HR Management
Description
In Module 2 you started working on the Final Research Paper. You first submitted a brief description of the topic. In Module 3. you submitted a formal proposal of the paper. Now, in Module 5, please submit your entire research paper. Make sure to address the feedback you received after M2 and M3 steps in your paper’s final version.
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Equal Opportunity Employment and its impacts on organizations
I.
Introduction
A. Equal opportunity employment refers to employment that does not discriminate
the applicants or employees based on their race, skin color, religion, gender and
other factors.
B. Most organizations adopt equal opportunity employment as compliance with
existing state or federal laws.
C. The Equal Opportunity Employment Commission is a federal agency that was
created to help eliminate workplace discrimination and give the minority groups
in communities employment opportunities.
D. The purpose of this paper is to conduct a literature review on the topic and
address the negative and positive impacts of equal opportunity employment.
II.
Body
A. Equal opportunity employment is a complex process which requires the
commitment of an entire organization.
1. The initial step of implementing equal opportunity employment is securing the
commitment of the top management in an organization.
a. Top management support is needed due to the power and resources
possessed by the top managers (Benokraitis & Feagin, 2019).
b. Top management will help create policies and regulations that will foster
equal opportunity employment.
2. To ensure that Equal opportunity employment policies are implemented
training is required.
a. Training should focus on policies available, the role of different
employees on the implementation. how to address misconceptions,
prejudices and biases (Movahed & Hirsh, 2022).
3. The existing policies should be reviewed regularly to identify barriers and
areas which need to be improved.
B. The adoption of Equal opportunity employment benefits organizations in many
ways:
1. It protects the reputation of the company and avoids litigation.
2. Helps an organization boost sales and performance.
3. Increases adaptability and flexibility in an organization (Chen, 2022).
4. Improves the level of employee engagement in the workplace.
C. However, the policy has a range of disadvantages as well:
1. It brings communication challenges due to cultural differences.
2. With this policy, the hiring process is more complex (Rodgers, 2019).
3. Results in the loss of the unique culture of an organization.
III.
Conclusion
A. Equal opportunity employment according to sources reviewed is a recommended
process for all organizations.
B. The benefits of equal opportunity employment outweigh the costs involved.
References
Benokraitis, N. V., & Feagin, J. R. (2019). Affirmative Action and Equal Opportunity: Action,
Inaction, Reaction: Action, Inaction, Reaction. Routledge.
Chen, K. (2022, June). Impact of the Equality Act on the US Equality Law System¯cusing
on the equality employment. In 2022 8th International Conference on Humanities and
Social Science Research (ICHSSR 2022) (pp. 1512-1516). Atlantis Press.
Movahed, M., & Hirsh, E. (2022). Mobilizing Equal Employment Rights: The Social and
Political Determinants of Discrimination Complaints (2009°18). The Sociological
Quarterly, 1-24.
Rodgers, W. M. (2019). Race in the labor market: the role of equal employment opportunity and
other policies. RSF: The Russell Sage Foundation Journal of the Social Sciences, 5(5),
198-220.
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I.
Introduction
A. Equal opportunity employment refers to employment that does not discriminate
the applicants or employees based on their race, skin color, religion, gender and
other factors.
B. Most organizations adopt equal opportunity employment as compliance with
existing state or federal laws.
C. The Equal Opportunity Employment Commission is a federal agency that was
created to help eliminate workplace discrimination and give the minority groups
in communities employment opportunities.
D. The purpose of this paper is to conduct a literature review on the topic and
address the negative and positive impacts of equal opportunity employment.
II.
Body
A. Equal opportunity employment is a complex process which requires the
commitment of an entire organization.
1. The initial step of implementing equal opportunity employment is securing the
commitment of the top management in an organization.
a. Top management support is needed due to the power and resources
possessed by the top managers (Benokraitis & Feagin, 2019).
b. Top management will help create policies and regulations that will foster
equal opportunity employment.
2. To ensure that Equal opportunity employment policies are implemented
training is required.
a. Training should focus on policies available, the role of different
employees on the implementation. how to address misconceptions,
prejudices and biases (Movahed & Hirsh, 2022).
3. The existing policies should be reviewed regularly to identify barriers and
areas which need to be improved.
B. The adoption of Equal opportunity employment benefits organizations in many
ways:
1. It protects the reputation of the company and avoids litigation.
2. Helps an organization boost sales and performance.
3. Increases adaptability and flexibility in an organization (Chen, 2022).
4. Improves the level of employee engagement in the workplace.
C. However, the policy has a range of disadvantages as well:
1. It brings communication challenges due to cultural differences.
2. With this policy, the hiring process is more complex (Rodgers, 2019).
3. Results in the loss of the unique culture of an organization.
III.
Conclusion
A. Equal opportunity employment according to sources reviewed is a recommended
process for all organizations.
B. The benefits of equal opportunity employment outweigh the costs involved.
References
Benokraitis, N. V., & Feagin, J. R. (2019). Affirmative Action and Equal Opportunity: Action,
Inaction, Reaction: Action, Inaction, Reaction. Routledge.
Chen, K. (2022, June). Impact of the Equality Act on the US Equality Law System¯cusing
on the equality employment. In 2022 8th International Conference on Humanities and
Social Science Research (ICHSSR 2022) (pp. 1512-1516). Atlantis Press.
Movahed, M., & Hirsh, E. (2022). Mobilizing Equal Employment Rights: The Social and
Political Determinants of Discrimination Complaints (2009°18). The Sociological
Quarterly, 1-24.
Rodgers, W. M. (2019). Race in the labor market: the role of equal employment opportunity and
other policies. RSF: The Russell Sage Foundation Journal of the Social Sciences, 5(5),
198-220.
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