Discrimination versus Diversity and Inclusion/ Managing Layoffs

Discrimination versus Diversity and Inclusion/ Managing Layoffs

Discrimination verses Diversity and Inclusion

Discrimination in business is whereby individuals are discriminated against because of their gender, disability, religion, ethnicity, just but to name a few. Diversity allows for different characters to mix and work together, while inclusion is the acceptance of an individual into a group. In this case, Debbie is a new HR manager for a distribution company and she tries to advocate for diversity and inclusion in all departments in the company, for greater productivity.

Hiring diverse staff in a business has positive effects in that, allows for new ideas, perspectives and views. It also allows for new talents. This hence improves on business productivity and performance. In the Ship ‘Em Distribution company, Harry’s department has the lowest productivity compared to the other departments which do not discriminate on employee hiring. In The Future of Diversity and the Work Ahead of Us, Harris Sussman says, “Diversity is many things – a bridge between organizational life and the reality of people’s lives, building corporate capability, the framework for interrelationships between people, a learning exchange”

Debbie uses the participative strategy in solving the discriminatory situation. This strategy involves everyone who would be affected by anticipated changes. Experts can also be used. She comes up with three charts, which support her argument that discrimination lowers productivity. Her strategy is to create turnover rate criteria, which would hold managers accountable for low turnover in their departments. She would also form a Diversity Committee, which would introduce employee relation activities to improve employee relationship.

The strategy used is a good approach as it improves in the overall productivity of the business. The turnover rate criteria would ensure that managers are diverse in hiring employees, in order to get a high turnover, as they are held accountable. As Harry’s department is the lowest in productivity and turnover, he would have to be diverse in hiring in order for the department to improve. Employee relation activities would improve on how the employees relate to each other and hence work together better.

Harry should not be allowed to continue with the approach, even if his department would have performed best. This is because one of the company’s policies prohibits discrimination and further states on its website that it complies with all laws. Harry’s behavior would reflect a bad image of the company and its policies. The company could also lose its trust with clients as it does not apply its policies or meet to its word. This could also affect the employees take on the company’s policies, on the basis that there is unequal treatment, on complying of the policies.

The company should use an affirmative action approach, where a quota or percentage of positions is allocated to women and minorities. This would ensure equal opportunities for minority and women in the company. Harry would react negatively to this approach, and he could be biased in his treatment on the group. Those hired might be given a negative treatment by other employees on the basis that they are not qualified for their jobs. Employees could be educated on affirmative actions approach, in order to reduce the perceptions. Conducting regular, organizational appraisals on pay, promotional opportunities and benefits, could be used as a way of integrating the values of diversity and inclusion into a company. Recruitment, orientation, benefits and compensation should be offered equally to all employees and the public.

Managing Layoffs

If the company wants the fastest, easiest way, it should use the first hire, last hire approach. If the company has a high percentage of employees with a lot of tenure, it should use the rating approach in order to keep the best workers. This is because it assesses the performance of employees with their years of service. If the company wants a minimal impact on morale and conductivity, it should use the Voluntary Early Retirement or Voluntary Layoff. If the company wants to take advantage of tax breaks or write-offs and the end of the fiscal year is fast approaching, it should use the lump sum payout strategy. If the company wants to avoid paying unemployment as much as possible and stop severance if the employee gets a job, it should use the Salary Continuation payout strategy.

Pros and Cons of the Communication strategy

The pros of the shack approach are that the company would have to deal with the questions of the employees, as to why they are the ones being discontinued. It also saves on time that the company could have taken on the meetings with employees. The cons are; the employees could sue the company, they could form riots and lastly it could reduce the morale of the remaining employees. The pros of the communication strategy, where the HR meets with affected members and the managers meet with there are; the company is able to avoid legal risks and maintain trust with the remaining employees. The cons are that the employees could create chaos in the process of the meetings.

 

 

 

 

Work Cited:

Judith, Lindenberger and Marian, Stoltz-Loike. “Diversity in the Work Place” n.p. n.d. Web. 9 May 2012.

Wilson, Latoya, “The Stigma and Unintended Consequences of Affirmative Action in the Workplace” Undergraduate Honors Theses. Paper 4. (2005). Web. 9 May 2012.

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