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The impact of diversity on organizations
Manage diversity in the workplace
Manage diversity in the workplace
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In order for any organization to select the perfect applicant for a job position, the organization provides pre-employment testing/screening. Pre-employment testing is beneficial for the company because it can help the company to reduce cost, decrease turnover and save time. Pre-employment testing that is provided must be valid and fair. (Quast, 2011) In addition to the validity of pre-employment testing/screening an organization must never discriminate a person’s age, gender or disability status. Therefore, more organization are becoming more diverse when it comes to employee selections. However, some ethical issue may arise when an organization decides to change their organization into a more diverse organization.
Should an employer care about issues such as adverse impact? An employer must care about issues such as adverse impact. For example, a job position such as a police officer or a firefighter requires a person to have a physical ability in order to be qualified for the job. (Aamodt, 2015) Therefore, the law enforcement organization provides physical ability tests to its applicants before selecting an employee. If the law enforcement does not provide physical testing to its applicants, issues may occur that can also negatively impact the organization’s future. For example, one of the police officer’s responsibility is to chase criminals and to lock them in jail. Secondly, a police officer is expected to use their physical ability and stamina while chasing after a criminal. If the police officer was not given such test, the police officer will not have the ability to run and chase after its criminal. Therefore, it is possible that this person will continue to commit crime. It is necessary and ethical for the organization...
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...ly, it is important for her to know her rights as an employee and for someone who has been discriminated at work. Lastly, it is important to know her rights and the company’s laws regarding leaving the company after discrimination.
An organization provides every necessary method before making a decision to select an applicant for the job position. A company will provide pre-employment testing/screening in order to select the most qualified candidate. An organization may decide to change its company into more diverse organization and therefore, it is their right to select more diverse employees. However, it is also important not to focus on a person’s gender, age or race. It is still very important to choose an employee who is the perfect fit for the job position. This is necessary because issues may arise and these issues may also impact the organization’s future.
Hamblett, M. (2004, August 26). 2nd Circuit: Impact of Employer Acts Grounds for Suit: Court rules on disparate impact theory of recovery. New York Law Journal. Retrieved April 4, 2005 from http://www.law.com/jsp/article.jsp?id=1090180422885
In the future Rogers has lots of options available to them when an employee has a complaint regarding sex discrimination. Often times letting a person go, will create more conflict, there are some simple strategies that exist to mediate the problem before it develops. Conflict management and regular meetings with employees can help limit problems in the workplace. Listening to employee feedback and consulting employees with problems can often times bring light to an underlying problem. These problems do not necessarily start and grow from within the workplace environment but have the potential to create problems with coworkers and even management. In this case Rogers had the ability to intervene before Ms. Labelle felt that she was being discriminated against. Preventative employee consulting with higher risk candidates has the potential to solve a lot of problems before then develop into something more serious. An in-depth performance review has the ability to highlight some key areas of improvement. At this point the employer and employee can set common goals and both can compromise on areas of weakness to develop them into strengths. By engaging with the employee, the employee has the chance to feel like more of a person and less of a number in larger companies such as Rogers
In some instances, individuals feel that they were not hired due to race, gender, age, if she is over 40, disability or religion. (EEOC 2010) This may or may not be the situation in Nancy’s case. To ensure that Nancy was not hired due to the fact that she was not the most qualified individual, the EEOC will assign an investigator to Nancy’s case. The investigator will contact the company who did not hire Nancy and request qualification, gender, race and age information for the individual who was hired. In the case another woman was hired who had similar qualifications to Nancy, the case would be void, as gender would not play a role in the company’s decision. In the case a male was hired with similar experience to Nancy, the company would have to prove its point in the hiring decision. That information would be any testing that was done in determination of the hiring decision, education and qualification information that rendered a hiring decision of another candidate, reference information. Even though Nancy feels she was not hired due to her gender, she might not have received good references; making the decision to hire another the deciding factor. The EEOC’s role in this is “The EEOC has the authority to investigate charges of discrimination against employers who are covered by the law. Our role in an investigation is to fairly and accurately assess the allegations in the charge and then make a finding. If we find...
Gender, racial, and ethnic diversity means different things to different people. Some believe that diversity is about quotas, and affirmative action. Others believe that diversity is something that will happen on its own with out intervention. Some experts who study diversity, however, believe that diversity is not something that should be left up to chance. It is important, therefore, for organizations to take action to encourage and foster diversity in the workplace (Clarke, 1995, p. 13).
Diversity is a composite of racial, gender, ethnic, nation origin, cultural, attitudinal, social-economic, and personal differences. With the many legal implications and issues surrounding every aspect of the Human Resource function, the human Resource department must be prepared to resolve issues in a timely and cost efficient manner. With the saturation of laws surrounding personnel, nearly every decision made by the Human Resource Department has the potential for legal suits. Even if the Human Resource department has done everything that is required of them, it can still be costly to defend it. That is why supervisors, managers and workers must be trained on managing diversity in the workplace.
... to address this issue are critical in order to help protect women from discrimination and injustice.
Employers have the right to know many things about their employees. Job skills and training can even be investigated by the employer. The employee is to perform services and these services must be done in a certain manner. Someone who is incoherent because of drug abuse cannot be a pilot, for example. This is why employers can test to see if characteristics or tendencies would affect performance.
Effective diversity management has traditionally been used to give a lawfully invulnerable position against charges of discrimination. A firm having...
This chapter has presented some common issues that plague employers around the country. Companies have continued to evolve, they look for ways improve and define job criterions and assessments. These methods establish identifying traits that the best applicant should possess for different types of employment opportunities. It is imperative that the applicant’s rights balance the scales of prescreening. The case overview in this assignment looks at how measuring prescreening test as a condition of employment can create conflicts with the Title VII protected classes and rights of the applicants in this case.
Employment discrimination in the workplace can come in many forms such as race, gender, religion, national origin, physical or mental disability, and age by employers. This situation violates the rights of equal employment of workers. But based on the internal needs of specific occupations and discrimination should not be considered discrimination.
In week one I examined a right versus right scenario that involved the company’s diversity recruitment
If and when you find something on a background check that may impact the decision to hire an applicant, you should at a minimum engage in a conversation with the applicant. So many misconceptions, mistakes, and reporting errors can be resolved by conducting that face-to-face communication. Background checks are inherently viewed as a way to pinpoint negative information. Use a background check to also locate positives that will help you choose between two well-qualified candidates. Great screening companies will do a far better job of locating the information you want.
In conclusion, there are many rights to the employees’ when it comes down to equal opportunity employment. In this paper you learned of a few different types of discrimination towards employees’ and how different acts protect them in the workforce. It also has shown what rights a person has as an employee in the working environment.
At the moment, Personal testing only has a major effect on athletes but it is affecting jobs all around America by asking for too much. First, Employers are asking for too much information. For example,
Many job seekers will face employment discrimination or perhaps to be treated differently because of their skin color, age, or religion. Although it is illegal to discriminate in hiring and firing, however, one of the mo...