Diversity training manual(part 1 to part 4)

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Question 1:

You have just been hired as the human resources (HR) manager by your company’s chief executive officer (CEO). During your interview process, the CEO indicated that in the last 2 decades, the workforce demographics of her company have changed dramatically. Although this had been occurring, both the previous HR manager as well as all of the company’s front-line supervisors have remained as they had been for years: primarily white males, now in their 50s and early 60s, from a Judeo-Christian background. The CEO indicated that at a frequent rate, workplace strife had been increasing, and it seemed to be related to the changing demographics of the workforce itself. The CEO asked you to compile a training manual that consists of sections targeted at the training of the existing front-line supervisors. Later on, there will be sensitivity training as well as to help all employees understand the changing workforce and what it might mean for them.

To complete the CEO’s request for a comprehensive training manual, she has asked you to first create a table of contents for the manual and to complete at least 20% of the manual itself.

Diversity Training Manual: Overview

The content of the final complete manual will be developed throughout the course and will need to cover diversity issues, specifically the following forms of discrimination:

  • Religious
  • Ethnic
  • Gender
  • Age 

There also must be information regarding the following information:

  • Recent trends
  • Forecasts about the changing general population
  • Legislation covering these type issues 

There will need to be subsections that deal with the following information:

  • Customs and values of each group
  • The need for sensitivity to differing values and customs
  • Legislation affecting supervisor regulations 

Diversity Training Manual: Part I

Given that the training manual will be dealing with several diversity issues, prepare the table of contents and write the first part of the manual, which should deal with some useful background for the company’s supervisors and managers.

The first parts that the CEO wants completed are as follows:

  • A preliminary outline of the entire manual (this may change as you work on the project)
  • The table of contents
  • The following sections regarding the demographics of the U.S. population should be included: o Current statisticso Recent trendso Forecasted trends 
  • Using the Web sites listed, present information about trends in the U.S. populations regarding the following information: 

o Immigrant versus native
o Religion
o Age
o Race 

Use the following Web sites:

  • Web site 1
  • Web site 2
  • Web site 3

Diversity Training Manual: Part II

As the new human resources manager, you are now ready to complete the next section of a diversity training manual that is targeted at making your workforce supervisors more aware of current racial diversity issues (e.g., the dramatic increase in the Hispanic percentage of the workforce) and how the supervisors should address them. The goal is to reduce potential tensions in the workplace among employees of different races.

Part II is to be titled, Historical Issues of Different Races in the Workplace and How to Handle Them.

This section should discuss the following:

  • Different races now or likely to be in the workforce of the future, based on the U.S. populations racial demographic changes
  • Particular issues that create tensions among the different groups
  • How supervisors need to address these issues that could potentially cause tension

Diversity Training Manual: Part III

As a continuation of the diversity training manual, you (as the new manager of human resources) should now create portions that specifically address gender issues and are targeted at training and raising the sensitivity of all supervisors regarding potential gender issues. It should include a section on how the supervisor should or should not handle certain gender-based workplace issues. For example, can the supervisor hand out work assignments that he or she feels are better suited to different genders? Can he or she write a job requirement that only one gender can meet, such as a strength requirement?

This section of the manual must, at a minimum, address the following information:

  • A few general facts about the U.S. population’s gender mix and the gender mix found in notable segments of the workforce should be included. Make sure to include all sources of information.
  • The essence and applicability of the landmark Griggs v. Duke Power case dealing with stated job requirements should be addressed.Click here to read the Griggs v. Duke Power case. 
  • Describe how the supervisor should state minimum job requirements when he or she requests new employees to be hired into the department.
  • Explain how the supervisor might communicate to his or her department (of all male employees) when a female is about to become part of the work team.

 

 

Question 2:

As the new manager of human resources, you are preparing the next section of the diversity training manual, which focuses on making supervisors more aware and sensitive to religious discrimination issues.

This section of the training manual should include the following information:

  • Give an explanation of the Civil Rights Act, Title VII 1964 legislation, dealing specifically with the meaning of reasonable accommodation for religious practices. 
    • Click here to read the Civil Rights, Title VII 1964 legislation. 
  • For each of the 3 religious groups listed, describe and explain the following: 
    • Include at least 2 religious practices that could easily be accommodated by management without any hardship for the company.
    • Include at least 2 practices that would be difficult to accommodate. 

The 3 religious groups you will be examining are as follows:

  • Orthodox Jewish
  • Hindu
  • The Church of Jesus Christ of Latter-Day Saints 

Part V:
As the human resources manager, you are now ready to complete your diversity training manual to be used for training and sensitizing your employees on diversity issues. This final section will cover actual legislation. You would like your employees to not only be aware of issues dealing with discrimination that may not be addressed in legislation (the moral component) but to be knowledgeable of the seriousness of the discriminatory practices that have been made into law.

Affirmative Action is one of the most contentious issues; its intent and the discriminatory result of applying it in practice has become a major issue in today’s workforce.

Using this Web site (or any others you find), write a paper of 4-6 pages that will summarize the following points and become part of the training manual:

  • What is Affirmative Action?
  • What was the initial intent of Affirmative-Action legislation?
  • What did the landmark Bakke v. Regents case conclude? Click here to read the case.
  • What was the basis for the conclusion?
  • What are the positive and negative results of Affirmative Action legislation?
  • In your evaluation, is Affirmative Action legislation is still appropriate?

Deliverable Length: 6-7 pages body pages.

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