department of Housing and Urban Development (HUD) is the sex and racial discrimination filed against the agency as contained in the Worth v. Jackson (formerly Worth v. Martinez) and Equal Employment Opportunity Commission…
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the federal government] be made free from any discrimination based on race, color, religion, sex, or national origin.” Section 717 also obligates, in part, every department and agency to “maintain an affirmative program of equal employment opportunity for all such employees” (Worth v. Jackson). The Equal Employment Opportunity Commission (EEOC) evaluated the HUD’s “affirmative employment plan” and found that it intentionally discriminate against sex and race in violation of the equal protection guarantee. The case that was filed against HUD was for a permanent injunction of the agency’s “affirmative employment plan” (AEP) and the discriminatory practices contained in it (Center for Individual Rights, nd). This also violates the new discrimination criteria of EEO that states “maintain recruitment, hiring, job assignment, and other work policies that have “an adverse impact on minorities and women and are not justified by business necessity” (EEOC, nd)
The issuance of “Guidance on LGBT Housing Discrimination Complaints expanded the coverage of the nondiscriminatory clause in the Fair Housing Act to include not only discrimination in race, color, national origin but also gender orientation such as those LGBT. This has affected not only the external customers of Department of Housing and Urban Development but also included its personnel management practice. This translates to the hiring and general personnel management practices of the organization.
In a guidance issued by the U.S. Department of Housing and Urban Development (HUD) it announced that it would expand the coverage of non-discrimination to the lesbian, gay, bisexual and transgender (LGBT) individuals and families consistent with the Fair Housing Act.
Addressing the issue of Lesbian, Gay, Bisexual and transgender ensures that the workplace has a diversified pool of talent where the basis of selection and recruitment is dependent on the skills and competence of an individual
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Globalization has brought immense changes in this world. Business is one segment in which globalization forced enormous changes. International business or cross cultural business is growing day by day as a result of the increasing acceptance of globalization, liberalization and privatization at many parts of the world.
One of the most critical strategies that organisations have been pursuing is to increase diversity of their employees (French, 2005). Most firms have instituted specific programs and policies to improve inclusion, recruitment, promotion and retention of workforce from diverse groups of the society.
Diversity is all about valuing individual differences and managing differences to enable all employees to contribute and realise their full potential. It is impossible for an organization to complete all its organizational tasks with the help of domestic workforces alone in the current business world.
This much is established by now through a growing body of research literature that diversity cannot be overlooked in the contemporary age especially with all societies around the globe becoming increasingly multicultural. But when there is authoritarian leadership in an organization and the managers refuse to extensively bank on opening myriad communication channels, the problems of the workers are not listened and a lot of room is made for racial discrimination, bigotry, controversies, and conflicts.
Ideally, the global market has become relatively competitive in which organizations have had to take up management tools that are able to edge rival groups out of their way. The logic behind this is that organizations that seek to remain relevant in the global market have no option to apply the principles of diversity in all their aspects of operations.
This paper also looks at the hiring practice of UCSIS, and the ethical and diversity training programs that UCIS engages in. This paper has a recommendation on how the organization should recruit, and train its diverse work force. Laws Affecting the Agency: One of the laws that affect the personnel management of the agency is the immigration reform and control act which was enacted in 1986.
The difficulty that arises is in finding a way for all the unique abilities of individuals to be used. One effective method is to use teams. In teams, people are able to contribute the unique skills or ideas that they have. Alone, the unique skills of individuals may not be able to be utilized.
A manager can cultivate diverse workforce using diversity initiatives undertaken in organizations, which primarily comprise training and development efforts such as leadership training, mentoring, and personal support group (awareness and skills building).