Explain diversity management and discuss why
diversity training is important.chapter explores the concept of equal employment opportunity. It first briefly describes the history of
Equal Employment Opportunity (EEO)
Identify two means that organizations are using
to deal with the aging of their workforces.
Discuss how reasonable accommodation is made
when managing individuals with disabilities and differing religious beliefs.
Evaluate several arguments supporting and
opposing affirmative action.
Explain diversity management and discuss why
diversity training is important.chapter explores the concept of equal employment opportunity. It first briefly describes the history of
Equal Employment Opportunity (EEO)
CHAPTER
3: EQUAL EMPLOYMENT OPPORTUNITY
Chapter
Overview
This
chapter explores the concept of equal employment opportunity. It first briefly describes the history of
Equal Employment Opportunity (EEO) in the United States and explains
protected categories, disparate treatment, and disparate impact. Then
additional EEO concepts such as business necessity and job relatedness, bona
fide occupational qualification (BFOQ), burden of proof, and non-retaliatory
practices are discussed.
Next
the chapter covers the provisions of the following federal laws that forbid
discrimination in employment and/or require affirmative action: Title VII of the Civil Rights Act of 1964,
Executive Orders 11246, 11375, 11478, and the Civil Rights Act of 1991. Also
issues around managing racial issues and racial harassment are included.
Affirmative action and affirmative action plans are explained and the debate
about affirmative action is included.
Then
discrimination laws and issues dealing with sex and gender are explored. This
discussion includes the topics of pregnancy discrimination, equal pay, and
sexual harassment. Issues dealing with individuals with differing sexual
orientations, nepotism, and consensual relationships at work are also
presented. The section ends with a discussion of sexual harassment including
the different types of sexual harassment, employer responses, liability, and
harassment likelihood.
The
next section deals with discrimination and issues surrounding individuals with
disabilities. The Americans with Disabilities Act (ADA) is discussed including
the definition of disabled, mental disabilities, and amendments to ADA included in ADAAA.
Genetic bias regulations including the Genetic Information non-Discrimination
Act (GINA) are presented. The section ends with a discussion of managing
disabilities in the workforce including common means of reasonable
accommodation.
The
next section covers age discrimination and discusses the major laws, the Age
Discrimination in Employment Act (ADEA) and the Older Workers Benefit
Protection Act (OWBPA), and how to manage age discrimination issues. Then
religion and spirituality diversity issues are presented followed by
information regarding other discrimination issues including immigration reform,
language issues, military status, sexual orientation, appearance, and family
responsibility discrimination (FRD).
The
chapter concludes with coverage of diversity training including the components
of diversity training, mixed results, and the backlash against this type of
training.
Chapter Outline
HR Headline: Sexual Harassment at the United Nations
The United Nations (UN) is struggling with sexual
harassment complaints among its global staff of around 60,000 people around
the world. Since many UN managers have diplomatic immunity the
organizations internal justice system is the only one employees can use.
However, the system was set up in 1946 and employs a bewildering array of
channels and processes that has resulted in many harassment cases not being
settled to anyones satisfaction. Often, when someone complains their
employment contract is not renewed when their current contract expires and
the case is ended.
PLACE THIS ORDER OR A SIMILAR ORDER WITH NURSING TERM PAPERS TODAY AND GET AN AMAZING DISCOUNT
