Equal Employment Opportunity (EEO)

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A year 11 business studies presentation on Equal Employment Opportunity (EEO) in Australia by Brittany Warren, Kate Smith and Thomas McKinnon

Business Career

Equal Employment Opportunity By Thomas McKinnon Brittany Warren & Kate Smith

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This presentation by Dr. Beatrix Behrens, Head of Division, HR Policy, Federal German Employment Agency on "Diversity Management at the Bundesagentur für Arbeit (BA) –Single Case Study" was made at the meeting of the OECD Working Party on Public Employment and Management on 20-21 April 2015. For further on information on the OECD work on Public Employment and Management please see http://www.oecd.org/gov/pem/.

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Assignment 2 Ethics and Social Responsibility In Business society Prepared by Mandeep Kaur (Student ID- T00592597) Submitted by Mr. Ronald Lake Course code: MNGT 1100 Department of Management, Thompson River University In Partial fulfillment of requirements for POST BACCULARATE DIPLOMA IN HUMAN RESOUTCE MANAGEMENT Thompson Rivers University 2018 PART A Q1. Do you feel that it is possible to develop a universal set of ethical standards for business, or do you believe that cultural differences makes universal standards impractical and /or impossible? I trust that it isn't just conceivable, yet it is required to build up an all inclusive arrangement of moral guidelines for business. This progression is of fundamental significance while building manageable world with parallel open doors and chances for all, regardless of their country and citizenship. Such essential ethic rules like sexual orientation and age correspondence ought to be put on the primary spot. Along these lines, all the workforce would be occupied with the generation forms, industry, administration, training and so on. Sexual orientation correspondence on the working environment, in the long haul, would enable ladies to get equity in their families.It doesn't come as an unexpected that one of the contributing or fundamental variables of moderate monetary development on the planet today is sexual orientation imbalance. In spite of the fact that ladies are regularly ignored with regards to monetary advancement, there are examples where they have a high ground over their male partners. Sex disparity and sexual orientation segregation go as an inseparable unit, and sufficient opportunity has already past the world met up to see the destruction of the same. While a few nations are as of now fairly effective on this way, there are numerous states which don't take after sexual orientation uniformity standards, and this causes social and statistic issues.The possibility of fairness ought to likewise be kept up with regards to race and ethnicity, and additionally to citizenship. Racial segregation stays one of the best difficulties that obstruct financial development, consequently the requirement for its extinction. The accomplishment of this target depends on whether organizations, associations, and establishments will build up an all inclusive arrangement of moral principles or not. While a few countries are seen by worldwide business as a cheap labour force', it makes a circumstance where human rights are altogether damaged. We as a whole know case of China, where specialists are actually abused by worldwide organizations, where working co.

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Race relations act

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Answer questions separately in 2 pages single spaced 12 font size..docx

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Answer questions separately in 2 pages single spaced 12 font size. Can put questions in and increase font size for questions to 25 and make it to two pages. Questions are listed on the bottom of this page. There are 5 questions in total. What is the role of an organization in Diversity? Organizations that are committed to equality and inclusion must take steps to combat the examples of discrimination and harassment that have been covered in this chapter. And they must take steps to make diversity a goal in the pre-employment stages as well as in the post-employment stages. Anyone with managerial or supervisory responsibilities should pay careful attention to hiring and performance-rewarding practices, and make sure to rely on relevant information for making decisions and ignore race-based stereotypes. The following are examples of what leaders and organizations can do make sure employees feel valued. Interview Selection Process To ensure fairness for all applicants, organizations should use highly structured interviews during the selection process to avoid bias based on race or gender Highly structured interviews consists of the following 15 characteristics: “(1) job analysis, (2) same questions, (3) limited prompting, (4) better questions, (5) longer interviews, (6) control of ancillary information, (7) limited questions from candidates, (8) multiple rating scales, (9) anchored rating scales, (10) detailed notes, (11) multiple interviewers, (12) consistent interviewers, (13) no discussion between interviews, (14) training, and (15) statistical prediction.” Similarity bias can occur when interviewers prefer interviewees with whom they share similar traits. Organizations can mitigate this challenge if all 15 characteristics of a structured interview are used consistently with each job applicant. Diversified Mentoring Relationships Thanks to the rapid growth of international travel and globalization, managers are often called upon to manage a workforce that is increasingly diverse. Research has shown that racially and ethnically diverse firms have better financial performance than more homogeneous firms, because, as mentioned, employees from different backgrounds and with different experiences can give the firm a competitive advantage in various ways. It is necessary, however, that managers and those in positions of power are adequately equipped to manage diverse workforces in ways that are beneficial to all. Diversified mentoring relationships are relationships in which the mentor and the mentee differ in terms of their status within the company and within larger society. The differences could be in terms of race, gender, class, disability, sexual orientation, or other status. Research has found that these types of relationships are mutually beneficial and that the mentor and the mentee both have positive outcomes in terms of knowledge, empathy, and skills related to interactions with people from different power groups. MANAGERI.

when he learned he may be fired for poor performance. He may.docx

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when he learned he may be fired for poor performance. He may even file a retaliation claim after being fired, doubling your workload in investigating and responding to the complaint. Retaliation can be expensive, too. Hope Bailey-Rhodeman won $804,214 in a settlement for discrimination and retaliation against Xerox after she was demoted from sales manager to a sales position that paid $100,000 less per year after complaining that other sales managers were bullying her because of her race and gender. Bailey-Rhodeman continued to work at Xerox over the next five years while the complaint made its way through the courts. The moral of the story is that HR needs to have clear discrimination policies and train managers and supervisors not only how to prevent discrimination and harassment, but how to handle complaints. It’s possible to think you’re doing the right thing, yet make the situation worse. 1 Looking Ahead Is it possible to eliminate discrimination in the workplace? Should employers be held accountable for discrimination even if it’s unintentional? 3 58 Chapter 3 Equal Employment Opportunity Introduction If you’ve ever experienced the adverse effects of favoritism in the workplace, you know that it can be very frustrating when a coworker receives favorable treatment, such as a better schedule, a raise, or promotion, for no justifiable reason. It doesn’t seem fair to employees who are just as qualified and may even work harder than the person who management favors, yet don’t have the same opportunities or rewards because of an employer bias. It doesn’t seem to be a very wise business move either. Workers who are qualified and work hard have more to contribute to the organization than those who are hired or promoted simply because management likes them more. Certainly management needs to make hiring decisions based on who would be a better employee, but those decisions should be made by hiring or promoting the best employees based on their qualifications and how well they fit the job requirements, rather than irrelevant criteria or personal bias against a person’s gender, color, age, religion, or any other protected status. If you were to do a little research on the companies that have been sued for discrimination in the last couple of years, you would find a surprisingly long list that includes Walmart, Costco, Target, Walgreens, UPS, FedEx, Marriott, Disney, Abercrombie & Fitch, Microsoft, Apple, Google, Best Buy, Home Depot, and even the Equal Employment Opportunity Commission (EEOC). These organizations all claim to value diversity in race, gender, national origin, disability, religion, and sexual orientation, so what went wrong? The Equal Employment Opportunity Commission (EEOC) reports that charges of job discrimination are at an all time high, reaching nearly 100,000 every year. 2 This should serve as a warning to employers to update their knowledge of the laws protecting workers from disc.

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