Diversity in the Workplace Essay

Discrimination argon much common in wee houses, because some(prenominal) great deal only think of contrast as making a distinction and judg manpowert of a mortal based on coloring of skin. Discrimination goes far beyond color of skin. A person rear be disseminated agonist for their age, disability, gender, religion, or even for world pregnant. In a workplace there atomic number 18 standards and policies in place to decrease the chances of a person being discriminated against. When the staff is diverse in a workplace, disagreement less likely to happen. The Equal Employment Opportunity Commission indicates that it is black-market to discriminate against a job appli corporationt or an employee because of the persons race, color, religion, sex, national origin, age or disability (). I experienced inconsistency in the workplace, and after making an EEO (Equal Employment Opportunity) complaint on a supervisor, she became more discriminatory towards me.The supervisor would make racial areaments, once she represent out I put an EEO complaint in on her, she would designedly change my schedule, and put me on shifts that I could not work, to get me to quit. most(prenominal) places do not give set schedules which means a person works the equal shift and works the same hours on the same days. However, the position I worked, was a set schedule position. After way out through weeks of the hostile environment, and continued derogatory statements, I quit as it was stressing me out, which caused me to lose severe weight. thither are federal and state ordinance that sustains fair and impartial practices in the workplace.Federal legislations that supports fair practices include gloss VII of the Civil Rights prompt of 1964 ( name VII), which interdicts employment discrimination based on race, color, religion, sex, or national origin The Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same shaping from s ex-based wage discrimination (Scott, 2014). the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government Title II of the Genetic discipline Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic cultivation most an applicant, employee, or former employee and The Civil Rights Act of 1991, which, among other things, provides financial damages in cases of intentional employment discrimination (Scott, 2014). There are responsibilities that kind resource managers should uphold to protect the employees from discrimination in the workplace.It is definitive for charitable service mangers to strive to hold back a diverse workplace, age maintaining sentience of equal employment legislation and affirmative action (Lewis, Packard, &type A Lewis, 2012). Human service mangers objectives should include, but are not limited to promoting sentiency of workplace diversity, develop and maintain a highly skilled, diverse and powerful workforce, where all employees and members are valued, encouraged and provided with opportunities to develop their potential (Workplace change, 2014). It I s also import to develop a supportive workplace civilization which allows employees and members to balance their work and personal life, and provide a discrimination and badgering free workplace and embrace workplace diversity principles in enlisting and selection processes (Workplace Diversity Plan, 2014). It is valuable for tender-hearted service mangers and others who make finish to b e aware of the effects of their practices (book). Their practices could either make the institution more effective and receptive, or continue discrimination against, women, elderly people, color people, and others (Lewis, Packard, & angstrom unit Lewis, 2012).There are many strategies involved in risk management. bingle strategy is human resources being accountable and responsible for providing information and recommendations about local, state and federal laws pertaining to equity and human rights, including an affirmative action place (Lewis, Packard, & Lewis, 2012). When human resource management are aware of their practices, human service organizations less likely to have cases of discrimination in the workplace. some other strategy is providing training in diversity and equity to increase noesis and understanding of critical issues, improve job-related skills, develop leadership, and ensure responsive, sensitive support for individuals (Workplace Diversity Plan, 2014). D iversity within the workplace are paramount for human service workers and for management of human service organizations, because human service organizations can offer run to a more diverse community with staff, who are culturally competent. This makes them able to give services to all group of people leaving no error for discrimination.When a human service organization is committed to helping children who are sexually abused, these is no room for discrimination. Diversity is important in the dream organization called ChildFocus Sexual Abuse shaping (CFSAO), as many children will be from polar ethnic backgrounds, with different beliefs, and different social-economics statues. The experience explained above consists of a supervisor making racist statements. In the CFSAO, diversity would have a huge influence on the clients as well as the human service workers. Racism would have a negative impact on the sexual abused children, which would win traumatize and victimize a child. I t is necessary for the staff to be culturally competent, and sensitive to the experiences of all sexually abused children and their families. Culturally competency would move over to the development and management aspects of human services, because it provides human service workers with effective services that are equally accessible to each of the diverse groups that the organization serves.In conclusion, there are federal and local laws that protect people from being discriminated in the workplace. The human resource managers should be aware of their practices during the interview and hiring process, by hiring a more diverse group of people for a human service organization. This would decrease the chances of human service workers or clients from being discriminated against. There are strategies that can help human service agencies decrease discrimination in a workplace which can include promote awareness in the workplace diversity, and develop a supportive workplace gardening whi ch allows employees and members to balance their work and personal life (Work Diversity Plan, 2014). It also important for human service workers to be culturally competent, so they are unfastened of serving all groups of people from different backgrounds.