Effectively market to a broad spectrum of customers
Diversity helps extend your reach according to Abreu (2014). It is the same as saying you can only reach as high as you are tall. Male employees are more likely to influence their male counterparts. This is so because of their levels of appreciation and communication are basically the same. They understand each other pretty well and would be better positioned to register the needs of prospective male customers. They would be challenged reaching out to the female prospects, which another female would sail with. The same applies to youthful prospects.
Now if one were to have staff is all these and broader diversities, it expands the brackets of prospect customers they can reach and influence towards their product or brand (Kimberlee, 2018). This is a strategy in as of itself that would ensure the best of the lot from a broad sphere of the populace.
A diverse selection team is the place to start to minimise the diversification challenges. Having a no discrimination policy, where all walks are welcome as long as they fill the required needs. Have a deliberate policy in place that encourages all gender. Setting up a diversity friendly setting and having and sharing cultural practises that are likely to be a challenge to a diverse staff (SHRM, 2014).
The EEOC (Equal Employment Opportunity Commission) is a federal body responsible for of ensuring equal treatment and multiculturalism in the workplace. There exist innocent cases where discrimination may not be not intended. Example is an add emphasising one gender or culture over the other. Innocence does not negate the fact that it is discriminatory.
The EEOC protects against all manner of discrimination as sex, gender or race. They are responsible for investigations of reports filed against employers on the grounds of discrimination. After their findings, the EEOC will work to resolve the matter if any case exists. They can file a case against the employer on the employees’ behalf
Filing a Lawsuit
An employee may wish to file a discrimination lawsuit, with a court. In that case, a charge has to first be filed with the EEOC unless it falls under the Equal Pay Act). You are then granted a Notice of Right to Sue after the EEOC completes its investigation (EEOC, 2018). The Notice can be requested prior to the investigations being complete. That is if you are to file in a state or federal court. The filling should be done within 90 days of receiving the Notice of Right to Sue.
The EEOC can file a lawsuit, with intent to enforce the law, but that is only after they have concluded their investigations. Prior to filing they consider evidence, of the allegation and the possible impact it may have fighting discrimination in the workplace.
EEOC Case example
EEOC v. Hill Country Farms, Inc., d/b/a Henry’s Turkey’s Servs., 899 F. Supp. 2d 827 (S.D. Iowa 2012); 564 Fed. App’x 868 (8th Cir. May 8, 2014) filed by the Dallas District Office (Leagle, 2017). The case was filed on behalf of 32 intellectually disabled employees against Hill Country Farms who were not paying them. Further subjected to harassment both verbal and physical, and restricted movement. Their vulnerabilities hindered them realising the extent they were deprived. The verdict was in favour of the Commission at $240 million.
EEOC. (2018). How To File A Charge. Retrieved from https://www.eeoc.gov/employees/howtofile.cfm
Leagle. (2017). E.E.O.C. v. HILL COUNTRY | 899 F.Supp.2d 827 (2012) | 30708000210 | Leagle.com. Retrieved from https://www.leagle.com/decision/inadvfdco130708000210
Abreu, K. (2014). The Myriad Benefits of Diversity in the Workplace. Retrieved from https://www.entrepreneur.com/article/240550
Kimberlee, L. (2018). Contemporary Issues Faced by Human Resource Managers Today. Retrieved from https://smallbusiness.chron.com/contemporary-issues-faced-human- resource- managers-today-1875.html
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