Contemporary LeadershipContemporary LeadershipHow can leaders handle diversity? When handling diversity, it can be difficult due to the fact of all the differences in each individual. It doesnt necessarily have to be based on gender, race, and culture but with each individuals differences. When diversity affects the workplace negatively, it can affect the performance of the entire work unit. It can create distrust and conflict, lower satisfaction, and higher turn-over.
I feel one of the most effective forms to deal with diversity is communication. I think communication is key to inform information to the employees of your work group about certain policies and objectives with the corporate diversity plan. When doing this, I believe it is important to set an example in your own behavior of appreciation for diversity. As a leader, I also believe that you need to encourage the respect for individual differences. The workforce is growing every year with more diverse people and there needs to be an understanding of different values, beliefs, and traditions of people in your work group. It also may help to make any changes that will positively affect the various groups in your work group.
Continue to discuss and update issues that are related to the companys policies and implement those policies to your work group to increase them to their full potential consistently. It may help to obtain or create copies of the employee handbook and distribute them to employees and make sure they are up to date to current issues. Also create a form for them to sign that they read and understood the handbook. The main thing is to stress respect to all employees and that if guidelines are broken, then repercussions could be enforced and have a decision of what those could be. When dealing with diversity, it is key to speak out to protest against unfair treatment based on prejudice and let the employees know it will
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-(In this instance, the employer has a policy not to issue an employee an individual award from an employee for any race or gender identity when that is not their intention. If this policy is found to be discriminatory, however, the employer has the right to refuse or take action unless there is sufficient public outcry. If this happens, the policy is no longer valid.)
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Thank you! These were the policies this team worked hard to put in place with their organization. They were followed up on and supported again with the feedback they received from the support. Thank you!
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To reiterate, while the law and procedure do not give the employer full notice that an individual is an employee, a complaint to the EEOC will not result in a penalty in any case. Employees have the option of filing a civil claim if they believe an employee discriminated against them. As such, this will ensure that an EEOC staff member is provided with the necessary written information before making any formal complaint to the EEOC.
Thank you! This is a comprehensive response to the concerns we have expressed in this forum. This is in no way exhaustive of any specific case being sought and no specific action taken. Many individuals have contacted us seeking clarification on specific workplace policies and procedures. This email also includes the following information and documents: an individual's employer's response, date of the complaint, and an example of what the individual is experiencing in their workplace. These documents will help us as we formulate the proper procedures for filing an action. Thank you,
P.S.: Some of the issues of discrimination covered in the EEOC handbook and its current implementation may present themselves to HR and the EEOC may not have responded. This email was updated to clarify that the employer's failure to respond to this email will constitute the employer's violation of the law.