Running Head: HRPP Annotated Bibliography 1 HRPP Annotated Bibliography Human Resource Policy Project Annotated Bibliography Sha-Nicca White Liberty University BUSI 642 – Contemporary Issues in Human Resource Management (B05) Prof. Amy Riederich 18 September 2022 Policies on Workplace Benefits Fine, C., Sojo, V., & Lawford‐Smith, H. (2019). Why does workplace gender diversity matter? justice, organizational benefits, and policy. Social Issues and Policy Review, 14(1), 36–72. https://doi.org/10.1111/sipr.12064 According to the authors, gender diversity in the workplace has many advantages. It is clear that the sexes are not sufficiently diverse or alike to be fungible. The benefits of gender variety include the possibility of a decline in sexism, which would help fight androcentrism in services and goods. Innovation, corporate governance, and occupational well-being are some of the potential instrumental workplace benefits associated with this benefit within the organization. Policymakers should therefore use this complete understanding of this benefit as a foundation for their gender diversity initiatives. Hasan, E. (2022). The benefits and challenges of embracing religious inclusion in the workplace. Embracing Workplace Religious Diversity and Inclusion, 29–45. https://doi.org/10.1007/978-3-030-89773-4_3 The author, Hassan, argues that accommodating religious customs may be difficult for the business but that there are many advantages to accepting religious inclusion. As a result, the company must invest in diversity management, acknowledge the growth of the religiously associated population, and support the employees' spiritual practices and views. As part of diverse inclusion, the workplace policy should include the acceptance of religion. Hossain, M., Atif, M., Ahmed, A., & Mia, L. (2019). Do LGBT workplace diversity policies create value for firms? Journal of Business Ethics, 167(4), 775–791. https://doi.org/10.1007/s10551-019-04158-z The authors argue that the United States' anti-discrimination laws, which forbid discrimination in the workplace based on sexual orientation and gender identity, tend to encourage innovation, which in turn leads to improved organizational performance. According to the research, projects with diversity policies are more likely than those that don't to be innovative and perform better. As a result, the company must ensure that it has anti-discrimination procedures. It comes with significant financial advantages. Sherman, B. W., & Dankwa-Mullan, I. (2022). For the commercially insured, equitable health benefits begin with Equitable Health Insurance Design. American Journal of Health Promotion, 36(4), 745–751. https://doi.org/10.1177/08901171211073408b In order to address ...

1. Running Head: HRPP Annotated Bibliography
1
HRPP Annotated Bibliography
Human Resource Policy Project Annotated Bibliography
Sha-Nicca White
Liberty University
BUSI 642 – Contemporary Issues in Human Resource
Management (B05)
Prof. Amy Riederich
18 September 2022
Policies on Workplace Benefits
Fine, C., Sojo, V., & Lawford‐Smith, H. (2019). Why does
workplace gender diversity matter? justice, organizational
benefits, and policy.
Social Issues and Policy Review,
14(1), 36–72. https://doi.org/10.1111/sipr.12064
According to the authors, gender diversity in the workplace has
many advantages. It is clear that the sexes are not sufficiently
diverse or alike to be fungible. The benefits of gender variety

2. include the possibility of a decline in sexism, which would help
fight androcentrism in services and goods. Innovation, corporate
governance, and occupational well-being are some of the
potential instrumental workplace benefits associated with this
benefit within the organization. Policymakers should therefore
use this complete understanding of this benefit as a foundation
for their gender diversity initiatives.
Hasan, E. (2022). The benefits and challenges of embracing
religious inclusion in the workplace.
Embracing Workplace Religious Diversity and
Inclusion, 29–45. https://doi.org/10.1007/978-3-030-89773-4_3
The author, Hassan, argues that accommodating religious
customs may be difficult for the business but that there are
many advantages to accepting religious inclusion. As a result,
the company must invest in diversity management, acknowledge
the growth of the religiously associated population, and support
the employees' spiritual practices and views. As part of diverse
inclusion, the workplace policy should include the acceptance
of religion.
Hossain, M., Atif, M., Ahmed, A., & Mia, L. (2019). Do LGBT
workplace diversity policies create value for firms?
Journal of Business Ethics,
167(4), 775–791. https://doi.org/10.1007/s10551-019-
04158-z
The authors argue that the United States' anti-discrimination
laws, which forbid discrimination in the workplace based on
sexual orientation and gender identity, tend to encourage
innovation, which in turn leads to improved organizational
performance. According to the research, projects with diversity
policies are more likely than those that don't to be innovative
and perform better. As a result, the company must ensure that it
has anti-discrimination procedures. It comes with significant
financial advantages.
Sherman, B. W., & Dankwa-Mullan, I. (2022). For the

3. commercially insured, equitable health benefits begin with
Equitable Health Insurance Design.
American Journal of Health Promotion,
36(4), 745–751.
https://doi.org/10.1177/08901171211073408b
In order to address personal health inequities, the authors
contend that equitable health benefits designs are essential. To
do this, employers and other sponsors should identify and
address unmet well-being and health objectives among low-
income and racialized group employees. When properly
targeted, actions and policies aid in promoting higher levels of
worker engagement and productivity, which improves business
success.
According to the author, companies may promote full healthcare
coverage for all employees that are inexpensive, intelligible,
accessible, and promotes culturally relevant health services so
that each person "... has a fair and reasonable opportunity to be
as healthy as possible." Practically speaking, this objective
takes into account a wide range of factors, including equitable
financing of health benefits coverage, access to healthcare that
is appropriate for each individual's cultural background,
services, and program offerings that address the health needs of
specific subpopulations, and ongoing monitoring to ensure that
the desired health equity outcomes are being realized. In order
to help employers and plan sponsors create and execute more
equitable benefit designs, this study identifies gaps in benefit
design that may be causing poor health outcomes and
disparities.
Policies on Fraternization (Workplace Dating)
Fraternization, dating, and Sex in your unit: How close is too
close? HPRC. (2020, November 10). Retrieved September 16,
2022, from https://www.hprc-online.org/social-fitness/teams-
leadership/fraternization-dating-and-sex-your-unit-how-close-
too-close

4. According to this author, speaking from the military's
viewpoint, having intimate ties with colleagues may foster
cohesiveness and improve performance. Teams communicate,
remain motivated, perform effectively, and even survive thanks
to close connections characterized by loyalty and shared ideals.
However, if you get too close, it may turn into fraternization,
which is when it interferes with military performance
requirements. Too tight of a bond with someone might be
problematic.
Relationships that are "too tight" may harm morale and
productivity, as can those that take precedence over the
objective. Any connection that jeopardizes preparedness or
safety may be problematic. While "too intimate" relationships
may happen anywhere, being deployed may put you in even
greater danger, particularly if you have to live in a small or
remote location.
Sanamyan, A., Kohn, A., & Park, J. K. (2020, January 26).
Companies' anti-fraternization policies: Key
considerations. The Harvard Law School Forum on Corporate
Governance. Retrieved September 16, 2022, from
https://corpgov.law.harvard.edu/2020/01/26/companies-anti-
fraternization-policies-key-considerations/
The writers go through the benefits and drawbacks of a
fraternization policy. According to the advantages outlined,
having a fraternization policy conveys a message against sexual
harassment. Thus, the policy might be a crucial addition to a
company's anti-sexual harassment measures.
A policy reduces the possibility of legal action. A connection
between a supervisor and a subordinate might increase the
danger of factual and/or perceived bias is one scenario that the
policy can assist the organization in avoiding. A policy also
gives workers advance warning of the repercussions of a
working relationship. Employees can better decide whether to
pursue a workplace connection when they are told of such
possible implications via a written policy. In circumstances

5. where numerous labor safeguards exist, including in foreign
countries or unionized workplaces, it may also lessen the danger
of future legal action.
The author lists a few drawbacks, such as the possibility of
seeming paternalistic. Because it may be challenging to identify
intimate personal ties, the policy may require setting some
unpleasant boundaries. The policy may also be challenging to
put into practice.
Tweedt, C. (2021). Chastity in the Workplace.
Sexual Ethics in a Secular Age, 185–203.
https://doi.org/10.4324/9781003057307-17
The author claims that the costs of sexual harassment at work,
including missed career opportunities, decreased job
satisfaction, psychological health difficulties, and minimal
organizational engagement for the victim, are widely understood
by many businesses. The expenses for creating and
implementing rules, legal bills, reputational damage, employee
turnover, and productivity losses are just a few of the costs to
the organization. Due to this, the company must limit sexual
harassment through its regulations, as seen by its initiatives to
teach its workers morals and dating skills. Several workplace
policies prohibit some situations where employees disagree, but
they cannot prevent every situation. The majority of the time,
even acceptable and reasonable procedures and policies fail to
acknowledge personal opposition.
Violanti, M. T. (2021). Addressing workplace bullying
behaviors through responsible leadership theory: Essential skills
for strategic communicators.
Public Relations for Social Responsibility, 71–82.
https://doi.org/10.1108/978-1-80043-167-620211005
The author asserts that the company can employ strategic
communicators who will be primarily responsible for addressing

6. issues affecting the company's ability to remain viable and
treating all employees responsibly. The ability of the employees
to forge long-lasting, healthy relationships is impacted by the
policies and practices that differ from the established goals.
Building connections is hampered by workplace bullying
behaviors, which are part of a growing sustainability concern in
HR. The business must create its own rules and processes to
create a work environment free of bullying and one that can
support healthy relationships in the lack of legal advice and
definitions.
Policies on Dress Codes
Jarusriboonchai, P., Harjuniemi, E., Müller, H., Colley, A., &
Häkkilä, J. (2019). Linn Dress.
Proceedings of the 23rd International Symposium on
Wearable Computers. https://doi.org/10.1145/3341163.3346934
The Linn Dress, which the authors show, is a changing dress
that allows wearers to cover up and dynamically display flesh
parts depending on the setting. This Linn Dress is appropriate
for office employees who lead active lifestyles and may easily
transition from work to social evening events in accordance
with company standards.
Krivacek, S. J. (2021). Jeans, Flip Flips, and suit jackets.
Encyclopedia of Organizational Knowledge,
Administration, and Technology, 2662–2675.
https://doi.org/10.4018/978-1-
According to the report, the corporate sector has been
significantly impacted by this millennium generation,
technology advancements, and constantly shifting societal
standards. Because of the required dress code, the
conventionally accepted professional business outfit is no
longer universal. The majority of businesses advertise the
absence of strict dress codes as a perk for employees.
Therefore, in accordance with the rules, one merely needs to
arrive at work in a presentable outfit.

7. Reddy-Best, K. L. (2017). LGBTQ women, appearance
negotiations, and Workplace Dress Codes.
Journal of Homosexuality,
65(5), 615–639.
https://doi.org/10.1080/00918369.2017.1328225
According to the author, she was attempting to examine how
LGBTQ society dealt with formal or informal clothing rules at
work. The unwritten dress regulations in the workplace never
permitted the expression of any sexual identity within the
appearance, contrary to the guideline that states that clothing
should convey sexual identity through appearance. The talks
over hiding or disclosing sexual identity while maintaining a
professional appearance at work affect employees' comfort and
confidence levels.
Shinn, A., Swigart, A., Gritters, A., & Schmailzl, M. (2012).
Writing anthology. Central College. Retrieved
September 16, 2022, from https://central.edu/writing-
anthology/2019/06/04/dress-codes-in-the-workplace-effects-on-
organizational-culture/
This article aims to establish the impact of dress rules on
company culture, employee morale, productivity, and
performance. Three distinct dress code categories are formal,
business casual, and casual. The disadvantages of the three
clothing categories are discussed in the study, as well as the
distinct organizational climates that each policy fosters and how
each affects employees' impressions of their customers,
colleagues, and higher management. The United States
corporate dress regulations have seen significant adjustments
during the last 30 years. The sectors of casual, business casual,
and formal dress rules have witnessed the most significant
change in the workplace. According to studies and analyses, a
company's dress code policy directly impacts the productivity,
performance, and conduct of its employees. One outward

8. manifestation of an organization's culture is the dress code. In
order to create the proper organizational culture for the firm,
workplace dress is a crucial element.
Policies on Harassment
Beaton, E. E., LePere-Schloop, M., & Smith, R. (2021). A
review of sexual harassment prevention practices: Toward a
nonprofit research agenda.
Nonprofit and Voluntary Sector Quarterly,
51(4), 901–915.
https://doi.org/10.1177/08997640211008979
Sexual harassment is infamous for gaining new attention due to
a wave of complaints against prominent men. Therefore, it is
vital that the organization take action to stop sexual harassment.
This is of the utmost importance. The organization must
investigate comprehensively to learn more because little
information is available about how the activities are carried out.
To understand the facts and put the proper rules into place, an
investigation into the anti-harassment procedures advised to
corporate practitioners must be conducted. The offenders must
receive the appropriate consequences.
Otterbach, S., Sousa‐Poza, A., & Zhang, X. (2021). Gender
differences in perceived workplace harassment and gender
egalitarianism: A comparative cross‐national analysis.
Business Ethics, the Environment & Responsibility,
30(3), 392–411. https://doi.org/10.1111/beer.12338
According to the study, women in most countries have a higher
probability than men it is perceiving harassment at work.
Therefore, political empowerment and better economic chances
change the perception of women's harassment in workplaces.
This increases the possibility of experiencing it. The company
needs to understand that while enhanced gender egalitarianism
values have the harassment perception increased, the concrete
practices significantly have them reduced. The company needs
to implement policies on gender equality at a corporate level

9. since any discrepancy between the practices plus corporate
values only accentuates the harassment perception.
Scarduzio, J. A., & Walker, C. S. (2022). Disruptions to the
workplace exploring the policies and legal cases of online
sexual harassment.
Research Anthology on Combating Cyber-Aggression
and Online Negativity, 331–351. https://doi.org/10.4018/978-1-
6684-5594-4.ch019
The author states that the rapid growth of social media and
technology has increased online sexual harassment. Most
businesses do not have policies addressing this or outlining the
penalties for violator behavior. The company's policies must
explicitly outline the legal ramifications and specific instances
of online sexual harassment to which coworkers have fallen
victim. Then, the action was conducted to serve as a warning to
other people.
Zelin, A. I., & Magley, V. J. (2021). Sexual harassment
training: Why it (currently) doesn’t work and what can be done.
Handbook of Interpersonal Violence and Abuse Across
the Lifespan, 3941–3961. https://doi.org/10.1007/978-3-319-
89999-2_276
The authors talk about how it is pretty likely for someone to
assume that because many businesses have anti-sexual
harassment training programs in place, incident rates would
tend to be much lower than they are present. The way that these
training sessions are now done is ineffective. Although the
training often focuses on legal compliance, people demand
immediate benefits after just one training session. In essence, a
climate and culture change are regarded as being extremely
important in ending sexual harassment at work. It is advised
that organizational hierarchies be diffused and the victims are
supported while the offenders are brought to justice. This aids
in the prevention of harassment.
Zugelder, M. T., Crosgrove, D. M., & Champagne, P. J. (2018).

10. Sexual harassment prevention after #Metoo: Employers’ need to
reevaluate.
American Journal of Management,
18(3), 104–112. https://doi.org/10.33423/ajm.v18i3.78
Because of the high-profile instances of public exposure and the
emergence of the MeToo movement, the complex problem of
workplace sexual harassment is now being brought to closer
attention. Employers may expect a rise in the number of
reported incidents due to reassessing the effectiveness of
current anti-harassment policies, reporting systems, and
supporting training for sexual harassment prevention. The
company should make an effort to foster a respectful work
environment.
Criteria Ratings Points
Content,
Key
Components
& Major
Point
Support

11. 123 to >115.0 pts
Advanced
Submission demonstrates
proper analysis of all main
points of the selected HR
topics. Paper includes a
comprehensive analysis of the
selected HR topics and makes
highly relevant application of
the course principles. Paper
includes content that is clearly
relevant in support of the
selected policies, as well as
integration of biblical principles
relevant to the content of the
paper. Comprehensive context
is provided with the selected
biblical principles to ensure
relevancy.
115 to >24.0 pts
Proficient
Submission demonstrates
proper analysis of some
of the main points of the
selected HR topics.
Paper includes a notable
attempt at basic analysis
of the selected HR topics
and makes basically
relevant application of the

12. course principles Paper
includes content that
shows random relevance
in support of the selected
policies, as well as
integration of biblical
principles relevant to the
content of the paper. A
notable attempt at basic
context is provided with
the selected biblical
principles to ensure
relevancy. Paper uses 5-6
scholarly references
published within the last 5
years, in addition to the
textbook and relevant
biblical integration
24 to >0.0 pts
Developing
Submission does not
demonstrate proper
analysis of the main
points of the selected
HR topics. Paper
includes an incomplete
analysis of the
selected HR topics and
application of course
principles is not
appropriate or relevant
to the content of the
paper Paper does not

13. include integration of
biblical principles
relevant to the content
of the paper or limited
to no context is
provided with the
selected biblical
principles to ensure
relevancy. Paper uses
fewer than 5 scholarly
references published
within the last 5 years,
in addition to the
textbook and relevant
biblical integration.
0 pts
Not
Present
123
pts
Human Resource Policy Project Grading Rubric |
BUSI642_B05_202240
Criteria Ratings Points
Grammar
and
Spelling,
Current APA
Formatting

14. 52 to >48.0 pts
Advanced
Minimum of 1,750 words of
content, which includes all
elements identified in the
project outline instructions, is
present. Paper uses 10 or
more scholarly references
published within the last 5
years, in addition the textbook
and relevant biblical
integration. Structure of the
paper is clear and easy to
follow. Layout is logical and
maintains the flow of thought
throughout the paper.
Presentation of content is
logical and flows from one
point to the next. References
are cited using current APA
style and formatting
guidelines. Evidence is
properly cited with 0–2 errors
to support main points.
Additional aspects of current
APA formatting, such as title
page, abstract, headings, and
references page, contain 0–3
errors. Proper spelling and
grammar are used.
48 to >12.0 pts

15. Proficient
There is 1650-1700
words of content, which
includes most of the
elements identified in the
project outline, is present.
Structure of the paper is
mostly clear but is not
always easy to follow.
Content shows sporadic
connectivity, flow, and
organization.
Presentation of content
progresses logically in
places. References are
cited using current APA
style and formatting
guidelines. Evidence is
properly cited with no
more than 5-6 errors to
support main points.
Additional aspects of
current APA formatting,
such as title page,
abstract, headings, and
references page, contain
7-8 errors. Proper spelling
and grammar are used in
most instances.
12 to >0.0 pts
Developing
There is less than

16. 1650 words of content.
Organization and
structure detract from
the message of the
paper. Content is
disjointed and lacks
implied transition of
thoughts or content.
References are not
cited using current APA
style and formatting
guidelines. Evidence
is not properly cited to
support main points.
Additional aspects of
current APA formatting,
such as title page,
abstract, headings,
and references page,
contain 9 or more
errors. Spelling and
grammar are below
average and need
attention.
0 pts
Not
Present
52 pts
Total Points: 175
Human Resource Policy Project Grading Rubric |
BUSI642_B05_202240