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Deliverable 2 – Gender Diversity Training Guide Section
Bushra Ali
Rasmussen University
GEB4220CBE Section 01CBE Managing a Diverse Workforce
Melissa Bunch
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Gender Diversity In The Workforce
Gender diversity in the workforce is critical to creating a thriving organization.
Companies can benefit from improved morale, higher productivity, and better financial
performance by creating a workplace with diverse backgrounds, opinions, and perspectives.
Furthermore, gender diversity in the workplace is essential in creating an environment of
inclusiveness and respect.
Legal Protections for Gender Diversity
In the United States, legal protections for gender diversity in the workforce are provided
by the Equal Employment Opportunity Commission (EEOC). This federal agency ensures that
workers of all genders are protected from discrimination, including unequal pay, sexual
harassment, and unfair hiring practices. The EEOC also enforces Title VII of the Civil Rights
Act, which prohibits employers from discriminating against workers based on their race, color,
religion, sex, or national origin (barriers (Liu, 2018).
The EEOC's policies cover a wide range of issues related to gender diversity in the
workplace, including equal treatment in hiring and promotion, equal pay, and protection from
sexual harassment and discrimination. These policies also cover pregnancy and parental leave,
reasonable accommodations for disabilities, and protection against religious discrimination
((Nielsen et al., 2017).
Despite the EEOC's efforts to protect gender diversity in the workplace, there are still
limitations to these policies. For example, the EEOC does not cover all employers, and many
small businesses are exempt from the agency's protections. The EEOC does not cover some
types of discrimination, such as age and sexual orientation ((barriers (Liu, 2018).
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The Equal Employment Opportunity Commission (EEOC) is a federal agency that
enforces civil rights laws that protect workers from being discriminated against based on their
national origin, race, color, religion, gender, or sexual orientation. The EEOC investigates
discrimination allegations and works to ensure that businesses follow the law. Additionally, the
EEOC educates the public and employers about their legal rights and responsibilities ((Young,
2020).
By enforcing laws that protect workers from gender-based discrimination, the Equal
Employment Opportunity Commission (EEOC) plays a crucial role in preserving gender
diversity in the workplace. In addition, the Equal Employment Opportunity Commission (EEOC)
also helps businesses establish and uphold an inclusive and diverse workforce while educating
the public about their legal rights and obligations.
A company's global expansion can significantly impact its gender diversity strategy. For
example, when a company enters a new market, it must consider the cultural and legal differences
between the countries it is entering its own. This can affect the company's recruitment and hiring
practices, as well as its policies and procedures related to gender diversity. Additionally, the company
must be aware of the cultural and legal differences between the countries it is entering and its own, as
well as any local regulations that could affect its gender diversity strategy.
Diversity planning is crucial for global businesses because it helps ensure compliance
with local laws and regulations. In addition, an environment of inclusivity, respect, and
collaboration can be created through effective diversity planning, resulting in higher morale,
increased productivity, and improved financial performance. Because ethical practices ensure
that the business is not exploiting its employees or discriminating against them, ethics play a
crucial role in diversity planning and implementation.
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Examples of strategies for conducting business and managing a diverse global workforce.
When conducting business in a global context, a company should consider a range of strategies
for managing a diverse workforce, including:
• Developing policies and procedures that promote diversity and inclusivity
• Establishing clear goals and objectives for diversity initiatives
• Providing training and education on diversity and inclusion
• Creating a culture of respect and acceptance
• Recruiting and hiring diverse talent
• Offering competitive compensation and benefits
• Establishing effective communication channels
• Evaluating and monitoring diversity initiatives
• Rewarding and recognizing diverse employees for their performance.
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Reference
Liu, C. (2018). Are women greener? Corporate gender diversity and environmental
violations. Journal of Corporate Finance, pp. 52, 118-142.
Young, E. I. (2020). What the Supreme Court Could Have Heard in RG & GR Harris
Funeral Homes v. EEOC and Aimee Stephens. Calif. L. Rev. Online, 11, 9.
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