Scenario:1 The challenges faced by minorities and women include the pressure to conform to the organization’s culture, high penalties for mistakes, and tokenism. The effort of including a token employee to a workforce is usually intended to create the impression of social inclusiveness and diversity (racial, religious, etc.) in order to prevent claims of social discrimination. “Token” employees are given either very high or very low visibility in the organization” Q1. What is Tokenism? Q2. Is it a barrier for women and minorities? Why, give reason? Scenario:2 Ms. Amina is a legal secretary who has worked at an organization with powerful male boss for twenty years. She knows that there are no opportunities for advancement she decides to retire. She can always depend on her gender to secure another secretarial position, because nobody wants to hire a male secretary. In her opinion, even when women can secure jobs of a slightly higher caliber, there are typically jobs that don’t lead to leadership positions due to glass ceiling. Nor do these jobs offer a woman any notable significance as an employee of the company. Q3. What is the problem discussed in the scenario and what does Amina perceive as the cause for such problem? Q4. In your opinion, what policies of HR will protect the workforce against such barriers? Q5. As a young HR professional, if it is your responsibility to ensure that the company recruits competent people from all back grounds but it does not receive many applications from mature-age professionals or other minority groups. Do you have any ideas for how to make workforce more diverse?
Scenario:1 The challenges faced by minorities and women include the pressure to conform to the organization’s culture, high penalties for mistakes, and tokenism. The effort of including a token employee to a workforce is usually intended to create the impression of social inclusiveness and diversity (racial, religious, etc.) in order to prevent claims of social discrimination. “Token” employees are given either very high or very low visibility in the organization” Q1. What is Tokenism? Q2. Is it a barrier for women and minorities? Why, give reason? Scenario:2 Ms. Amina is a legal secretary who has worked at an organization with powerful male boss for twenty years. She knows that there are no opportunities for advancement she decides to retire. She can always depend on her gender to secure another secretarial position, because nobody wants to hire a male secretary. In her opinion, even when women can secure jobs of a slightly higher caliber, there are typically jobs that don’t lead to leadership positions due to glass ceiling. Nor do these jobs offer a woman any notable significance as an employee of the company. Q3. What is the problem discussed in the scenario and what does Amina perceive as the cause for such problem? Q4. In your opinion, what policies of HR will protect the workforce against such barriers? Q5. As a young HR professional, if it is your responsibility to ensure that the company recruits competent people from all back grounds but it does not receive many applications from mature-age professionals or other minority groups. Do you have any ideas for how to make workforce more diverse?
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