What are the existing issues during the progress of gender diversity in the workplace? What are your recommended solutions?
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What are the existing issues during the progress of gender diversity in the workplace? What are your recommended solutions?
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- Today’s workforce benefits from diversity, and most businesses have embraced explicit nondiscrimination policies. The federal government and many state governments have passed legislation that makes it illegal to discriminate based on race, color, creed, ethnicity, national origin, disability, age, and other factors such as gender identity. Consider how such differences could affect the communication, for instance, between an interviewer and a job candidate. If negatively, how could the differences and barriers be overcome?how have you Demonstrated respect for diversity in real life. Demonstration includes defining diversity and discussing its importance; identifying individual differences (e.g., age, gender, ethnicity, culture, race, viewpoints, socioeconomic status, and ability); showing respect for and valuing individual differences in the workplace • being self-aware and mindful of one’s own bias; collaborating with people of diverse backgrounds, viewpoints, and experiences.Define the three types of diversity and compare them using examples for each type. How are the demographics of the workforce changing? What are some major challenges that women face in organizations? What is the model minority myth? How does it compare to how Blacks and Hispanics are stereotyped? What are some benefits of hiring older workers? Why would an employee “pass” or “reveal” at work? What are the positive and negative consequences of doing so? Explain the six benefits of workplace diversity described by Cox and Blake’s business case for diversity. Compare how the cognitive diversity hypothesis and the similarity-attraction paradigm relate to diversity outcomes. Based on the justification-suppression model, explain why individuals act on their prejudicial beliefs. Describe the challenges that managers must face when managing diversity. How can employees ensure they are compliant with the laws and legislation enforced by the EEOC? What are some recommendations for managing…
- Until Sheryl Sandberg was promoted to cheif operating officer of Facebook in 2012, its board was composed of only men. Yet majority of Facebook's 845 million users are women. Given this demographic, explain how Facebook might benefit from increasing the presence of women on its corporate boardAdrian Duane had worked for IXL, a Silicon Valley educational technology company, for about a year when he got into a dispute with his supervisor over Duane's ability to work flexible hours after he returned from medical leave following transgender surgery. Duane posted a critical comment on Glassdoor.com after he said his supervisor refused to accommodate a scheduling request. Duane's critique said, in part: "If you're not a family-oriented white or Asian straight or mainstream gay person with 1.7 kids who really likes softball-then you're likely to find yourself on the outside. . . . Most management do not know what the word ‘discrimination' means, nor do they seem to think it matters". According to court documents, Paul Mishkin, IXL's CEO, confronted Duane with a printout of the Glassdoor review during a meeting about his complaints, at which time IXL terminated Duane. IXL claimed the derogatory post showed "poor judgment and ethical values". Security had already cleared out Duane's…Adrian Duane had worked for IXL, a Silicon Valley educational technology company, for about a year when he got into a dispute with his supervisor over Duane's ability to work flexible hours after he returned from medical leave following transgender surgery. Duane posted a critical comment on Glassdoor.com after he said his supervisor refused to accommodate a scheduling request. Duane's critique said, in part: "If you're not a family-oriented white or Asian straight or mainstream gay person with 1.7 kids who really likes softball-then you're likely to find yourself on the outside. . . . Most management do not know what the word ‘discrimination' means, nor do they seem to think it matters". According to court documents, Paul Mishkin, IXL's CEO, confronted Duane with a printout of the Glassdoor review during a meeting about his complaints, at which time IXL terminated Duane. IXL claimed the derogatory post showed "poor judgment and ethical values". Security had already cleared out Duane's…
- Adrian Duane had worked for IXL, a Silicon Valley educational technology company, for about a year when he got into a dispute with his supervisor over Duane's ability to work flexible hours after he returned from medical leave following transgender surgery. Duane posted a critical comment on Glassdoor.com after he said his supervisor refused to accommodate a scheduling request. Duane's critique said, in part: "If you're not a family-oriented white or Asian straight or mainstream gay person with 1.7 kids who really likes softball-then you're likely to find yourself on the outside. . . . Most management do not know what the word ‘discrimination' means, nor do they seem to think it matters". According to court documents, Paul Mishkin, IXL's CEO, confronted Duane with a printout of the Glassdoor review during a meeting about his complaints, at which time IXL terminated Duane. IXL claimed the derogatory post showed "poor judgment and ethical values". Security had already cleared out Duane's…Recently your company has begun to promote its diversity efforts, including same-sex (and heterosexual) partner benefits and a nonharassment policy that includes sexual orientation, among other things. Your department now has new posters on the walls with photos of employees who represent different aspects of diversity (e.g., Black, Hispanic, gay). One of your employees is upset about the diversity initiative and has begun posting religious scriptures condemning homosexuality on his cubicle in large type for everyone to see. When asked to remove them, your employee tells you that the posters promoting diversity offend Christian and Muslim employees. What should you do?According to the European Institute for Gender Equality’s Gender Statistics Database, only 20.2% of executives and 7.8% of Chief Executive Officers (CEOs) in the largest publicly listed companies in the European Union are women. Why do women continue to be under-represented in top leadership positions? Use role congruity theory and stereotype threat as well as evidence from the lecture and assigned readings to help explain this phenomenon. The word count is minimum 400, can you help me with that ?
- Workplace diversity issues can not be dealt with through: a. Assessment of employees' performance using subjective means b. Recognition of people's differences and respecting them c. Management of one's attitude and behavior when it comes to diversity d. Encouragement of employees to work with other employees from different backgroundsYou have been employed as the Human Resource Manager to assist Paula in convincing the Executive Team to adopt a culture of diversity. (a) Provide two (2) justifications for a diverse workforce. (b) Recommended and explain three (3) strategies to manage diversity at the Golden Trust Merchant Bank to achieve the benefits mentioned above. (c) Identify the two (2) challenges you expect to encounter in implementing these strategies.How can you ensure that your hiring practices are fair and unbiased, and that you are attracting a diverse pool of candidates? What strategies can you implement to increase diversity in your organization?