HRM - LESSON 3 (DIVERSITY AND MULTICULTURALISM)

• Diversity is defined as the differences between people. Differences could be according to race, gender, sexual orientation, religion background, socioeconomic status, etc.

  From the workplace perspective, diversity focuses on set of policies to meet government mandated diversity compliance standards

  According to HR managers diversity in workplace is: Not well defined or understood at workFocuses too much on compliancePlaces too much emphasis on gender and ethnicity.
• Diversity

  The differences between people, such as race, gender, sexual orientation, religion background, socioeconomic status, etc.
• Diversity in the workplace

  • Not well defined or understood
  • Focuses too much on compliance
  • Places too much emphasis on gender and ethnicity
• Multiculturalism


  A phenomenon of multiple groups of cultures existing within one society
• Multiculturalism can enrich society or be criticized
• Multiculturalism occurs naturally when a society is willing to accept the culture of immigrants
• Diversity


  Focuses on the "otherness" or differences between individuals and has a goal of making sure, through policies, that everyone is treated the same
• Multiculturalism

  Looks at a system of advantages based on race, gender, and sexual orientation called power and privilege
• Examples of Privilege

  • Race privilege
  • Sexual orientation privilege
  • Gender privilege
  • Social class privilege
• Gender privilege


  The assumption that a female will change her name to her husband's when they get married
• Employment Discrimination


  The unjust or prejudicial treatment of different categories of people or thing specifically on the basis of their age, race, gender, and religious beliefs
• Categories of people protected by Equal Employment Opportunity (EEO) Laws

  • Protected Classifications
  • Protected Groups
• Protected Classifications


  Categories of people who are lawfully protected against employment discrimination based on their age, gender, skin color, ethnicity, and physical or mental disability
• Protected Groups


  Sub-categories of people within each protected classifications, e.g. white, black, and brown under the protected classification skin color
• Intentional Discrimination or Disparate Treatment


  A kind of unlawful discrimination where the employer intentionally treats an individual differently on the basis of some form of criteria
• Unintentional Discrimination or Disparate Impact


  An indirect type of discrimination where a policy or standard that is work-related gives unequal chances to individuals from various protected groups
• Equal employment opportunity


  Guarantees that anyone, despite his age, color, disability, sex, religion, national origin or race has an equal chance of employment based on his or her qualifications
• Affirmative action


  Goes beyond equal employment opportunity by compelling employers to take certain steps to provide those in protected group fair chances for employment, to eliminate the adverse effects of past discriminatory practices
• Equal Employment Opportunity Legislation in the Philippines

  • RA 7277 (Rehabilitation, Self-Development and Self-Reliance of Disabled Persons)
  • RA 7877 (Anti-Sexual Harassment Act of 1995)
  • Wage Rationalization Act, 1989
  • Women in Development and Nation Building Act, 1992
  • Act to Regulate the Employment of Women and Children, 1952
  • Migrant Workers and Overseas Filipinos Act, 1995
  • Magna Carta for Public Health Workers Act, 1992
  • Local Government Code, 1991
  • Executive Order Concerning the Equality of Access to Education - 117
  • Republic Act Concerning Private Education (6728), 1989
  • General Appropriation Act, 1995
  • Labor Code of the Philippines, 1974
• Quid pro quo sexual harassment


  Happens when a manager demands sexual intimacy from a subordinate or a possible hire in exchange for employment
• Hostile environment sexual harassment


  Can take place when unsolicited criticisms and actions interfere with the employee's performance and well-being or has created a disrespectful or insulting work environment for the harassed employee
• RA 7277

  AN ACT PROVIDING FOR THEREHABILITATION, SELF-DEVELOPMENT AND SELF-RELIANCE OF DISABLED PERSON AND THEIR INTEGRATION INTO THE MAINSTREAM OF SOCIETY AND FOR OTHER PURPOSES
• REPUBLIC ACT NO. 7877(Anti-Sexual Harassment Act of 1995)AN ACT DECLARING SEXUAL HARASSMENT UNLAWFUL IN THE EMPLOYMENT, EDUCAT ON OR TRAINING ENVIRONMENT, AND FOR OTHER PURPOSES
• Wage Rationalization Act, 1989 – Philippines

  • –  It aims to promote the objective appraisal of jobs on the basis of the work to be performed and the cooperation of the employers’ and workers’ organization concerned.
  • –  This is limited to the determination of minimum wage rates for workers in general regardless of sex
• Women in Development and Nation Building Act, 1992 -The intent of the Act is to promote the integration of women as full and equal partners with men in development and nation-building.
• Act to Regulate the Employment of Women and Children, to Provide for Penalties in Violation Hereof, and for other Purposes, 1952

  • –  The act prohibits the employment of women in work which involves prolonged standing or lifting of heavy objects (with some exceptions) night work, and provides for rest periods.
  • –  Prohibits discrimination against women in terms of work and remuneration.
  • –  Provides for maternity leave benefits
• Migrant Workers and Overseas Filipinos Act, 1995

  • –  The act is meant to protect Filipino workers working overseas, primarily female domestic workers.
  • –  Stipulates that the State must protect local and overseas labour and promote full employment and equality of employment opportunities for all.
• Magna Carta for Public Health Workers Act, 1992

  1. – Section 9 stipulates that there must be no discrimination against a public health worker, inter alia with regard to gender. Section 7 requires everything possible to be done to permit married couples who are both public health workers to be employed in the same municipality. Moreover, the Act grants additional benefits to public health workers, the majority of whom are women, such as security of tenure, regulations concerning the normal hours of work, overtime work, work during rest days and night shift, and leave benefits.
• Local Government Code, 1991

  – Section 41c of this Act provides seats for women in all local legislative assemblies or local government units nationwide.
• Executive Order Concerning the Equality of Access to Education – 117

  – This Order provides for the promotion and maintenance of the equality of access to education and enjoyment of the benefits to be derived from it by all citizens. As a result of this Order, women may now enroll in the Philippine Military Academy.
• Republic Act Concerning Private Education (6728), 1989

  – This Act grants government assistance to students and teachers in private education. Private school teachers who have meager earning (mostly female) can avail themselves of scholarships to enable them to pursue higher education to qualify for more responsible positions.
• General Appropriation Act, 1995

  – This Act includes a provision on gender-responsive projects. Section 27 directs government agencies to set aside an amount from their 1995 appropriations for projects that address gender issues.
• Labor Code of the Philippines, 1974

  – The Secretary of Labor must establish standards that will ensure the safety and health of women employees, notably in relations to seats, separate toilet rooms and lavatories, nurseries, minimum age, and other standards for retirement