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The civil rights of 1964 prohibits any form of discrimination on the basis of race, religion, colour and national origin and sex. The document is a judicial reference that fosters equality among all the citizens of the United States (Hasday, 2007). The Civil Rights Act, Title VII of 1964 legislation was aimed at promoting equality among the citizens of the United States of America thus allowing them to exercise their basic rights such as the right to vote and acquire education. The act was also designed with the aim of extending the commission of civil rights; prevent discrimination in all federal assist programs and to form a commission on equal employment opportunities (Hasday, 2007). This stipulates the rights of an American citizen to participate in any job application program regardless of the discrimination elements such as race, skin colour and originality.
A religious accommodation is any necessary adjustment to the work environment that will allow an applicant of an employee to practice his or her religion. Chapter VII necessitates the job of federal agencies in reasonable accommodation of religious practices or beliefs practiced or performed by employees which may conflict with the working requirements, unless the accommodation would create undue hardship (Gregory, 2011). If it does not pose any undue hardship, the employer is obliged to abide by the federal rule and grant the employee the accommodation. Some of the undue hardships that might lead to the employer denying religious accommodation rights include: if the accommodation is costly, decreases workplace efficiency, compromises work place safety or if the practice conflicts with special requirements. Application process or tasks entailed in the working environment (Gregory, 2011). Religious accommodation may be inform of dressing, for instance, nuns and Muslim women are excepted from job dressing requirement as they are bound by their religion
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This paper is designed for administrators to effectively manage diverse workforce populations. It provides a general definition of "diversity", discusses the benefits of diversity in the workplace, the challenges of managing a diverse workplace, and presents effective strategies for managing the diverse workforce.
It repositions a company’s portfolio: A company can manage its product portfolio effectively through extensive restructuring. Downsizing has become a common practice with companies to improve their financial performance. It is because of the changed way of doing business globally that restructuring has become a corporate trend.
The author states that handling a diverse workforce means that the organization has to engage in first acknowledging the worth of discrepancies in the manpower, fight discrimination and biases and encourage inclusiveness. Managers and superiors may have to face issues with compromising productivity in work or loss in manpower due to discrimination.
America today can be considered as the melting pot of the world. Ethnic minorities in America far outnumber those in most of other countries that have a mass majority of natives. With so many opportunities in America, a lot of people come here to start a new life with a college education, to start a business, or even to escape poverty or persecution of their native land.
This characteristic of workforce can be coinciding in a simple term i.e. cultural diversity. Ethnic diversity in the workforce includes difference in language, behavior, manner, and many other human characteristics (Barak, 2010, p.103). Though ethnical diversity can be found in domestic organizations of any country but it can be seen in major extent in multinational organizations where people of different countries works together and creates higher extent of ethnic diversity at the workplace.
In often instances, a diverse population is considered to be ‘special’ owing to their uniqueness in respect of the social, historical and cultural aspects (Henderson, 1998). It is worth mentioning in this context that diversity refers to the depiction of various social categories based on masculinity, race and ethnicity as persisting within a defined association reflecting a relational demographic context.
Generally, the concept of diversity involves ethnicity, gender, race, religion, culture, mental and physical abilities, and sexual orientation among other aspects (Green et al, 2013), not only ethnicity and culture as known by many, when the term diversity is mentioned.
In the Private Sector effective Diversity Management translates tangibly into enhanced profits. However, the challenges of Diversity Management "are compounded in the public sector by pressures creating additional dilemmas for the civil service system. Public sector organizations in most countries, rich and poor, experience an environment characterized by greater scarcity of resources.
However, even more pressing is the process of recruitment and affirmative action (Korgen, 1999). As a minority and newly formed groups, biracial employees should be considered a qualified group for affirmative
The original intent was to ensure that qualified individuals from all groups of the society get a place equally in school admission and job vacancies. The action was supposed to break down the racial barriers that discriminated
1 Pages(250 words)Research Paper
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