Chapter 2 - Equal Opportunity and law

• Laws enacted from 1964 to 1991

  • To fail or refuse to hire because of such individual’s race, color, religion, sex, or national origin.
  • To limit, segregate, or classify employees or applicants for employment, because of such individual’s race, color, religion, sex, or national origin.
• Sexual Harrasment

  Proving sexual harrasment

  1. Quid Pro Quo.
  2. Hostile Environment Created by Supervisors
  3. Hostile Environment Created by Coworkers or Nonemployees.
• Sexual harassment generally means the intimidation, insults, and ridicule were sufficiently severe to alter the employee’s working conditions.
• What can the employee can do?

  he/ she must file promptly according to the management sttucture.

  1. file a contemporaneous complaint to harraser and to harasser’s boss
  2. file verbal and written reports to the HR
  3. Contact to the goverment who regulates business protocol to file the necessary claim, which the employee can look out for an atty.
• Potential Threats to Diversity

  • Stereotyping
  • Discrimination
  • Tokenism
  • Ethnocentrism
  • Gender-role stereotypes
• Managing diversity

  • Provide strong leadership
  • Assess the situation.
  • Provide diversity training and education
  • Change culture and management systems
  • Evaluate the diversity management program
• Implementing the Affirmative action program

  Establishing good-faith effort strategy
• To avoid employee resistance the mgt. should have:

  • Transparent selection procedures
  • Communication
  • Justifications
• Reverse Descrimination - Discrimination to nonminorities / restricting own’s blood, same culture.