...Introduction Equality and diversity in the workplace has become a central topic in the debate within the human resource management literature. Traditionally, society has been divided into different social classes, which arise from different aspects such as access to material resources, access to education and employment opportunity. These divisions in class differences have reflected and have fundamental influence over employment relationships (Williams and Adam-Smith, 2009). However, inequality nowadays is more complex. It has gone beyond the issue of class differences, thus the lack of equality and non-discrimination framework impedes the progress of equality and diversity in contemporary organisations (Fawcett Report, 2013). The presented paper builds on the existing literature on the topic of equality and diversity in the workplace, and aims to examine the role of trade unions, governments and human resource managers in promoting equality and diversity within organisations. Particular difficulties of advancing equality in practice are investigated and solutions to overcome these issues are discussed. Overall, the paper is structured into three main sections. To begin, a short outline of different approaches used in addressing equality and diversity will be considered. The first main section highlights the role of the stakeholders in promoting equality and diversity in the workplace. The second section evaluates numerous challenges preventing the promotion of equality in practice...
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...treating individuals differently in their employment specifically because the individual is a woman or a man. Currently the federal law, Title VII of the Civil Rights Act of 1964, protects individuals from discrimination based upon sex or gender. This law makes it illegal for an employer to discriminate against individuals because of their gender in the following actions: hiring, firing, and other terms and conditions of employments, such as promotions, raises, and other job opportunities. Title VII covers all private employers, state and local government, and educational institutions that employ more than 15 individuals. Even though gender discrimination is illegal for companies to discriminate against, it seems to still be an issue in the 21st century. The focus of this research paper is on gender discrimination in the technology industry in Silicon Valley as recent news scandals by companies such as Google, Facebook, and Twitter have made mainstream media, the reasons why women are behind in the technology industry and how companies manage or should manage their operations in order to prevent gender discrimination. It is an unfortunate fact of life that much of Silicon Valley and the technology industry is...
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...------------------------------------------------- Diversity is more than just a tick-box exercise. Discuss how people resourcing can facilitate and promote the development of positive diversity values in organisations. Diversity - recognising it, managing it and understanding it, is a relatively new concept within the realm of HR and People Resourcing. Owing to demographic shifts and the composition of the international workforce, the need for its positive promotion within the workplace is now seen to be imperative. More commonly, the implementation of diversity initiatives are ultimately becoming the sole responsibility for HR and typically involve employee recruitment and promotion strategies targeting underrepresented groups and tools to both use the hidden perspectives within organisations and, ultimately, bring them to bear on organisational policy decisions and be reflected in positive diversity values. This essay will continually discuss the concept, background and management of diversity in a business context, the business case for diversity – that being the ‘need’ and its impact on People Resourcing. With the advent of diversity featuring more in business and legislative literature, it will question if organisations are merely responding in being reactive because they have to or being proactive because they want to? Studies by the CIPD and Social Scientists alike conclude that diversity and its implementation within companies and organisations should be more than just...
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...EXAMINING THE CRACKS IN THE CEILING: A Survey of Corporate Diversity Practices of the S&P 100 March 2013 Table of Contents FOREWORD ....................................................................................................... 1 EXECUTIVE SUMMARY ................................................................................. 2 EXAMINING THE 10 KEY INDICATORS .................................................... 7 1. Equal Employment Opportunity (EEO) Policy ........................... 8 2. Internal Diversity Initiatives ...........................................................10 3. External Diversity Initiatives ..........................................................12 4. Scope of Diversity Initiatives...........................................................13 5. Family-Friendly Benefits....................................................................14 6. EEO-1 Disclosure ..................................................................................15 7. Highest-Paid Executives ...................................................................16 8. Board Representation .......................................................................18 9. Director Selection Criteria ...............................................................20 10. Corporate Commitment ................................................................21 DIVERSITY SCORES BY SECTOR ................................................................22 CONCLUSIONS AND NEXT STEPS...
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...15401135@student.curtin.edu.au COMPANY: Merck & Co Yin Jing Director of Corporate Communications Merck & Co Western Australia 28th August 2011 Mr. Alireza Faed Executive of the Australian Local Network Po Box 123 Bentley WA 6004 Dear Mr. Faed This statement will include our recommendations to the Australian Network according to two of the Global Compact principles. One is two which states that “business should make sure that they are not complicit in human rights abuses”, the other one is nine which is about that “business encourage the development and diffusion of environmentally friendly technologies”. As one of the biggest pharmaceutical companies, Merck & Co, our mission is providing innovative, distinctive products and services that save and improve lives and satisfy customer needs, to be recognized as a great place to work, and to provide investors with a superior rate of return (Merck). Merck & Co is a participant in Global Compact. We established Global Compliance Organization in 2009 to be compliance with the ten Global Compact principles. And we hope that our submission can encourage more companies to fulfill their social responsibility to improve the whole global community through learning from our strengths and weakness or mistakes. In this way, we also can supervise ourselves to realize our slogan that everyone could be well. Recommendation:1 Protect human rights by applying diversity to workforce. Implementation: Merck...
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...Article: Gender Diversity in the Workplace Author: Lisowska, Ewa. Kobieta I Biznes Date of Article: 2009 This article talks about women in the workplace in Poland. In Poland women represent 45% of the total number of employee. This is observed in most of the European Union counters. Over 50 years this was very different, they had fewer woman because they prefer men, and the workplace was still only for hiring white, fit (not disable) and young males. Companies are trying to aim towards diversity and equality, and are establishing equal chances for everybody of both sexes. The polish labor market is fully implementing equality, but there is still discrimination against women. In this article they talk about why diversity, including gender diversity is so important. Women in Poland represent over half of the population, which is about 52%. The women are educated on various levels than men. The women that are deployed are better education than the working men. It does not matter in Poland because all of the decision making position in business or politics are taken by men. There have been significant changes in the last few years. Women have increase interest in male jobs, like police, transportation, bus and tram drivers. Women advancement has still been hindered. Another problem is that women are discriminated against when it comes to pay. Even if they are in the same positions the man are paid more. This is observed in the European Union. Gender diversity is happening...
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...“Human Resource Management Training Proposal” Week 8 Assignment By: Beira Romero HSA 320 Professor: Teresa Cole 08/25/2013 Overview of the Process and Steps Human resources planning assess the manpower requirement for future period of time. It attempts to provide sufficient manpower required to perform organizational activities. HR planning is a continuous process which starts with identification of HR objectives, move through analysis of manpower resources and ends at appraisal of HR planning. Recruitment’s provide opportunities to departments such as aligning staff skill sets to initiatives and goals and planning for departmental and individual growth. Although there is work involved in the hiring process, proper planning and evaluation of the need will lead to hiring the right person for the role and team. A position description also referred to as a job description is the core of a successful recruitment process. From the job description, interview questions, interview evaluations and reference checks questions are developed. Basic position and pay information will need to be determined to assist with the development of the job description and job classification. This information will be different for each position being recruited Describes the department’s functions, the unit’s functions, and/or the organizational unit’s functions. The statement should summarize the position’s essential functions and its role in relation to supporting, administering, or managing...
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...Alcoa’s Strategies for Managing Diversity. Abstract Over the years, many organizations have been faced with the challenge on how to manage diversity. It is difficult for many organizations to understand what diversity is and what strategies to use to manage it. Managing diversity in the workplace takes an extreme amount of effort, persistence, and dedication from everyone within the organization. This paper explains the background of Alcoa, their philosophy for managing diversity, and the steps they have taken to reach their goals of managing diversity within their workplace. Also if the steps they used were appropriate and if they will work for them in the future. AlCOA’S STRATEGIES FOR MANAGING DIVERSITY. Managing diversity can be accomplished in organizations if the correct approaches are utilized and followed up with. Alcoa is an organization that is dedicated to its strategies in managing diversity in their workplace. They have various approaches that they all work together on as a team to accomplish their goals for diversity. My belief is Alcoa is a great company for anyone to be employed with. Alcoa’s Background. Alcoa is the world’s leading producer of primary aluminum and fabricated aluminum. It also is the world’s largest miner of bauxite and refiner of alumina. In1888, the enterprise was incorporated as The Pittsburgh Reduction Company. In 1907 the name was changed to Aluminum Company of America and later, in 1999, it was shortened to Alcoa. In addition to inventing...
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...the result of genuine wage discrimination. Sam Jones had looked forward to his new job at Consolidated Chicken Products. When he took the job as personnel director three months ago, it had all seemed so perfect. He never dreamed that he would face a decision that might cost him his job. The situation at CCP was that plant women workers doing the same job as men were paid lesser than the men and also, the women doing secretarial jobs were paid lesser than men. As a result of these issues, Sam Jones was faced with decisions on how he would make a change without having to lose his job. Is there a reasonable basis for believing that the company is discriminating against women? If so, explain what it is and if not, explain why not? It is quite clear that there is a significant distribution against women at the company because the company is paying women at the the production plant $7.55 while they are paying the men who are doing exactly the same job $11.23.Also,the labor grade had a pay range of $7.05 to $10.50 and yet the average pay for secretaries was $7.15 with a high of $7.35.It is...
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...Equality and Discrimination Hundreds of millions of people suffer from discrimination in the world of work. This not only violates a basic human right, but has wider social and economic consequences which perpetuate poverty and inequality while worsening social tensions. Lessening discrimination could help the world dramatically decrease poverty and promote decent work for all. Unions can play a crucial role in fighting discrimination nationally and internationally through political action and collective bargaining. But, their leaders and members are themselves subject to discrimination as workers are penalized for joining unions or participating in union activities. However, by better understanding discrimination in its many forms and devising strategies to combat it, unions could help eliminate discrimination and, at the same time, strengthen their organizations. What is discrimination? Discrimination in employment and occupation takes many forms, and occurs in all kinds of work settings. It entails treating people differently because of certain characteristics, such as race, colour or sex, which results in the impairment of equality of opportunity and treatment. In other words, discrimination results in, and reinforces, inequalities. With discrimination the freedom of human beings to develop their capabilities and to choose and pursue their professional and personal aspirations is restricted without regard for ability. Because of discrimination, skills and competencies...
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...various factors that contribute to the rising workplace diversity. These include increasing numbers of immigrants, company mergers and joint ventures in different countries, increased engagement of business consultants and temporary employees, international competition and the phenomenon of globalization, which has transformed the world into a global village. Globalization has occurred because of a combination of factors such as improved infrastructure, advancements in technology. Infrastructure and technology have not only provided cheaper means of communication and travel, but have revolutionized the speed at which individuals and businesses communicate with each other. Domestic companies are also spreading their operations to new territories across the globe in search of new markets or outsourcing some aspects of their production process. Management of employee cultural diversity, through the integration of suitable strategies plays a key role in improving the competitive advantage of the business, especially on the global platform. Globalization calls for specific approaches that promote harmonious working relationships within increasingly culturally diverse workplaces. Hansen (2002) observes that workplace diversity is critical to the existence of businesses and identifying key strategies to ensure harmonious working relationships among culturally diverse employees is integral to the survival of any business. Diversity in this case means the differences between individuals...
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...employment decisions but it also ended unequal application of voter registration requirements. When the Civil Rights Act of 1964 was put in place it ended segregation in schools as well. If this law would not be in place equality in the workplace would not have been possible and many would not be in the place they are in their careers now. The United States Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information (EEOC, 2015). EEOC also makes it illegal for anyone to discriminate against a person who has filed a discrimination complaint or someone that was involved in a discrimination investigation or law suit. With the law in place it gives the EEOC the right to investigate charges discrimination against employers that are covered by the EEOC law. When a person exposes any information or activity that is considered illegal, dishonest, or incorrect within an organization that is public or private this is considered whistle blowing. The information of alleged wrongdoing can be classified in many ways: violation of company policy, rules, law, regulation, or threat to public interest, national security, as well as fraud, and corruption. Influential Court Cases – Civil Rights Act 1964 In the case of...
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...moderators of leadership styles. For example, women are more likely than men to lead in a style that is effective under contemporary conditions (Eagly, Carli, 2003). To contrast these claims, Veccho claims that "women have some disadvantages in typical leadership style but suffer some disadvantages from prejudicial evaluations of their competence as leaders, especially in masculine organizational contexts" (Veccho, 2002). All in all women are rising into leadership roles at all levels. Problem Statement The society has always been in a need of effective management and efficient leaders on top. The roles of leaders determine the course and successfulness of the processes in all walks of life. In times of booming globalization and diversity at the workplace, female leaders are as effective as males and are capable to lead staff and manage complex processes. The rapid development of the contemporary business environment is shifted by the booming globalization and unprecedented changes caused by fierce competition on the global marketplace. Along with such remarkable transformations the...
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...perspectives affect out views of workforce diversity?) Introduction: Diversity relates to gender, age, language, ethnicity, cultural background, disability, sexual orientation or religious belief, including that people are different in other respects such as educational level, job function, socio-economic background, personality profile, marital status and whether or not one has family. Diversity and demographic differences can impact individual behavior by creating conflict in the workplace. The success of an organization depends on the workforce of the organization. A workforce made up of diverse individuals from different backgrounds can bring the best talent to an organization. Today, there are more and more ethnic people joining the workforce of the United States. Since the United States is considered the land of opportunity, more people from different backgrounds have migrated to our country over the past 100+ years to obtain work. Now, due to an increase in globalization and companies becoming more diverse, we are seeing even more people of ethnic backgrounds relocating to the United States for opportunities. With the increase in education, this is bringing forth many individuals of whom tend to have a great deal of input into organizations that otherwise would not have happened. These individuals bring a vast array of knowledge from their culture and beliefs. They tend to see things differently and have afforded companies to understand the needs of people throughout...
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...…………………………… 9 Ques no3 …………………………….. 9 Fig 3 ………………………………… 13 Ques no 4 ………………………………… 14 Summary Board Quotas for women is important for the participation of women in the workforce. In United States quotas for women is only 15%. Among 100 large companies in Britain quotas for woman is only 12%. In EU the Quotas contains only 9.7%, In India and China 5%. In this underrepresentation of quotas for women many countries make compulsory quotas for women on Boards. Question no: 1 Given that women participate in the labor force in roughly the same proportion as men, why do you think women occupy so few seats on boards of directors? Women are well established in professions like medicine, law and banking. They’ve advanced to the top of prominent companies, including General Motors, PepsiCo, Easy Jet and Yahoo. Yet a gap remains: corporate boards. Men hold over 80 percent of all S&P 500 board seats and growth in female representation has slowed. European countries and companies have instituted formal mandates, sometimes backed by fines, to narrow the corporate-board...
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