A Framework for Pursuing Diversity in the Work Place
Case Analysis
A Framework for Pursuing Diversity in the Work Place
By
Dr. Thomas Delong and Mr. Michael Brookshire
Group Dynamics for Teams (HRDV 5560)
Instructor: Dr. Innocent Nkwocha
April 23, 2007
Team One Members: Alisha Carlton, Saundra Carr, Jeanna Dixon, Shereka Rhett, Sara Young Case Analysis
A Framework for Pursuing Diversity in the Work Place
Comprehend the Case Situation
Mr. Thomas Delong and Mr. Michael Brookshire paper assesses the costs and benefits of pursuing diversity. They reviewed the primary barriers to creating diverse workplaces and propose options for companies’ interest in pursuing diversity in their organization. The fundamental reason for embracing diversity is the perspective on discrimination and diversity. Discrimination is an act or pattern of acts that affects the individual. Diversity is an attribute of an organization’s culture that has an impact on the entire organization. First of all, discrimination is easier to assess because discrimination laws seek only to determine whether an individual has been treated inequitably because of his or her demographic category. Diversity is a broader concept having to do with the overall climate of an organization and its composition of mixed constituents. It is important to note that discrimination in hiring generally precludes diversity, however, lack of diversity does not necessarily indicate discrimination.
Identify the Problem/Formally State the Problem The federal law on discrimination has had legislative amendments since 1870 to the U. S. Constitution. Race was eliminated as a voting barrier (by the Fifteenth Amendment), gender in 1920 (Nineteenth Amendment), and class in 1964 with the prohibition of poll taxes (Twenty-Fourth Amendment). However the United States government did not officially outlaw discrimination in the workplace until the Civil Rights Act was passed in 1964. Since 1964, other laws were passed prohibiting overt
A Framework for Pursuing Diversity in the Work Place
By
Dr. Thomas Delong and Mr. Michael Brookshire
Group Dynamics for Teams (HRDV 5560)
Instructor: Dr. Innocent Nkwocha
April 23, 2007
Team One Members: Alisha Carlton, Saundra Carr, Jeanna Dixon, Shereka Rhett, Sara Young Case Analysis
A Framework for Pursuing Diversity in the Work Place
Comprehend the Case Situation
Mr. Thomas Delong and Mr. Michael Brookshire paper assesses the costs and benefits of pursuing diversity. They reviewed the primary barriers to creating diverse workplaces and propose options for companies’ interest in pursuing diversity in their organization. The fundamental reason for embracing diversity is the perspective on discrimination and diversity. Discrimination is an act or pattern of acts that affects the individual. Diversity is an attribute of an organization’s culture that has an impact on the entire organization. First of all, discrimination is easier to assess because discrimination laws seek only to determine whether an individual has been treated inequitably because of his or her demographic category. Diversity is a broader concept having to do with the overall climate of an organization and its composition of mixed constituents. It is important to note that discrimination in hiring generally precludes diversity, however, lack of diversity does not necessarily indicate discrimination.
Identify the Problem/Formally State the Problem The federal law on discrimination has had legislative amendments since 1870 to the U. S. Constitution. Race was eliminated as a voting barrier (by the Fifteenth Amendment), gender in 1920 (Nineteenth Amendment), and class in 1964 with the prohibition of poll taxes (Twenty-Fourth Amendment). However the United States government did not officially outlaw discrimination in the workplace until the Civil Rights Act was passed in 1964. Since 1964, other laws were passed prohibiting overt