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WORKPLACE DIVERSITY AND AFFIRMATIVE ACTION

WORKPLACE DIVERSITY AND AFFIRMATIVE ACTION. Chapter Objectives. Discuss the projected future diverse workforce Define and discuss diversity and diversity management Discuss the significant U.S. Supreme Court decisions that have had an impact on equal employment opportunity.

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WORKPLACE DIVERSITY AND AFFIRMATIVE ACTION

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  1. WORKPLACE DIVERSITY AND AFFIRMATIVE ACTION

  2. Chapter Objectives • Discuss the projected future diverse workforce • Define and discuss diversity and diversity management • Discuss the significant U.S. Supreme Court decisions that have had an impact on equal employment opportunity. • Explain affirmative action programs and how it works

  3. The Workforce FACTS • By 2010 the workforce will increase to 158 million from 141 million • 4 out of 10 people entering the workforce between 1998 – 2008 will be member of a minority group • By 2010 minority groups will account for the major share of the workforce

  4. Diversity in the Workforce What will be key for companies? • Develop patience • Open-mindedness • Acceptance • Cultural Awareness

  5. Diversity and Diversity Management Diversity: What does it mean? • Any perceived difference among people Diversity Management: What does it mean? • Ensuring that the right programs are in place to promote diversity

  6. Diversity Management INVOLVES • Creating a supportive culture where all employees can be effective. • Top management support diversity goals and include them in the business strategy • Fostering a culture that values individuals and their needs and contributions

  7. Single Parents & Working Mothers Women in Business Dual Career Families Workers of Color Older Workers Persons with Disabilities Immigrants Young Persons with Limited Education/Skills Educational Level of Employees Managing the Diverse Workforce:Various Components

  8. Affirmative Action

  9. Executive Order 11246 • Executive order (EO) - Directive issued by the President, having force and effect of laws enacted by Congress • Executive Order 11246 - Every executive department and agency that administers a program involving federal financial assistance must adhere to policy of nondiscrimination

  10. Executive Order 11246 (Continued) • Affirmative action stipulated by EO 11246 • Requires employers to take positive steps to ensure employment of applicants and treatment of employees during employment without regard to race, creed, color, or national origin.

  11. Affirmative Action Court Cases • Grutter v Bollinger – colleges and universities have “compelling interest” in achieving diverse campuses • Gratz v Bollinger – in trying to achieve diversity, colleges and universities cannot use point systems that blindly give extra credit to minority applicants • University of California Regents v Bakke- the Court reaffirmed that race may be taken into account in admission decisions.

  12. Affirmative Action Programs Set of specific actions taken by an Organization with government contracts to proactively remove unintended barriers to achieve equal opportunity

  13. EEO vs. AAP Equal Employment Opportunity Aims to ensure that anyone under the protected class has an equal chance for a job based on their qualifications. Affirmative Action Program Goes beyond EEO by requiring employers to take action on eliminating barriers to hire and promote members of the protected Class.

  14. Affirmative Action Programs MANDATED BY OFCCP: • Government contractor • Lose a court discrimination case • Signed a consent decree • Voluntarily attempting to implement EEO principles

  15. Affirmative Action Programs The Process • Develop a written affirmative action program • File EEO-1 • Identify and analysis of problem areas

  16. Affirmative Action Programs The Purpose • Contractor maintains nondiscriminatory hiring practices • Hold contractor accountable for the goals of hiring, firing and promoting • Show employees are being treated fairly regardless of race, gender, religion, etc.

  17. Affirmative Action Programs What is in the Plan? • State the CEO commitment • The intention to recruit, hire, train and promote • Guarantee that all Human Resources action involve the five functions • ID and analysis of problem areas • Make a workforce analysis • Analysis of major job groups • Explanation of underutilized minorities or women

  18. Affirmative Action Programs Goals for the Plan • Annual Work towards elimination of underutilization • Ultimate Correct all underutilization

  19. Diversity and Affirmative Action Discussion Questions: • When is diversity not the right thing? Why? • When is diversity is appropriate? Why?

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