Diversity Training IP5

DIVERSITY IN TRAINING

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Abstract

This paper addresses issues of diversity in recruitment and employment of workers in an institution. There is among other issues a forecast on the generally changing population and any form of legislation that covers issues of changing population in the workplace. There is a continuous change in the US general population and thus there is need to address such an issue when determining in the workforce to be recruited in the company. Such trends include age, immigration and the natives, religion and race where there is a diversity in the population of the United States. This means that there is a likelihood of having a diversity if workforce in the organization and there must be a consideration of equality among the workers to be absorbed in the organization such that there is no any form of discrimination, especially racial discrimination. Therefore, there is need for the supervisor to address any issues that may arise from such a diversified workforce.

Part 1

According to Passel & Cohn (2008), the current population in the United States is about 323 million. In this total population, the percentage of whites is about 76 percent of the total population while the black or the African population is about 13.3 percent as per the statistics of 2016. Additionally, among this population, 50.8 percent are female while 49.2 percent are males. However, the population of males has been growing at a faster rate than that of the female by about 9.9 percent. There is also a trend that the US is receiving more immigrants than any nation in the world, most of whom are coming from the war zone countries like Pakistan. This has generally increased the total population in the United States and there is also a likelihood of receiving more and more immigrants. There is an evidence that the white race is the dominant race in the United States, followed by a far margin the blacks and then the other races like Asians and natives.

With regard to Pierce (2016), these different population groups in the United States have different cultures and therefore they have different things that they value. For instance, the blacks value so much about family before work while the whites value so much about work before family. Additionally, the black population and other minor races do uphold some certain customs that are not held by the whites due to the diversity if background. Therefore, all the supervisors need to be extra sensitive when dealing with the different customs at the workplace because they are not the same. When he/she emphasizes on a certain custom, it should be sure that it is not causing harm to a section of people in the workplace because not all of them come from the same background. There are several laws that govern supervisors at the workplace, one of them includes the Anti-Description law enacted in 1964 that prohibits all employers from discriminating workers on the basis of gender, religion, sex or national origin. In this regard, an employee cannot refuse to hire an employee, suck him/her or commit any form of discrimination due to any of these reasons. Additionally, the employee is guaranteed a 12 week leave in each year for a variety for circumstances like health conditions, the health conditions of their spouses, bonding with new born or any other valid reasons. There is also the law that establishes a minimum wage and an overtime wage to all employees. This is called the Fair Labor Standard Act (FLSA) that establishes an hour wage rate and overtime pay to all employees. This law also outlines the exact work time to be paid like the waiting, meetings, travelling, meals as well as the rest period. These must be upheld by the supervisor in the workplace so as to avoid facing legal obligations.

Part II: Historical Issues of Different Races in the Workplace and How to Handle Them

It is evident that the American population has all types of races in the world. Therefore, there is a likelihood of having different races in the workplace and they need to be handled in a certain way such that no one feels offended or discriminated in any way. The rules and job guidelines should be fair in such a way that all races can fully fit in and work comfortably without any feeling of discrimination. However, there are some issues that can create tension in the workplace, like the managers promoting only the white people yet even the other races are competent and can work properly. The employees may also start to behave in a manner likely to suggest some form of discrimination, like making friends only with their racial types and avoiding completely the other employees of minor races or even ignoring them. This creates more tension among employees and makes those from the minor race feel discriminated completely. The supervisor needs to address such issues immediately, like ensuring that only the qualifying employees get promotion regardless of their race. There is also a need to conduct continuous training and gaining to the employees on the issues of race so that they work together with other people in harmony regardless of race. Any employee that displays some form of racism should face legal actions including dismissal from the work (Pierce, 2016).

Diversity Training Manual: Part III

In the United States, the number of female is slightly above the number of men because female comprise of 50.8 percent of the total population while the rest are men. In the workforce, it is evident that most women have been employed but the rate of employment on the basis of gender is almost equal. The Griggs v. Duke Power case is relevant in any company setting jobs standards because the company called Duke Power set some standards that were unnecessary and had a direct disparate on the blacks. The court ruled that even when the initial motive of standard setting were not discriminatory, they were discriminatory and thus not legal (Griggs v. Duke Power, 1971). Therefore, the tests of employees must be directly related to job performance just as the Supreme Court ruled out. Therefore, the supervisor needs to state the minimum job requirements after a critical analysis of the case. Those requirements should not in any way affect the background of an individual or show some form of discrimination, be it on religion, race or gender. They should be related to the job itself and the competency required in the specific department and not mare exaggerations. In a circumstance where the company has been having only males as employees and a female is being employed, the supervisor needs to be more cautious and display moral reasoning. He/she needs to address these males by telling them the importance of having a diversified workforce including females in the work and state exactly the parameters within which they should operate as employees of the organization when working close to female employees. This includes avoiding any form of sexual relationship or sexual harassment.

References

Griggs v. Duke Power Co., 401 U.S. 424 (1971). Retrieved from the FindLaw Web site: http://caselaw.lp.findlaw.com/scripts/getcase.pl?court=US&vol=401&invol=424

Passel, J. S., & Cohn, D. (2008, February 11). U.S. population projections: 2005-2050. Retrieved from thePew Research Hispanic Trends Project Web site: http://www.pewhispanic.org/2008/02/11/us-population-projections-2005-2050/

Pew Research Religion & Public Life Project. (2017). Reports. Retrieved from http://religions.pewforum.org/reports

Pierce, R. (2016). Dealing with a changing workforce: Supervision in the 21st century. Retrieved from the Business Expert Webinars Web site: http://www.businessexpertwebinars.com/content/view/593/29/