Non-Discriminatory Work Environment Paper

It is very critical to establish a non-discriminatory work purlieu for employees. Employees are afforded protection at the local, State, and Federal Government levels with special laws which prohibit discrimination abuses and enforce current employment laws. Organizations must(prenominal) take specific steps to address innovation issues to protect their employees. This paper will outline tercet commonly use methods for assuring a non-discriminatory work environment. By creating sort departments and programs, policies for hiring, promoting and terminating employees, and rival employment opportunity programs; employers and employee?s are protected from likely lawsuit or unfair employment practices. The following three methods are just a few of the commonly use methods to protect both the employer and employee and assure a non-discriminatory workplace.

Creation of variety Departments and ProgramsMany formations have taken comprehensive steps to prevent workplace discrimination by developing specific departments and/or programs addressing kind issues. Diversity training programs and departments seek to focus the entire organization toward meeting diversity initiatives. One of the first and most life-and-death steps for an organization seeking to establish a roaring diversity program is for the top management to articulate the organizations diversity goals. Executive and managerial support is crucial in establishing a diversity programs credibility. It is equally important that the executives and managers provide exemplary models regarding the diversity initiatives (Holmes, n.d.).

Following the establishment of executive and managerial support, organization must clearly distribute its discrimination prevention policies, and identifying guidelines regarding disciplinary litigate or termination. The discrimination prevention policies must then be communicated through training at all organizational levels. possibly as a preliminary step, organizational and client sales booth diversity levels should be quantified to help establish baseline data, which hind end be useful in later analysis. Utilizing benchmarking data from companies with flourishing diversity programs may also provide valuable resources that domiciliate help organizations seeking to...

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