Xerox

Throughout the Twentieth Century, the evolution of workers’ rights in the workplace has drastically evolved. Through the utilization of constitutional freedoms, workers across the nation came together to support the goal of receiving fair treatment from employers when it came to wages, work conditions, and benefits. However, this wasn’t achieved without great sacrifice from the average man as standing up for their rights was a brave act that usually resulted in consequences.

The way in which an organization tackles diversity determines its negative or positive outcome. All the 5 companies agreed that diversity has contributed to their success. Some barriers were identified in managing diversity like the difficulties faced by women in managing the work and family, fear of discrimination, resistance to change, diversity is not seen as an organizational priority, resistance to change and unsupportive working environment for diverse employees. Diversity contributes to more productivity but if not properly managed could hinder success.

Belton, R. (2004). Employment discrimination law: cases and materials on equality in the workplace. Thomson/West

The purpose of this paper is to go over a lawsuit that was filled by the United States Equal Employment Opportunity Commission. The paper will cover who the EEOC (Equal Employment Opportunity Commission) is and their role in the lawsuit. It will go over whether or not the lawsuit promotes social change. The paper will also go over how the EEOC as well as other news groups released information about the case to the public. I will then give my take on how I would implement new strategies to make sure the problem does not come up in the workplace again.

Over the last several decades, workplace issues have become an area of controversy for most employers. This is because the regulations surrounding what practices are considered to be discriminatory have increased dramatically. To enforce these issues, the Equal Opportunity Employment Commission (EEOC) is playing a central role in making employers follow these provisions of the law. A recent example of this occurred, with the case EEOC v. HCS Medical Staffing Inc.

The company was also embraces diversity, and they show this by hiring corporate officers that represent various

The EEOC’s role in this lawsuit was to hold the employer accountable for benefiting from modern day enslavement so that companies could be aware of the ramifications of conducting such business. The EEOC first attempted to reach a pre-litigation settlement, and then filed the lawsuit in the U.S. District Court for the District of Hawaii. After no success, the EEOC quickly filed lawsuits in the U.S. District Court for the District of Hawaii and the U.S. District Court of the Eastern District of Washington.

This paper will outline a complaint process and illustrate the civil litigation that could follow if the Equal Employment Opportunity Commission, through mediation and arbitration cannot resolve a charge. The complaint is based on a scenario of an employee, named John. John works for a private sector business and he wishes to lodge a complaint of discrimination against the company he works for. This paper will explain the steps that are taken, from the beginning with the (EEOC), Equal Employment Opportunity Commission. The paper will continue explaining the process by illustrating the civil litigation steps from the state level to the highest level of the United States Supreme Courts.

To identify and and explain at least 3 organisation benefits of attracting and retaining a diverse workforce

Attracting and retaining a diverse workforce benefits an organisation in making the business successful. The following

The general line of reasoning is that if we learn to incorporate each other’s diverse traits and characteristics in the workplace, we can then use these differences to foster an innovative environment, which will give the company a competitive advantage over the competitors that do not accept workforce diversity. According to the Allied Academies International Conference, “Diversity is rapidly becoming a common practice among companies due to the increasing number of minorities entering the job market today. As these groups become more prevalent throughout companies, upper-level employees are facing numerous challenges when determining what changes must take place to create a positive working environment for everyone. Management is responsible for the development and implementation of effective policies directly relating to diversity to ensure the acceptance of minorities into the workplace and to aid in minorities’ success through equal opportunities and treatment.” (Marcia L. James, 2001, Academy for Studies in International Business Proceedings)

John Clendenin is at a career crossroads. While he has achieved swift advancement in a relatively short amount of time at Xerox, he is now faced with role options that appear, prima facie, to be lateral in nature. Clendenin 's boss, Fred Hewitt has made two clear offers to Clendenin: remain as head of Xerox 's Multinational Development Center (MDC) with a two-year commitment, or transition to a staff support position on Hewitt 's staff.

The business case for diversity is often expressed in terms of managing diversity (Urwin et al. 2013). It is defined as managing the diversity in the workforce to reduce or eradicate the discrimination amongst the employees in the workplace. From the business case perspective, the main focus will usually be on equality practices, or diverse workforce that will possibly benefit the organisation. Thus, from the business case perspective, organisations will recruit and select

Xerox defines diversity as a priceless resource and a key to their success. It more than just race or gender. By incorporating in a company like xerox different cultures and ways of thinking it expands the mind set of the company and leads toward creating innovative solutions and business opportunities (Xerox).

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