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Current trends in how sexual harassment is viewed and dealt with in the workplace today essay
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The team recognizes that there is a challenge to finding qualified applicants that are of minorities and female. Permalco's needs to address the issues with sexual comments that are being made the male employee which creates a hostile work environment. Trying to increase the women that are employed by the company will not be successful if the women recruited came into a hostile work environment. Companies can acquire a reputation for this which harm their chance of recruiting more women. Continually training should be done in this environment to keep the environment from being hostile with appropriate actions if such action continues to exist. A lot of companies have zero tolerance policy for these reasons. To attract more women and minorities
Gobias Industries is a company that is seeking to promote diversity amongst the organization and strives to be the best. However, it is seen that the company lacks certain criteria that may negatively impact them to the extent where they would need to shut down their facilities. The main issues Gobias Industries has faced is the harsh conditions employees have to work in that are most definitely safety hazards, Sexual harassment, and low retention rate. It is clear that Jim, Maria, Tracy and most of the employees are not satisfied with their experience with the company indicating that Gobias Industries must do something about it as soon as possible before they decide to leave as well. For this, we have analyzed the three main problems with
If an office is run by men, and all the hiring decisions are made by men, as well, it could be helpful to enlist the efforts of a staffing company to bring more successful women into their company. These women have already been vetted, interviewed, and tested in order to place them in situations that would be most appropriate for their skillset. This particular method also ensures that women are being given relevant work to do, and not sitting at the front desk when they were hired for a finance position. People are going to stereotype subconsciously sometimes and it is important to reprimand a manager or leader if they are caught doing this. In order for this to work organizations need to implement policies and procedures that are specific in how to handle an employee undermining another employee based on their
Once I worked for a small manufacturing firm that employed an unusually diverse mix of genders and minorities for a Midwestern company. Just before my employment, a consulting management firm’s contract had recently completed to address infighting among departments. The president of the company, who I will call Carol, had taken over leadership when her father retired. She had an undergraduate degree in human resources and lifetime exposure to running the business. Carol cared about the well-being of employees, although her management skills were questionable at times. Carol was under age forty, married with young children, attractive and athletic, and she dressed in a casual way neither hiding nor flaunting her sexuality.
Employee discrimination occurs when an employer harasses or terminate an employee purely because of race, religion, gender, age, national origin, and/or disabilities. While there have been great improvements in eliminating these discriminatory actions, sexual orientation and/or gender identity based discrimination isn’t
As many of you have heard, an incident happened on our New Year Holiday Party, which I did not attend. One of our board member, Ms. Alexa Burnett, proposed unacceptable comments to a female radio host with discriminatory attitudes, while Alexa did not apologize to that radio host. Based on our code of diversity and inclusion, the comments are not acceptable, and any discriminatory statements will not be permitted in our community. Accordingly, based on the policy of conducts that “The employee should be responsible for one’s personal behaviors and comments
...start paying attention to their equality data, it may help them find ways to make their company more impartial and egalitarian. This would be a simple step for employers to take; yet they do not take it. To further gender equality and fairness, we must have equal representation in work. However, women are still not being represented enough in the workplace.
Minority groups have been discriminated for a long time in the business world. This is a group that constitutes people with disability. To an extent, women are also believed to be a minority group in the business world due to the high levels of discrimination. These groups have been consistently excluded in the organizations. They are kept in the dark when it comes to important issues such as policy making. As if this is not enough, other minority groups include homosexuals, lesbians, elderly people and ethnic workers. The unrepresentative nature is still a major probl...
The management should create a proper code of conduct for all employers and be followed strictly as employees are from different races and backgrounds. The management should steer away from bias and treat all workers equally and punish accordingly who breach this code of conduct. Diversity can also be achieved by appreciating the differences of other employees and focus on their strength. Diversity can also be embraced by helping other employees to appreciate themselves in their different ways, and to be able to speak up against discrimination and the same taught to learn how to properly tolerate interact and appreciate each other.
Discrimination continues to run rampant throughout organizations in both the United States and worldwide. The Supreme Court case, Dukes vs. Wal-Mart Stores, Inc., dealt with 1.5 million current and former female Wal-Mart employees that claim that they had been a victim of gender discrimination. The ensuing pages will discuss the specific issues that the plaintiffs encountered, followed by suggestions from a human resource manager’s stand point in rectifying adverse impact within the Wal-Mart organization.
...ate its employees’ attitudes and their work with colleagues. This should be incorporated into their assessments and reviews, and any issues that are identified should be addressed promptly when delaing with their perfomance in their assessment. Such issues include an employee who only delegates work to specific individuals based on their race or an employee who disregards ideas from certain work colleagues due to their age. However, a manager who identifies diversity-related issues should not adopt a confrontational approach when discussing the issues with an employee. A good approach would be to encourage the employee to work with colleagues from different generations and backgrounds. The initiation of such interactions will encourage the employee to learn more about their objectives, talents, and communication styles and how they compare or contrast to their own.
Every so often, an employer will refuse a woman a job because the other employees are not used to working with women. (“Sex Discrimination At Work") This is an example of unfair discrimination against women. Not only is the employer refusing the woman the job because of the personal opinions of the other employees, but the other employees are not open to new people and new ideas in the workplace. Also, the employer is not giving his employees the opportunity to be exposed to new people and new ideas, which will not assist his company in years to come. There are other types of gender discrimination when hiring.
...’s objective was to implement diversity and retain more women and minorities in Besfood Company.
Workplace harassment is unwelcome actions that are based on a person’s race, religion, color, and sex, and gender, country of origin, age, ethnicity or disability. The targets of the harassment are people who are usually perceived as “weaker” or “inferior” by the person who is harassing them. Companies and employers can also be guilty of workplace harassment if they utilize discriminatory practices against persons based on ethnicity, country of origin, religion, race, color, age, disability, or sex. These discriminatory practices have been illegal since the passing of the Civil Rights Act of 1964 (Civil Rights Act of 1964), and have been amended to be more inclusive of other people who experience discrimination by the Civil Rights Act of 1991 (The Civil Rights Act of 1991), and most recently, President Obama’s signing of the Lilly Ledbetter Fair Pay Act of 2009 (Stolberg, 2009).
In today’s workplace, sexual harassment is a growing problem. The legal definition of sexual harassment is any unwelcome sexual advance or conduct on the job that creates an intimidating, hostile or offensive working environment. Another definition is the making of unwanted and offensive sexual advances or of sexually offensive remarks or acts, especially by one in a superior or supervisory position. Women and men of all ages, backgrounds, races and experience are harassed on the job. Sexual harassment encountered in workplaces is a hazard across the world that reduces the quality of working life, jeopardizes the well-being of women and men, undermines gender equality and imposes costs on firms and organizations.
As an organizational leader, we must all keep in mind that gender bias is still a risk of the workplace. While national conversation abounds on topics such as sexual identity, and racial bias, gender bias is often swept under the rug. It is real. It has an impact. It needs to remain in focus for any leader.