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HRM 5300, diss 2 response: each response should be 250 words. respond to the 2 disucssion forums below, each response should be 250 words or more and use one citation. 1. ( jen) I don’t believe that Affirmative Action has outlived its usefulness as an employment policy and should be abandoned. Affirmative action mandated nondiscriminatory policies in regards to race, religion, gender, and country of origin. These policies are a part of many organizations’ business models and have paved the way for new Diversity, Equity, and Inclusion initiatives. Studies have shown that DEI policies and a diverse team that brings together people with different perspectives result in positive business outcomes. Employees with different backgrounds tend to bring their perspectives, ideas, and experiences, helping to create organizations that are resilient and effective. I believe that the most difficult part of managing discrimination in the workplace is how to address biases and attitudes. People often have ingrained beliefs that can be challenging to overcome. Managing discrimination requires a comprehensive approach that should address individual attitudes and organizational culture. The organization where I work had its first annual Diversity Dish Potluck where staff and faculty bought dishes native to their cultures. Each participant also shared recipe cards for their dishes. The event proved to be a huge success and brought everyone together in an environment where everyone felt safe to share all aspects of their cultures. I was very proud to be a part of the planning committee and look forward to planning future similar events. The organization where I work has a very thorough sexual harassment policy. Since I work at a relatively large Institute for higher learning, we have a nationally recognized commitment to preventing harassment and sexual misconduct and providing significant resources to survivors of sexual harassment and assault. This includes creating policies and providing additional procedures and resources to foster an environment free from sexual and gender-based harassment. We have an organization-wide website designed specifically to address sexual harassment and culture change. The website includes links to policies, training resources, and how to file a report if you are a student, staff, or faculty. In addition to the website, we have annual mandatory online training sessions that address sexual harassment. Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2015). Human resource management: Gaining a competitive advantage (9th ed.). McGraw-Hill/Irwin. 2. (keisha) Take a position, pro or con, on the following statement and discuss: Affirmative action has outlived its usefulness as an employment policy and should be abandoned. As a minority, I feel it’s important that employers still have the Affirmative action policy. It is important to acknowledge that affirmative action was originally conceived as a way of taking extra effort to attract and retain minority employees. This policy may have encountered backlash and faced criticism , but it serves a valuable and important purpose in promoting equal opportunities and addressing systemic inequalities. I feel that by promoting diversity in the workplace it give a range of employees’ different perspectives, experience, ideas and creativity. We all have our own unique way of thinking, everyone has something to contribute to the workplace to improve its overall functions. What do you believe is the most difficult part of managing discrimination in the workplace? Consider the different types of legal issues discussed in the textbook and be sure to provide support for your response. One of the difficult part of managing discrimination in the workplace is addressing subtle forms of discrimination that may go unnoticed or unaddressed. This includes microaggressions, micromanaging, and unconscious bias. Sometimes these forms of discrimination can be hard to identify and mitigate because they are often deeply ingrained in workplace culture and processes.In my workplace we have a unit that had a lot of hidden issues that were ignored for a very long time until the unit spoke up against their manager and supervisor. Since then the manager and supervisor have been scheduled for training to help with the microaggrression, micro managing and diversity training. Describe the sexual harassment policy where you work. How is it communicated to employees? What improvements could be made? If you are not able to discuss the policy in your current organization, explain how you believe the policy would best be structured. The sexual harassment policy in my workplace goes over the definition of sexual harassment, reporting procedures, investigation process, consequences and actions. The sexual harassment policy os communicated through the employee handbook and training sessions. the improvements I would make would be to do training biannually instead of annually providing comprehensive and interactive training. I would also incorporate bystander intervention training to encourage employee to intervene if they witness sexual harassment. Works Cited: Noe, R. A., Hollenbeck, J. H., Gerhart, B., & Wright, P. M. (2015). Human Resource Management: Gaining a Competitive Advantage (9th edition). New York: McGraw Hill Education.
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