss of jobs. 2. Another external factor that might impact on the employment relationship is the social impact. Organisations must be able to meet the demands of the business whilst managing the needs of their employees who due to social factors such as family etc. means organisations have to offer incentives such as flexible working, home-working or job sharing and other benefits such as holidays etc. in order remain competitive in order to attract candidates. Internal factors: 1. An internal factor that might impact on the employment relationship is the employment contract. ACAS notes: “A contract of employment is an agreement between an employer and employee and is the basis of the employment relationship”. ACAS also notes “A contract of employment will contain some terms such as: Statutory terms- “imposed, varied or regulated by law such as the minimum statutory notice period”. Express terms: “these are terms that have been specifically mentioned, either in writing or orally, and have been agreed by both employer and employee”. Implied terms:...
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...Human Resource Management | May 25 2012 | In this Pre-Course Assignment Report, I will be discussing about Employee Diversity. How employee diversity has impact the company performance and how it brings advantages for the company. Not only that, solutions for HRM department to handle workplace diversity will be discuss further. | Nico Dharmaputra (CT0143972) | Content Page Content Page 1 Introduction 2 Advantages of Diversity to Organization 2 Problems of Employee Diversity to Organization 3 Employee Diversity Solution 4 Conclusion 4 References 5 Introduction As the time goes by, the number of external labour force will keep increasing rapidly. Human resource Manager must be able to adapt this trend in order to keep the firm success. But, employee diversity has been a big issue in selecting the best people for the firm. Simply said, employee diversity is different kind of employee. The difference may be the gender, age, religion, culture, skin tone, nationality, and other characteristics that reflect differences. Below will be the chart that compare the measures the diversity of different group (Ivancevich, 2010). Percent of Measures Which Varied Significantly by Group Identity | Race | 78% | Organization Level | 56% | Department | 46% | Gender | 41% | Age | 27% | As we can see, race had the most intense effects on work experience in most organization...
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...harassment and discrimination in the workplace. Sexual Harassment and discrimination in the workplace have evolved throughout the centuries. The workforce has gone from being predominantly male dominated to being equal as more females are entering the workforce. Females over the years have become more career-oriented; therefore, many are the place within positions of authority as their male counterparts. Sexual harassment and discrimination are no longer restricted to males being the harasser. Today, a large majority of employees both males and females are subject to some form of harassment and discrimination in the workplace. How it impacts society, how employees deal with it, the ethical dilemma and sociological effect of discrimination are growing issues in the workplace due to sexual harassment and discrimination. Despite its proscription in legal jurisdictions around the world, workplace sexual harassment continues to be experienced by many women and some men in a variety of organizational settings. Since sexual harassment is such a large topic, let consider three aspects. First, with a focus on the workplace Sexual harassment as it pertains to management and organizations, to synthesize the accumulated state of knowledge in the field. Second, evaluate this evidence, highlighting competing perspective. Third, canvass areas in need of further investigations. Sexual harassment is a form of gender-based and employment discrimination. It is a verbal...
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...Green Logistics (Author’s name) (Institutional Affiliation) Abstract In our current society, discrimination has been a thorny issue surpassing every aspect of our daily lives. The workplace has not been an exception of this debacle and has been plagued by several types of discrimination (OUP, 2006). The most common kinds of discrimination include age and sex discrimination, the latter being the most resilient of the two. However, age discrimination has become heightened in recent years as well (Buccigrossi & Robinson, 2003). These kinds of discrimination have raised a lot of issues in the workplace inclusive of moral issues, ethical issues, legal issues as well as productivity issues (OUP, 2006). These discriminations have seen the enactment of laws and acts placed to deal with these issues. This is usually due to the fact that activities in the workplace would be disrupted and members of staff negatively affected by such behavior (OUP, 2006). The main focus of this paper is to highlight age and sex discrimination as well as to emphasize more on ways of curbing these soar unethical behaviors. Age Discrimination The groups of people who bear the blunt of age discrimination at the workplace are usually those of older age and those of tender age (Buccigrossi & Robinson, 2003). Due to better healthcare and improved fitness in employees, the lifespan of these workers increase and thus they tend to work for longer years which seems restrict promotions and...
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...with a wide range of characteristics and experiences. Some of the key characteristics of workforce diversity include race, ethnicity, gender, age, religion, ability, and sexual orientation. A company that embraces diversity can broaden its skill base and become more competitive and innovative. Workforce diversity also brings with it a number of issues and challenges. Issues and Challenges You may know someone who has experienced unfair treatment based on a personal characteristic.Discrimination occurs when someone is denied opportunities on the basis of a personal characteristic that has no bearing on job performance. Discrimination causes great harm and is illegal in most cases. It's natural that tensions will arise among individuals in a diverse workforce, so it's important for employers to have diversity management policies in place. Most large organizations have taken steps to promote diversity awareness and understanding. These diversity initiatives contribute to a positive work environment that is free from discrimination. Let's look at some of the specific issues that arise among the diverse groups in the workforce. Race and Ethnicity - Racial and ethnic minorities may have different perspectives, customs, or approaches to communication in the workplace. These differences can pose challenges for organizations that seek harmonious employee relations. Such challenges can be...
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...external factors that can impact and effect employment relationships. An internal factor could be a good benefits and incentives package if it is a desirable package it may create a hardworking staff force from the beginning of the employment, for example an enhanced maternity package could see you hold onto valued members of staff. The management style and employee progression are also internal factors if the company has a positive management style that enables them to build good relationships with the employees and they then recognise people who strive to better themselves and move up within the company will retain staff and create a happy and motivated team especially if they have been recruited after recent redundancies. There are many external factors that can impact on the employment relationship for example the national minimum wage vs the national living wage as an organisation you may decide that paying the national living wage might create a better staff force and attract more talent. Another external factor could be trade unions this could put a strain on the employer/employee relationship if they are not managed properly. STEEPLE is a strategic planning tool that takes into account external factors. Steeple is an acronym for Social, Technological, Environmental, Economical, Political, Legal and Ethical. All these elements can effect a business and its needs. See point 1 Appendix. There are three types of employment status, an employee, a worker or a business/Self-Employed...
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...Taft-Hartley Act – 1947 *Wagner plus Taft-Hartley equals the National Labor Relations Act Federal Employment Law *Fair Labor Standards Act – 1938 (FLSA) *Minimum Wage -Lowest amount the employer can pay the employee. Minimum wage is exposed in pay for dollar per hour. *Maximum Hours -Employee must be paid at the premium rate of pay for all hours worked in excess of 40 within any 7-day period -Exemptions: Executive, professional and administrative employees -Executives are VP, president, higher ups. -Professionals are lawyers, architects, doctors, accountants. -Administrative employees are people that work fairly independently without a lot of supervision. *Child Labor – prohibitions and restrictions -In the 20th century we decided that kids should be kids and not have to work -Talking about minors, somebody who is 17 years of age or younger -If you have a 16 year old or a 17 year old most work is permissible, but they cannot engage in any dangerous work EX.) Chemist, policeman, firefighter. Most work is okay. -We permit this because at the age of 16 kids can elect to drop out of school. -14 and 15 year olds employment is usually prohibited. The job cannot interfere with healthy growth, school, cannot be dangerous. The job must be part time. EX.) Work in a store for a couple hours, babysit, cut neighbors grass -13 and under NO EMPLOYMENT IS ALLOWED. Unless the department of labor approves. EX.) Modeling, actors and actresses, own a farm and kid...
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...Gender Inequality in the Workplace Christian Johnstone DeVry University Gender Inequality in the Workplace A woman, who had spent 23 years working her way up the ranks at a Vermont plastics company, sued the company for wage discrimination. The woman began her career as a secretary at the company and eventually made her way to high-level management. The company hired a male to replace her position when she retired, offering him a starting pay of $10,000 more a year to do the same job she had been doing. The male replacement ended up not working out, so the company asked the woman to return to her previous position. However, the company still didn’t offer her the same salary that they had offered her male replacement. (Lister, n.d.) Examples that are similar to, and far worse than the one mentioned, continue to persist in this country. Women continue to be blatantly discriminated against, and held back from deserved promotions while their male counterparts rise through the ranks in corporate America. Women have made great strides in the last few decades toward gaining workplace equality. However, in a continued effort toward moving forward, there needs to be a promotion of empowerment for women and giving them the autonomy needed to manage their own lives. The reality though, is that the phenomenon referred to as the glass ceiling does exist. “The ‘glass ceiling’ can be described as an ‘invisible, but impenetrable barrier which prevents women from reaching senior positions...
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