Equal Employment Opportunity Diversity

During the last part of this century, businesses and organizations have heavily relied on affirmative actions laws to ensure equal employment opportunities. The failure of this dependence upon legislation is that is doesn't address the full spectrum of diversity in the workplace (6). Affirmative actions laws have limitations, discriminating against people holding protected-class status such as women, African Americans, Hispanic Americans, Asian Americans,

Business environments today display diversity, a numerical composition that reflects different kinds of people, such as men and women of different ethnic origins, educational experiences, and professional backgrounds (Beamish, Morrison, Inkpen, & Rosenzweig, 2003). A vast amount of organizations are emulating a diverse workforce. Fair treatment of employees is the responsibility of the human resource management team within a firm. Footsteps of past generations are the facilitating mechanism allowing today’s generation to participate in a safe and fair workplace. Specific rules and regulations assist in equal employment opportunities for every employee. The Equal Employment

Diversity has been a hot-button topic for many of today’s companies. Diversity programming and initiatives are regularly implemented by organizations of all types and sizes. As it relates to an organization’s human resources operation, diversity will continue to be an ever-changing term as the work towards equitable treatment for all continues.

Legislation has reduced discrimination and open doors for minorities by putting in place EEO and AA these are programs both designed to promote social equity through different methods. Treating all individual in the employers communicate their commitments to EEO to prospective application in the form of an EEO policy statement. Legislation has put in place and policy that is referred to proactive efforts on the part of an employer to address the effects to past discrimination when the EEO efforts alone will not suffice. The most rent development in the challenge to achieve social equity is Diversity Management it's more distinct from AA and EEO in that its primary goals is to ensure that individual will work in harmoniously no matter what their

A way to achieve fair employment for all people happened in 1961 when President John Kennedy, used the phrase “Affirmative Action” in the United States in which it attributed to Executive Order 10925”. (Sterba, 2009, p.15) The reality was that businesses needed a way to hold accountability for employee’s applicants to be treated fairly in promotional decisions and the hiring process. Employment discrimination and segregation was legal in the United States before 1964. White workers and black workers during that time almost never worked together in the same jobs. Minorities were grouped in lower paying and less status jobs. During that era, white males

As a Human Resource Manager, the understanding of the Equal Employment Opportunity laws are initially overwhelming, due to the amount of information dedicated to the subject. However, it is vitally important to comprehend and apply these laws to any organization, in order to avoid claims or litigation. Companies need to educate management to “take reasonable care to prevent and promptly correct discrimination and establish anti-discrimination policies” (SHRM, 2014). The EEOC is not out to get employers, but was “established to administer and enforce the Civil Rights Act at work” (Dessler, 2015, p. 28). Successful compliance with EEOC law ultimately depends on authentic and dedicated belief in the capabilities and value of each individual and cultivates a diverse and sincerely non-discriminating workplace. In my view, the core of this and other civil rights law finds its origins in the biblical worldview, that all men are created equal in the sight of God and are bestowed with unique gifts and abilities. Our law points to the gift of God that we live in a nation dedicated on protecting what God has created.

A way to achieve fair employment for all people happened when in 1961 then President John Kennedy, used the phrase “affirmative action” in the United States in which it attributed to Executive Oder 10925”. (Sterba, 2009, p.15) The reality was that businesses needed a way to hold accountability for employee’s r applicants to be treated fairly in promotion decisions and the hiring process. Employment discrimination and segregation was legal in the United States before 1964. White workers and black workers during that time almost never worked together in the same jobs, minorities were grouped in lower paying and less status jobs. During that era, white males held the professional jobs, managerial positions, and the highly

Year after year, the various departments and agencies of the United States Federal Government are becoming more diverse. The discussion of workplace diversity is not a discussion that is likely to disappear anytime soon in the future. To explain, the literature from Starks (2009) notes that by the year of 2050, minorities groups will account for fifty-percent of the population, in the United States of America. As a result, the discussion of diversity in the workplace is likely to still be a constant topic, for the various department and agencies of the United States Federal Government.

The Civil Rights Act of 1964 empowered minorities in many different ways, most notably in prohibiting discrimination in the workplace. Title VII of the Civil Rights Act expressly prohibits discrimination in hiring, firing, promotion, pay, benefits and other aspects of employment based on race, color, religion, sex, or national origin (U.S. Department of Labor, 2012). This law was seen as a major boon to minorities and women in the workforce who had, for years, been subjected to unfair hiring and remuneration practices. But, in order to ensure that there was broad fairness and that employers were abiding by the new law, some steps needed to be taken. One way to monitor employers was to force them to have a certain number of minorities and women on their workforces at all times, greatly increasing the number of minority employees. These affirmative action laws, while still controversial today, have made a huge difference in the composition of our nation's workforce and in the lives of those who have been affected.

A Major breakthrough in the history of equal employment opportunities in America specifically was in 1941 when President Franklin D. Roosevelt signed an executive order prohibiting government from employment discrimination based on race, color, and national origin. This was a huge stepping stone for Equal employment opportunities in America. But even still there was racism and discrimination all over. It was in 1955 when Rosa parks was asked to move from her seat. And after she refused and they had the police come arrest here this stirred up a huge movement in the African American culture. A couple great people like Malcom X and Martin Luther King Jr. got behind the Movement. It was only in 1963 When Martin Luther King Jr. started a peaceful

The Equal Employment Opportunity Commission opened their doors on July 2, 1065 – one year after President Lyndon B. Johnson signed the Title VII of the Civil Rights Act of 1964.

Equal Employment Opportunity (EEO) laws have helped shape the workforce today and they have greatly contributed to the introduction of diversity in the working environment. No longer are people rejected of employment based on their race, gender, age, or disability. The labor force has increased from 62 million people in 1950 to over 159 million people in the labor force today (Toolsi). The passing of the EEO laws proved to be a great advancement in the diversity of the workforce and treatment of employees, but it was a tremendous battle to get where we are today. Before the passing of these laws, unequal treatment was normal and discrimination was common among the majority of employers. This made acquiring employment difficult and caused many people to be unemployed. Three Equal Employment Opportunity laws that helped diminish these discriminatory practices were Title VII of the Civil Rights Act of 1964, the Equal Pay Act of 1963, and the American with Disabilities Act of 1990. For each law, I will describe what it enforces and explain the actions that happened in society and the workplace that made these laws necessary. I will discuss important political figures that contributed to the passing of these laws. Lastly, I will examine how each law has improved human resources and has led to better management of employees overall.

Workplace diversity refers to the variety of differences between people in an organization. Workplace diversity is about acknowledging differences and adapting work practices to create an inclusive environment in which diverse skills, perspectives and backgrounds are valued. It is about understanding the individual differences in the people we work with that arise from a broad range of backgrounds and lifestyles, and recognizing the value of using those different perspectives, ideas and ways of working to enhance the quality and outcomes of work. Our diversity is shaped by a variety of characteristics including age, ethnicity, gender, disability, language,

Managing diversity and equality effectively in the workplace is the core responsibility of any organization in the contemporary business world. Shen, Chanda, D’Netto and Monga (2009) conducted a survey whose results revealed the massive diversity within the British society in terms of ethnicity, nationality and religion. As a result, the Equality Act of 2010 was formulated and became law whose provisions focus on legal protection against discrimination based on gender re-assignment, marriage, civil partnership, age, disability, sexual orientation, religion, pregnancy and maternity, sex and beliefs (Monks, 2007). Therefore, managing diversity in the workplace is critical towards the achievement of equality and discrimination free working environment. Bhatia (2008) observed that the ability to understand, accept, value, acknowledge and celebrate differences among people with respect to race, sexual orientation, religion, age, ethnicity and mental ability within an organization is crucial in eliminating discrimination. Discrimination refers to the tendency of denying equal treatment to people believed to be members of the same social group (Ozbilgin, 2009). In other words, discrimination in the work place is related to denial of equal treatment in terms of promotion, compensation, career development, training and empowerment. Therefore, managing diversity in the work place is crucial towards the achievement of a discrimination free working environment and the

The discrimination-and-fairness paradigm is considered the “dominant way” of understanding diversity by most organizations. It attempts to remove discrimination and create employment equality by seeking to increase diversity among employees. Progress is measured by how well the company is able to meet its diversity number goals but avoids looking deeper at the reality behind the numbers. (Thomas & Ely p. 81)