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Managing a global and diverse workforce - Essay Example

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MANAGING A GLOBAL AND DIVERSE WORKFORCE By Instructor Institution Location Date Managing a Global and Diverse Workforce Introduction In recent years, human resource professionals across the globe have realized the benefits of applying diversity in managing a global workforce because of its potential of influencing organizational growth…
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Download file to see previous pages Organizations have realized the significance of diversity management as the focus has shifted from earning revenue to enhancing employee satisfaction. In essence, globalization is one of the key contributors to the establishment of workplace diversities making it essential for a human resource manager to build a culturally tolerant environment. The core practice of incorporating this management concept is ensuring that managers utilize all the tools and resources at their disposal in order for the process to be successful. With this, this essay will delve into the compliance-based model of enforcing workplace diversity practice used in the USA in relation to hiring and assigning employees. History of the compliance-based model in the US Initially, the concept of applying workplace diversity began through the introduction of affirmative action as a provision of the law in which human resource professionals had to give equal opportunities to job seekers (Kandola & Fullerton 2003, p. 4). As per the law, employers cannot use racial, ethnic affiliation, or gender as the basis to offering employment or as a tool for filling out the diversity gaps that may exist within an organization. The process began as a voluntary aspect in which those that desired to apply it could, but it later evolved to be a mandatory practice because of the increase in cases of substandard treatment by employers. In essence, for those that could not comply with the developed legal structures that aimed at enforcing equality at the workplace became subject able to legal penalties. By the mid twentieth century, the quest to achieve workplace diversity had begun in Europe and USA where those that sought employment opportunities in these regions could not experience discrimination (Ozbilgin 2004). The Civil Rights legislation of 1964 and the Directive 2000/78/EC are some of the laws developed in order to protect job seekers from discrimination. Both of these laws safeguard the employees against prejudicial treatment at the work place because of their religion, gender, sexual preference, personal experience and their ethnic background. Racism as a workplace issue For many years, racism has been a predominant workplace issue that has attracted civil lawsuits because human resource professionals have failed to eradicate out of their organizations. Kumra and Manfredi (2012, p. 101) suggest that the significant fraction of the population that has continued to experience workplace discrimination is the African American population. They argue that blacks experience ‘everyday racism’ at their places of work as compared to any other immigrant population hence making some companies to advocate for institutional racism. Britain is one of the super economies that have minimal regard for people from the black and the ethnic minority groups in relation to positions of power, education, and employment. Further, the percentage of the unemployed from the BME groups stands at 8.5% because the percentage managers from this community tend to be minimal. The implication of this is that the high percentage registered in the unemployed population is because of having fewer managers at the management levels that can ensure that there is diversity and equality in their places of work (Gold 2009, p. 56). However, this challenge takes from the fact that a significant ...Download file to see next pagesRead More
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