Human Resource/Discussion – Assignment Example

Human Resource/Discussion Answer Human resource management vehemently looks for observing of justice, equality and fair play while dealing with all employees and staff members without displaying any racial, ethnic, region and religious prejudice as well as showing discrimination on the basis of gender and sexual orientation of the workers and employees at large. Though racial and ethnic bias exists at community and organizational scales, it is the professional and moral obligation of human resource management to discourage it from top to bottom. Being a senior human resource manager, I am personally acquainted with the prevailing discriminative behavior in the society. “In United States, skin color is an obvious difference. On a cold winter day when one has clothing covering all, but ones head however, skin color may be less obvious than hair color.” (Schaefer, 2006:5) However, in the case under study, I will take following steps to eradicate the possibilities of such mishaps in future:
I would call the accused man guilty for the act and would enquire about his behavior towards the female staff members.
If found guilty, I would warn him regarding displaying any untoward and annoying act against the staff members even after the work hours through words, gestures or conduct, and will inform him that he may not only be terminated from the job, and may also be tried in the court of law.
I would ask the married white female employee, who has undergone harassment, to ignore the black single man responsible for harassment, and do not give any sign of embarrassment or displeasure to him, as he has not repeated the crime again. In addition, I would also enquire about her thoughts about other races, and if she pretends disliking, I would inform the complainant that it would be impossible for her to grow in her career with the malice for the members of other races, as the globalization has forced all races and ethnic groups work under one roof like family members.
I will also call a staff meeting, in which I will inform the staff that the employees exercising any kind of hostility and prejudice towards others are violating the rules and policies of our organization, and the admin may take action against them for their misconduct.
Answer 2: Not only this that an employer cannot make any discriminatory policies for employees, but also he cannot display any direct or indirect discriminative attitude and behavior against the employees. Indirect discrimination, Thompson’s’ Law Company states, applies to policies and practices which, in reality, disadvantage one gender or sexually orientated employee considerably more than another although on the face of it, they seem to apply to both sexes equally. For example, a requirement to work full time might be more of a bar for women than men. ( The following steps could be taken as a senior HR manager:
At first, I would enquire from the complaining female whether her complain is based on reality or it is mere the outcome of her racial prejudice against her colleague.
Secondly, I would call the gay female and would instruct her to comply with the policies of the organization, and will forbid her from forcing the follow-workers to adopt her ways of sexual preferences. I will also inform her regarding the consequences on violating the rules. Moreover, I will also enquire about the views and activities of both the complainant and accused staff members from the co-workers indirectly in order to know whether the harassment has really be made against the complainant or not. In addition, I would ask both the females to keep the work environment peaceful, steady and organized one.
The 1976 Act prohibits discrimination against employees due to their racial background. In Mandla v Dowell Lee, Smith & Gareth observe, the complainant a Sikh boy, was refused entrance to a private school unless he gave wearing his turban, and had his hair cut, a requirement that conflicted with his religion; the House of Lords held that the Sikhs constitute an ethnic group, within the meaning of the Act, so they could not be restricted from wearing their traditional dresses. (2007: p 331)
Answer 3: Several acts have been issued time and again in order to protect human rights, which include Equal Pay Act 1970, Sex Discrimination Act 1975, Race Relations Act 1976, Disability Discrimination Act 1995 & 2005 and Equality Act 2006 etc. But none of these laws allow the people to break the provisions of law and thus go to jail subsequently. Since the employee did not attend the office due to remaining behind the bar, he was really unable to put attendance on the sheet. However, the company laws do not let the HR personnel bestow unnecessary mercy to the criminals and offenders. Keeping in mind the code of conduct, I will deduct his salary and will warn him to avoid exercising such condemnable practices that may create hurdles on the way to performing his professional duties and obligations.
Schaefer, Richard T. (2006) Racial and Ethnic Groups Tenth Edition Prentice-Hall Pearson Education, Inc.
Smith, Ian & Thomas, Gareth. 2007 Smith & Thomas Employment Law Edition: 9 Published by Oxford University Press ISBN 0199287295, 9780199287291