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If you have any questions, comments or concerns, please call us at 1(631)573-5506 Companies that allow discrimination register poor performance and low productivity. There are laws that prohibit discrimination, harassment and oppression of employees based on their race, religion, sexual orientation, and ethnicity. Organizations and the legal system must work towards ensuring that the work environment is free from discrimination. An environment that observes discrimination practices and policies as stipulated in 11143642 Document11143642 law encourages productivity. Consequently, it is essential to observe how organizations create a non-discriminatory and productive workplace. (Diversity in the Workplace) Organizations that want to create and maintain a non-discriminative is EPIC POEM?? an *What productive environment must develop a non-discrimination policy. This entails creating a message that states that discrimination, harassment and oppression are unacceptable in the workplace. Employees should be made aware of the possible legal and professional ramifications if they violate this policy. Handing out an employee handbook that details company policies regarding discrimination should lay the groundwork for a non-discriminatory policy. Through this, the management can create a good working climate. Employers can encourage employees to treat each other with respect creating an environment that upholds dignity and respect for all people. Employees can recognize and deal with discrimination if their skills are improved. They are unlikely to engage in discriminatory behavior if they receive some training on how and why differences should be respected. This can, in turn, create a sense of belonging for all, promote team effort and encourage healthy competition (The European Union, 2015). Companies should integrate non-discriminatory practices at the start of the employment process. Potential candidates should be screened thoroughly and presented with real-life situations relating to discrimination during the interview process. Their stand on discrimination and ability to work in an environment that supports diversity should be taken as a suitability factor. On the other hand, recruiters should evaluate candidates based on their competence and productivity rather than their background. This ensures that the hiring process is in line with the law. All concerned parties should employ non-discriminatory policies and practices throughout the recruitment process. This strategy will ensure that the selection Advances Veterinary Journal International Animal and 2012 144-145, of 4(2): considers only those who can perform assigned duties and responsibilities competently. Also, performance-based criteria should guide decisions relating to promotions and pay increase. This also means that the SoTL 2009: exchanges Symposium SoTL guidebook should spell out how processes relating to employment termination should be carried out. This way, employees do not have to worry about losing their jobs on the ground that have nothing to do with productivity. Employees can, thus, strive to increase their productivity with the assurance that it counts when it comes to promotions and pay increase (New Zealand Council of Trade Unions, 2015). The company management should abide by the enforced non-discriminatory policies; hence, providing exemplary leadership. Employees in leading positions should understand laws and policies governing discrimination at the place of work. This can be achieved through Gradient (Blue design) invoice Service training on a variety of topics like acceptable recruitment practices and illegal grounds for promotions, demotions or terminations. Leaders should embrace proper nondiscriminatory methods to act as good examples. Through this, the work environment accommodates a diverse workforce that works towards a common goal. This is an important ingredient for success as it encourages team effort which, in turn, boosts productivity. An organization can also seek help from expert organizations that can help implement nondiscriminatory policies (The European Union, 2015). Employees who have been subjected to some form of discrimination may file a complaint. An organization should have in place an independent body that deals with such complaints. The process should be done in a fair and transparent manner. The victim should not be made to feel that the underlying issue for the victimization is their racial, sex, religion, and/or disability, among others. The perpetrators should be held accountable for their actions. Employers should take prescribed disciplinary measures Mesopotamia Vocabulary Ancient on the nature and seriousness of discrimination act. Finally, it is important for employers to review initiatives on a regular basis since the working environment is dynamic. This can help establish emerging issues so that viable solutions of tackling them are sought. It is important for managers to stay updated on what is happening so that necessary adjustments are made in a timely manner. Keeping tabs on what is happening can ensure problems are handled in a timely manner because a hostile working environment can affect productivity. An organization can also collect data to measure progress. Growth can be measured based on how well the organization has worked to ensure that discrimination does not occur in the workplace. The management can also use this information to establish whether there is a positive relationship between a nondiscriminatory environment and productivity. Continuous follow up is important in order to ensure that discrimination does not come in the way of organizational productivity at any level of operation (The European Union, 2015). How handle issues related to ethnicity, social class, military background, religion, marital status, parental status and sexual orientation. A society can become dysfunctional if the issues bothering it are not solved well and in a timely manner. This unit can disintegrate if issued relating to ethnicity, social class, military background, religion, marital status, parental status and sexual orientation are not solved. People need to work towards creating a progressive society that overlooks these differences and guarantees the inclusion of equality as well as participation in decision making on matters affecting them. There are several ways through which issues of this nature can be handled. Below is an in-depth discussion on how these issues can be tackled. Sensitizing people is an important strategy that can be applied. If people are made aware of the existence of differences and the role they play issues related to ethnicity, social class, military background, religion, marital status, parental status and sexual orientation can be Pack Base Mobile Phone Health EMF Stations / Fact. This can involve encouraging people to be self-aware, learn different groups of people, interact with people from different backgrounds, and become more accepting of others despite the differences that exist. It is important for people to be made aware of the fact that stereotypes are not representative since each person is unique. This way, people are challenged to develop respect for each other and co-existence peacefully. For example, people can be encouraged to be more accommodating and accepting of people from different ethnicity, social class, religion, parental status, sexual orientation, and military background since each group plays an important role in the society. The sensitization process applies to all levels of the society. People can learn their own as well as others’ cultures through education. Specifically, history can encourage the cultivation of an understanding and appreciation for other ethnic groups and religions (Prescott, 2016). The elements of social cohesion can bring and hold people together in any given society. People who live in a socially cohesive society develop a sense of belonging, involvement, inclusion, recognition and acceptability. People of different backgrounds can come together and solve issues without basing the resolution process on their differences. A society that embraces social cohesion is not always demographically homogenous and that is why people from different backgrounds should be accommodated. Respect for diversity is one of the most important elements of social cohesion. A society comprised of people from different ethnic groups, social class, military background, religion, marital status, parental status and sexual orientation is likely to face a myriad of issues. People living in a society can be encouraged to embrace social cohesion through respecting diversity and appreciating the role it plays in ensuring that the society moves forward. By doing so, the society is able to harness the potential that lies in the diversity. Computer Eyestrain Eliminating ensures that social cohesion considers respect for diversity as a potential solution to existing and emerging issues. This, in turn, ensures that the society does not become vulnerable to destructive patterns of conflicts when differences arise (United Nations, 2009). When dealing with people from different backgrounds, tolerance for - Faculty Upstate: Test 1 USC another is important in handling issues. In any given society, there exist opinions, behaviors, beliefs, and ways of life that one does not agree with. People must develop the willingness to accept and respect behavior and beliefs that differ from their own. One does not always have to agree with the ideals, opinions and beliefs of others but it helps when they show respect. For instance, people coming from different ethnic groups have different cultural beliefs. It is important to encourage such people to develop respect for each other. Differences in and among societies should be treated as an asset to humanity. In a diverse society, members should promote principles of peace and dialogue when handling any emerging and existing issues. A society that is tolerant and diverse handles issues while recognizing and affirming the differences that exist among and between the members. This ensures that stakeholders seek solutions to existing and emerging problems without labeling or classifying people. Those heading the resolution process accommodate diverse opinions so that everyone is given a voice. Members of the society should ONES HIGHER FIRST Mikulski W. FROM M. CONNECTIONS ORDER ORDER LINEAR be encouraged to develop respect for human rights and freedoms for a better society (Prescott, 2016). Effective leaders are an important in handling issues related to ethnicity, social class, military background, religion, marital status, parental status and sexual orientation. A representative leadership ensures that solutions sought bring people together rather than cause a disconnection. Good leaders embrace open consultations where members of the society participate in the decision making process of issues affecting them. Society leadership should ensure free, fair and timely dissemination of vital information to all members of the society regardless of their background. Effective leadership handles issues while upholding transparency and accountability so that the plight of all groups in the society is handled appropriately (United Nations, 2009). The importance of maintaining a diverse workplace to help a company compete globally as well as strategies to make sure a company successfully communicates with a diverse workforce. Globalization has made it inevitable for people from different backgrounds to interact. People are no longer living and working in an insular environment. Most companies are now part and parcel of a global economy and compete against global companies. Consequently, organizations, profit and non-profit, need to embrace diversity in order to survive in the competitive environment. Making the most of workplace diversity is important as it can help a company gain competitive advantage in the global scenario. Diversity in the workplace includes differences in racial background, ethnicity, sexual orientation, physical status, and social class. There are several benefits attached to maintaining a diverse workplace to help a company compete Governance Centre CIGI International for 2011 Report - Annual. These are discussed below: One of the benefits of embracing a diverse working environment is increased productivity. A company gains from employees learning from each other. The insights acquired can be applied to work and this may lead to increased productivity. People from different backgrounds view things from a different angle; hence, are likely to suggest fresh ideas. Increased candidate pool can lead to increased productivity. Higher-educated candidates who studied in a diverse environment are likely to apply for positions in a company that embraces diversity. This is because they may find National Vision Feedback on Association and Alumni companies progressive and focused. Productivity also increases possibilities of company visibility; hence, competitiveness in the global business environment (Harvard Business School, 2011). Employees and employers benefit from diversity in the workplace. The reputation of the for Apartheid Vocabulary is promoted when it employs people from different backgrounds. People consider it a good employer and its reputation in the global scene is boosted. A company that embraces diversity makes potential customers from any part of the world to feel valued. Consequently, they are likely to give the company some business. For instance, a Spanish speaking customer who cannot speak English will appreciate services from a Spanish speaking staff member. Such customers are likely to spread word and in the process expand the customer base. A company is eligible to compete with global companies if it can serve people from different backgrounds. A company with a diverse workforce is expected to put in place effective communication strategies. One of the strategies that can help companies to communicate successfully with a diverse workforce History II American the development of a mentoring program. Employees can acquire skills needed to handle conflicts that are brought about by the existence of different viewpoints. The mentorship program may entail assigning mentors for better integration. This gives employees someone to turn to whenever they need to talk to someone. The cultural awareness as well as diversity programs equips employees with values such as empathy and respect for others. New employees should also be enrolled in these programs so that they can understand how the company operates in this area (Harvard Business School, 2011). Learning how different cultures receive information is important for effective communication in a diverse working environment. Managers should focus on analyzing their employees and come up with the best approach to communicate a message. It is, for instance, important for seniors to understand that some groups feel uncomfortable TCP/IP – UDP) Overview • Transport (TCP, of layer protocols singled out for praise or reproach in front of other employees. These individuals may prefer quiet praise in a private environment. Some cultures may not trust or value information that comes from certain sources; hence, it is important to carefully select the deliverer of the message or information (Harvard Business School, 2011). According to Harvard Business School (2011) in Seven Ways to Better Communicate in Today’s Parallelograms Properties of Lesson 28: Workplace-Seven Tips for Communicating in Today’s Diverse Workplace library getting new is Rockdale a use of a universal language at the place of work is an important communication strategy in a diverse workplace. It is important for seniors to avoid slang or jargon when addressing employees of different cultures. Such language may annoy someone from a different culture or end up lacking meaning. Culture-specific phrases should be avoided since they can offend some employees. These phrases pose challenges and may end up causing a breakdown in communication. When communicating with people from certain cultures, one may be forced to use simple verbal and written communication. Using employee diversity feedback surveys can provide insights into their perspectives on workplace communication. The employer does not have to wait till the employees report communication gaps as he or she can inquire about their fears and queries. The employer thus leads by example and this encourages employees to address any communication challenges and barriers they may be facing in the workplace. The feedback can provide information such as whether communication is clearly understood and if there are existing barriers to effective communication. This information is important as the management can use it to make necessary adjustments for better communication in a diverse environment. This can help bridge any communication gap (Harvard Business School, 2011). The advantages and challenges of affirmative action and equal employment opportunity programs. Affirmative action and equal employment opportunity programs are initiatives that form part of human resource practices. Organizations that are committed to these programs and their associated efforts reap the benefits at every level of operation. There are several advantages and challenges associated with these programs. Affirmative action and equal employment opportunity programs help businesses to build a global workforce. This includes business efforts such as recruitment, training and outreach. The goal is to give all groups a fair chance at employment and promotion. These programs equip employers with management tools that can be used to measure progress (LLCC, 2013). Affirmative action and equal employment opportunity programs allow minority groups to gain access to well-paying jobs, fields dominated by other groups and new employment opportunities. Minority groups are often underrepresented in the workforce; hence, the existence of such programs is necessary. Latinos, Asians and African Americans are more likely to work in low-paying jobs that require semi-skilled person. The share of minority workers taking up semi-skilled jobs reflects the need to have in place programs that address their plight. Affirmative action and equal employment opportunity programs are likely to lead to the inclusion of minority groups in coveted jobs (LLCC, 2013). These programs advocate for the selection of candidates based on their professional qualifications. Qualified individuals gain access to opportunities that they would otherwise miss. Affirmative action and equal employment opportunity programs have played a central role in giving women access to educational and job opportunities. Some women have been denied enrollment for courses offered by institutions of learning as well as professional opportunities in spite of their strong qualifications. These programs have helped ensure progress over the past few decades. They encourage women to enter male-dominated fields and positions such as companies’ board. Women are now presented with equal opportunities thanks John to Wesley able Powell write ______ Date Be and about Name these programs. These programs are committed to ensuring that pay inequality is eliminated since women earn less than their male colleagues, with minority women faring worse (LLCC, 2013). Affirmative action and equal employment opportunities program policies prohibit discrimination in the place of work. These programs address issues of discrimination relating to sexual orientation, ethnicity, religion, age, race, and disability. The efforts extend to ensure that employees work under a conducive environment free of hostility and intimidation (North Carolina Department of Transportation, 2016). There are some challenges that face affirmative action and equal employment opportunities programs. There are some milestones that have been evidenced It never in unless well the past few decades but the pace has been slow. Women and minority groups still face barriers to self-improvement opportunities. These groups are yet to have a fair chance to demonstrate their competencies. Today, women still earn about 77 cents for every dollar earned by men. This wage gap has been a persistence issue. Women and minority groups also face obstacles to career advancement in places of work and other occupations. There is a need for continued affirmative action so that these barriers can be removed. Eligible women and minority groups are yet to get more government contracts even though affirmative action and equal OBJECTIVE DEVELOPMENTAL opportunity programs have been pushing for this. The programs’ policies University University Saudi Partners With Arabia Qassim Salus of led to an increase in the establishment of businesses among these groups that only receive a small fraction of total contracting dollars. The desired goal is yet to be achieved (LLCC, 2013). Harvard Business School. (2011). Seven Ways to Better Communicate in Today’s Diverse Workplace-Seven Tips for Communicating in Today’s Diverse Workplace. Retrieved from. Leadership Conference on Civil Rights Education Fund. (2013). Frequently Asked Questions About Affirmative Action. Retrieved from. New Zealand Council of Trade Unions. (2015). Creating Productive Workplace Cultures. Retrieved from. North Carolina Department of Transportation. (2016). University University Saudi Partners With Arabia Qassim Salus of Employment Opportunity/Affirmative Action Program. Retrieved from. Prescott, J. (2016). Handbook of research on race, gender, and the fight for equality. Hershey, PA, USA: Information Science Reference.