Diversity as a Human Resource Issue in Workplace - Coursework Example

Running Head: ISSUES IN HUMAN RESOURCE WORKPLACE Issues in the Human Resources Workplace Name Institution Date Table of Contents Running Head: ISSUES IN HUMAN RESOURCE WORKPLACE 1 Introduction 3 Diversity as a human resource issue in workplace 3 Benefits of diversity in workplace 4 Harnessing and channelizing of diverse skills, distinctive capabilities and specialized competencies of employees of minority classes and multiple classes Challenges of diversity in workplace by human resource may lead to creative remedies for problems and increased organizational productivity. Regular interaction, co-mingling sharing of egalitarian thoughts may help reduce, prejudices, misunderstandings and discriminations of previous eras. Ethnic diversity, multiple viewpoints, and cultural multiplicity bring vitality to workplace. Workplace solidarity and instilling a humanitarianism spirit shapes and makes workers to be superior future citizens. 5 Challenges of diversity in work place 5 How workplace diversity fit into the wider organization 6 Workplace diversity strategies assist to build the corporations relationships with the entire community promotes contribution of employees and promotes quality of programs, services, and products. The most effective corporations focus on embedding and inculcating diversity principles in their management and culture systems. Diversity is revealed in their model to management of people, including performance management. It is a central element in leadership and development of leadership and is reinforced via performance assessment and feedback. 6 Human resource tools for managing diversity 6 Workplace discrimination 7 Organizational policies and training 9 Workplace anti-discrimination laws 10 Conclusion 12 Introduction Human resources issues facing modern employers include productivity, outsourcing, benefits, diversity, and training. How every business handles its particular human resources issues is dependent on the director or human resource manager and the policies of the organization. Since the chief responsibility of human resource personnel is to watch over every area of hiring, recruitment, employee termination, and development, it’s also the job of human resource department to handle human resource issues. Diversity as a human resource issue in workplace Diversity covers age, language, sexual orientation, language, cultural background, family responsibilities, disabilities, and religious beliefs. It also refers to other ways, in which individuals are different, such as life experience, work experience, educational level, marital and personality status and socio-economic background. Workplace diversity entails recognizing the worth of individual diversities and managing them in workplace. Successful management of diversity means building an environment that recognizes these values and exploits the contributions of individuals with diverse backgrounds, perspectives and experiences (Jackson, 2004). Organizations are required to develop management strategies that accommodate diversities in the family responsibilities, background, and perspectives of their workers. The idea of workplace diversity involves the equal employment opportunity principle. Policies of equal employment opportunity address prolonged disadvantaged experienced by specific groups of individuals in workplace, including women, individuals with disabilities and people who endure disadvantage on basis of ethnicity or race. Benefits of diversity in workplace Diversity is useful to both employers and associates. Even though associates are mutually dependent in the place of work, respecting personal diversities may increase productivity. Managing diversity in work place may minimize lawsuits and expand marketing opportunities, creativity, business image, and recruitment. Creativity and flexibility are keys to competitiveness in the business environment and therefore, diversity is vital for the success of an organization. Organizations that employ a diverse workforce may supply a wide range of solutions to difficulties in sourcing, servicing, and allotment of resources. Workers from different backgrounds bring experiences and talents in proposing thoughts that are flexible in adjusting to fluctuating customer and markets demands. A diverse set of experiences and skills such as cultural and language understandings allow an organization to serve customers on a global basis. Employees from diverse backgrounds communicate different viewpoints and offer a greater pool of experiences and ideas which the organization can utilize to meet strategy for business needs and customer needs more effectively. Harnessing and channelizing of diverse skills, distinctive capabilities and specialized competencies of employees of minority classes and multiple classes Challenges of diversity in workplace by human resource may lead to creative remedies for problems and increased organizational productivity. Regular interaction, co-mingling sharing of egalitarian thoughts may help reduce, prejudices, misunderstandings and discriminations of previous eras. Ethnic diversity, multiple viewpoints, and cultural multiplicity bring vitality to workplace. Workplace solidarity and instilling a humanitarianism spirit shapes and makes workers to be superior future citizens. Challenges of diversity in work place There are several challenges to managing a diverse workforce population in places of work. Management of diversity is more than mere acknowledgment of differences in individuals. It entails recognizing the worth of the differences, promoting inclusiveness and combating discrimination. Human resource management can also be faced with challenge of losses in work and personal productivity as a result of discrimination and prejudice and legal actions and complaints against the corporation. Negative behaviours and attitudes may be obstacles to organizational diversity since they may damage working relationships and destroy work productivity and morale. According to Laton, (2006), negative behaviours and attitudes in workplace include discrimination, prejudice, and stereotyping, which must never be applied in management for retention, hiring, and termination practices because they can result to costly litigation. How workplace diversity fit into the wider organization Principles of workplace diversity should be incorporated with and underpin every aspect of human resource management like selection and recruitment, planning, training and development, performance appraisal, workplace relations and occupational safety and health. Prasad, (2004)argues that an organization is supposed to reinforce its commitment to workplace diversity and must integrate flexible working conditions for workers to enable them to balance their work and several other family responsibilities. Workplace diversity strategies assist to build the corporations relationships with the entire community promotes contribution of employees and promotes quality of programs, services, and products. The most effective corporations focus on embedding and inculcating diversity principles in their management and culture systems. Diversity is revealed in their model to management of people, including performance management. It is a central element in leadership and development of leadership and is reinforced via performance assessment and feedback. Human resource tools for managing diversity Successful managers are aware that particular skills are fundamental for creating an effective, diverse workforce. Managers must therefore recognize discrimination, as well as its consequences. They should also understand their cultural prejudices and biases. According to Rowe, (2006), diversity is not an issue regarding differences amid groups, but is about differences amid individuals. Each person is unique and does not speak of or represent a specific group. Managers must be ready to change the corporation so as to effectively manage workforce diversity and corporations are required how to manage diversity in workplace so that they can be successful in future times. There is no a recipe for success and it primarily depends on the ability of a managers to recognize what is best for the corporation based on teamwork and workplace dynamics. Management of diversity is a comprehensive procedure for establishing a working environment that includes every employee. When establishing an effective diverse workforce, effective managers must focus on individual awareness. Both associates and managers are required to be conscious of their individual biases. Managing diversity concerns more than affirmative action and equal employment opportunity. Workplace discrimination Workplace discrimination happens when a worker endures unfair or unfavorable due to their race, religion, national origin, age, disability, or gender and this to impairment of equality of treatment and opportunity. The freedom of employees to promote their capabilities and to select and pursue their personal and professional aspirations is limited, with no regard for ability. Competencies and skills cannot be developed, work rewards are denied, and a feeling of powerlessness, humiliation, and frustration takes over. For instance, discrimination of women at workplace is a common practice in American public service organizations. Modern women are advanced in education qualifications but their number in active workforce is less than that of men. This is because women face numerous cultural and traditional barriers that hinder them from getting a particular job even if they have the needed qualifications. Women are also paid less amount of money than their male counterparts for a similar type of job and are less likely to get promotions. Gregory (2003) argues that stereotyping of females and misconceptions related to potentials and abilities of women significantly exacerbate this problem. Family issues are another factor in discrimination of women in workplace. A working female is supposed to tolerate several hardships. The major reasons why women are paid less than their male counterparts is because employers feel that women do not have much experience, work for fewer hours and choose professionals with low pay. Women bear kids and this makes them to take maternity leaves, which results to reduction of working hours and the consequent less pay. Additionally, women do not follow ambitious career paths because they want much time to spend with their children (Efron, 2010). Women are usually burdened with liabilities when the male employed members of the household become unwilling to share liabilities with them. Workplace discrimination leads to unemployment of qualified and potential employees leading to their reduced rate of their contribution to the society and therefore eradication of discrimination in workplace is core to social justice and underpins the concept of decent workplace for all men and women, which is based on notion of equal opportunities and treatment of all employees who work and seek a living in the informal or the formal economy. The eradication of discrimination in work place is a necessary portion of any feasible strategy for sustainable economic development and poverty eradication. The government and human resource management must take initiative and promote essential measures to forbid discrimination of employees based on their differences in gender, race, age, religious beliefs, or national origin. How to stop workplace and create a healthy working environment Eliminating workplace discrimination Organizational policies and training A healthy working atmosphere is one where discrimination in workplace is correctly and swiftly handled and individuals of all races, genders, disabilities, and ages feel welcomed in the workplace and is also a productive workplace where the economic and social needs of employees are fairly handled. Managers are supposed to draft and execute discrimination in workplace. Managers who lack clear policies against discrimination in workplace are required to establish anti discrimination policies that place clear examples and standards and develop penalties for people who violates these policies. Policies against workplace discrimination should be put into writing and made mandatory for all employees to read. The human resource may set up unique meetings, and allot time for workers to read these policies. This will promote social life and prevent workplace friction while protecting the company from economic losses against claims of discrimination in workplace. Management need to educate their staff on workplace discrimination via diversity training. They should lay down procedures for handling claims of workplace discrimination and apparent disciplinary systems for penalizing offenders. All management personnel and employers must to convey to their staff that they are free to discuss discrimination allegations with any person in management without panic of retaliation. Human resources and management must take allegations of workplace discrimination seriously and carefully investigate every claim. They should also handle discrimination claimant with understanding and respect. The primary reason why employees file discrimination suits against organizations is because they believe that their claims were not heard or taken seriously by human resources. Managers are supposed to keep discrimination allegation confidential and talk with the worker about her or his discrimination allegation. The manager should make a further point of talking with other employees who might have eye witnessed the discrimination. By doing this, management can get evidence on the discrimination claim while safeguarding the employee who made the claim. By doing employees will feel that the managers believe in a health and safe working environment in which workers air their voices. This will also boost their morale and work productivity by utilizing their diverse contributions. Human resources must constantly foster an environment of equality and fairness in workplace. Workplace anti-discrimination laws Human resource and management should embrace laws that prohibit discrimination of people in work place based on their age, gender, race, and physical ability. The American Civil Rights Act forbids discrimination in promotion, hiring, pay, job training, and fringe benefits such as health, fitness and wellness insurance on basis of colour, race, national origin, or sex. If managers implement this law there will be equality in hiring and promotion of diverse workforce in their organization and this will lead to the overall economic and social well being of employees and the entire organization. The equal opportunity employment law makes sure that each worker has a workplace that is free of harassment and discrimination (Repa, 2010). The Americans with disabilities act safeguards qualified disabled employees and applicants from discrimination in pay, job training, stereotyping, and promotion. The law also requires organizations to offer disabled employees with suitable accommodations that don’t inflict undue adversity. The age discrimination in employment act protects employees who are forty years of age or more form discrimination on basis of compensation, terms, hiring, privileges, or conditions of employment. The sex discrimination forbidden in the civil rights act and equal pay act forbids sex discrimination in payment of wages and salaries to men and women performing considerably equal task in a similar establishment. Retaliation against individuals who files charges of discrimination, takes part in investigation, or resists unlawful employment practices are forbidden by these laws. The Paycheck fairness Act This act ensures that employees are aware of how their salaries compares to that of co-workers so that they can advocate for themselves and make sure that discrimination doesn’t happen. A recent research conducted by Institute for women’s policy revealed that 14 percent of workers in the public sector feel that discussions on pay are prohibited or discouraged and within the federal government, pay gap between women and men is 11 percent. The pay in the entire economy is higher and in order to recognize and avoid discrimination, workers must be aware of how their wages compares to that of co-workers and wages would be equal where workplaces are much more open (McSweeny, 2010). A lot of women who have children do not get time off or request for flexible schedules. This is especially true in hard economic times when the family increasingly depends on women’s revenue. That’s the major reason why women now constitute almost half of all employees in US payrolls. Most women are the basic breadwinners for families and as families rely more upon women’s income, elimination of wage discrimination is also vital to ensure that women are able to sustain a living for their families. The Paycheck fairness Act grants women tools to attain fair pay in workplace. For instance, the legislation permits workers to inquire about wages of their co-workers or share pay information with no fear of retaliation. This Act shuts every loophole that make it difficult for females to confront unequal wages for a similar task, and it makes sure that women who attest their case are fairly compensated. Conclusion Diversity is a significant human resource issue and employers must adhere to hiring, termination, and promotion practices that don’t discriminate against individuals of diverse races, sexual orientation, gender, age, and national origin. Human resources managers are supposed to create a healthy working atmosphere where people of diverse backgrounds feel welcomed and receive fair treatment in workplace. Managers are supposed to develop antidiscrimination policies that place clear standards and examples and establish penalties for individuals who violate these policies. They are should also make sure that the corporations policies are in line with anti-discrimination legislature. References Jackson, S., (2004). Diversity in workplace: human resources initiatives. Oxford, England: Blackwell. Laton, D., (2006). Developing positive workplace skills and attitudes. New York: Greenwood Publishing Group. Gregory, R., (2003). Women and workplace discrimination: overcoming barriers to gender equality. New Jersey: Rutgers University Press. Repa, B., (2010). Your Rights in the Workplace. London: Routledge. Prasad, P., (2004). Managing the organizational melting pot: dilemmas of workplace diversity. California: Jossey-Bass. Rowe, A., (2006). Tools for managing diversity. New Jersey: Prentice Hall. McSweeny, T., (2010).The Importance of Equal Pay For Women. Targeted News Service. Washington D.C: Efron, S., (2010). Winning the wage war. Moneysense, 12(5): 30-35. Read More