Equal Opportunity Employment - Research Paper Example

Equal Employment Opportunity Citation/Source Strachan, G., Burgess, J., & Henderson, L. (2007). Equal employment opportunity legislation and policies: the Australian experience. Equal Opportunities International, 26(6), 525-540. Major Thesis Employment process should be just and equitable in providing benefits to all employees providing goods and services. It should avail a means of livelihood to all human beings worldwide participating in any form of employment activities. An empirical study carried out by Strachan, Burgess, & Henderson (2007) tried to explain the benefits related to the provision of equal employment opportunity to the workers.

No discrimination whatsoever should arise during the employment process to ensure there is no infringement of people’s rights. The various forms through, which employers mistreat their employees include unhealthy conditions, sexual harassment, unsafe working conditions, and an inclusion of a threatening clause in the employment contract, which stipulates that termination can occur anytime and with no cause. Such issues threaten equal employment opportunities for the country’s workforce hence the need to come up with strategies to curb them.

The Australian government has put in place both state and national laws that cover anti-discrimination and provision of equal employment opportunities in the workplace. As per these laws, an employer should clearly understand their rights and responsibilities under the anti-discrimination and human rights law. If the effective equal employment opportunity procedures set by the government are strictly adhered to, the result will be improved productivity and increased efficiency (Strachan et al., 2007). A good example of this is the case of a pregnant woman.

As long as she can do her job, she should be allowed to continue performing her duty without forceful maternity leave insider. An employer should never terminate her job regarding an absence related to her pregnancy. The employer is expected to hold that vacancy for the same duration of the other employ’s leave, also referred to as the maternity leave (maternity leave insider). Regarding her health insurance, the employer should ensure they cover all expenses as a result of pregnancy circumstances.

A pregnant woman should receive equal treatment as any other employee with temporal disability when on maternity-leave. In the case of a pay rise or other relevant benefits, they should also enjoy the same privileges. Sexual harassment is a notorious and well-known occurrence in most workplaces. It is usually vested on employers hence gives them an additional role in preventing it. Nobody can be prevented from engaging with one another out of natural attractions, but this is totally different from sexual harassment (Lim et al., 2005). Superiors are known to use this in granting individuals pay rise, promotions and other work related benefits.

The Australian government has in place strict National Engagement Standards (NES) that sets out how and when one receives pay rise, pay cut, promotions or when termination is bound to occur. The articles states, “In order to dismiss an employee you must have a valid reason. This reason must be based on poor performance, conduct or changes to your operational requirements.” Therefore, it is illegal and actionable in a court of law when a worker’s employment is terminated based on sexual matters like denial.

All employees are entitled to fair wages, good working conditions, and entitlements. If there are any form of stressful conditions in the workplace e.g. poor compensation strategy; presence of stress points; and discrimination, battles like employee versus employers and third parties are bound to arise. The result is unfair termination of job contracts that is not an equal employment process. Such should be avoided through putting in place fair compensation strategies and good working conditions.

The Australian government, through its NES, has in place ten minimum entitlements for an employee. Disabled individuals should never be overlooked down upon in the employment process but should be awarded equal opportunities just like any other person because all people have similar necessities. For instance, the American Disabilities Act of the year 1990 was formulated to protect the American disabled individuals (DeLeire, 2000). The Act prohibits actions denying the disabled people services and goods offered to the able, like employment opportunities.

Last but not least is how employee complaints should be resolved. An amicable approach towards disputes resolution ensures there are no discriminations. It creates a good working condition hence offering equal employment opportunities. The writer of the article outlines how to deal with an employee dispute and how to make a complaint. It gives employees the opportunity to express themselves during discussions thus, clearing out stress and rumors. Conclusion The results of this study advocate that, there should be in place equal employment opportunities for all citizens in a country, if it is to prosper economically.

The objective of the writer was to educate and create public awareness on the importance for the provision of equal employment opportunities to all citizens in a country. However, there is a major limitation in that the research proposals and recommendations cannot be applicable be applicable in every country especially in nations with strong socialism rules and regulations. Therefore, this study provides the basis for conducting similar research in other countries to find out if proper legislation has been enacted to ensure EEO.

References DeLeire, T. (2000). The wage and employment effects of the Americans with Disabilities Act. Journal of Human Resources. Lim, S., & Cortina, L. M. (2005). Interpersonal mistreatments in the workplace: the interface & impact of general incivility & sexual harassment. Journal of applied psychology, 90(3), 483. Maternity leave insider. (n.d.). Womb to bloom. Retrieved September 5, 2014, from http://www.wombtobloom.com/MaternityLeaveInsider Strachan, G., Burgess, J., & Henderson, L. (2007).

Equal employment opportunity legislation and policies: the Australian experience. Equal Opportunities International, 26(6).