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Legal Compliance

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Legal Compliance: “Xerox”

By

Kenneth Edwards

Dr. Ed

HRM530

October 30, 2011

Introduction

The purpose of this assignment is to discuss the strategies that Xerox should implement to achieve legal compliance in the hiring process as it relates to the acquisition on feminine human resources. Additionally, discrimination in the workplace will be evaluated and discussed.

Discuss how human resource professionals can ensure that top organizational leaders encourage managers and employees to follow laws and guidelines.

Often Human Resources (HR) wants only to educate. By providing corporate leadership with a working knowledge of how to abiding by the federal laws will only cause them to understand what they need to do, but not why they need to do it. A better approach is to modify the prior one. Expressing compliance in dollars and sense will stimulate compliance. Showing them how much money can be lost in litigation for failing to comply puts a tangible value on acquiescence. Once HR has the buy in of leadership, the next step is to educate the employees who will be engaged in the process providing them with the same information previously given to the higher-ups. “Identify appropriate managers with sufficient authority to assure that effective equal employment opportunity and affirmative action plans, programs and practices are developed and implemented, and measured at least annually” (“Fair employment practices,” 2000).
Having executive buy in and enforcement will only help with compliance.

Discuss how hiring women and minorities improved Xerox’s profitability.

A big advantage of diversifying their employee base the ability to acquire government contracts which were awarded in part as a result of the diverse workforce. These contracts were highly profitable and provided great amounts of capital to allow them to

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