Components of a Diverse Workforce Mark A Kulpa Mid-Continent University M14 DL22 Human Resource Management Professor Edward Hogg 29 December, 2013 Components of a Diverse Workforce Having a diversity workforce can be beneficial for any organization. Not only does it bring people from different cultures together but can bring new ideas that could help a company be more productive. Different cultures may go about problem solving in different ways which could result in thinking “outside
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enacted by the legislative branch included, but not limited to, Title VII of the Civil Rights Act of 1964, the Pregnancy Discrimination Act, the Americans Disabilities Act, the Age Discrimination in Employment Act, and the Family Medical Leave Act. One employment situation that comes to mind is a situation where an employee had to take Family Medical Leave Act (FMLA) due to a pregnancy. Additionally, she also has Muscular Sclerosis. The employee was employed with the company for nineteen years
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prefer to have a diverse workplace and will not discriminate. Discrimination is one of the main issues stopping diversity. “Discrimination occurs whenever something other than qualifications affects how an employee is treated (L. Trevino & K. Nelson, K., 2007, p. 69)”. Discrimination can include age, race, ethnicity, religious beliefs, gender, sexual preference, and/or any quality that varies from the “accepted norm”. Discrimination occurs not only in the hiring process, but also in decisions for
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businesses employed by more than fifteen people for at least twenty weeks in a calendar year are subject to the general coverage of the EEOC in relation to race, sex and/or pregnancy, color, national origin, or disability. These types of violations are related to Title VII of the Civil Rights Act of 1964. In regards to age discrimination, equal opportunity coverage is up to 20 or more
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Discrimination against women First and for most let’s look into the meaning of the word discrimination. “Discrimination is define as a positive or negative attitude toward an individual based on his/her religious, race or other groups”(Webster new Word Dictionary). Despite numerous laws implemented to help stop discrimination in society, discrimination still exists among society today. People will denied this allegation, however if discrimination did not exists, why are there laws set in place
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Trends in the Workplace HRM 500 Instructor Name: Dr. LaQue Perkins, MPM, CIPM 10/26/2015 Human Resources role is to develop, plan and administer policies. There are several key functional areas which includes recruitment and selection, employee relations, compensation and benefits, and compliance. Recruitment and selection is designed to help an organization obtain applicants that are qualified to fill open positions. Recruitment identifies applicants knowledge, abilities, and skills to assist
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including management. This training is done with all new hires and should be done annually for all employees. Discrimination training is needed so those to those in Human Resource. This includes: Age Discrimination, Americans with Disabilities, Civil Rights, Immigration Reform, Pregnancy Discrimination, Uniformed Services Employment and even the Vietnam Era Veterans. “Discrimination is covered by federal law, state law, and company
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Date: May 25, 2015 To: General Motors From: N/A Subject: Avoiding legal discrimination within General Motors The purpose of this memo is to identify ways to avoid discrimination within General Motors companies. Although GM has changed its hiring process of women and minorities it is a good idea to have an outside consultant, such as myself, pinpoint ways to avoid discrimination in the present and future. In order to meet legal requirements of women and minority workers, General Motors need
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protected those who sought relief or assisted others in their exercise of rights secured by the law. The EEOC started operating one year later after the Civil Rights Act was passed. In addition to prohibiting employment discrimination, The EEOC also prevent discrimination through education and outreach, investigation, mediation, conciliation, litigation, and federal sector hearings, appeals, training and technical assistance (www.eeoc.gov). On the night he signed the landmark legislation, President
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Discrimination and Employment Laws Christine Rodriguez ETH 321 December 7, 2015 Brian La Hargoue Does spoken action have to be targeted or understood as intentional to be considered harassment? More clearly can language have a contrasting impact? While questions like this may seem trivial, everyday workers morale, mental health and feelings are being threated and or affected by harassment. A huge majority of employees both male and female at one point or another are subjected to some
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