Diversity in the Workplace and Implications Essay

Diversity in the Workplace: Implication for Human Resource Development – Paper Week 3 A brief description of the event and the work environment the discrimination occurred (Omit identifying demographic information and use fictitious names as needed). True event: When I was a younger man back in 1973 or 74, I was out in (Royal Oak) near the (Detroit Zoo). I cannot remember the reason I went out there more than likely just joy riding, I use to do a lot of that when I was younger since the age of 18, and mostly I have driven new cars all my adult life. I saw a sign for a delicatessen that offered corn beef sandwiches among others; so I stopped, and went in to buy a sandwich. When I entered there were people already in line placing and receiving their orders and more people came in after me; you did not need to have a number for your turn to place an order. The order taker or waitress a (white female), was doing a good job of calling the correct person for their orders until my tu rn was up. When my turn came the order taker asked someone for their order that I felt entered after I did, but I saw not sure. Anyway after this person made their order (MY turn), wrong; she asked someone else could she help them, but what she did not know was that me and this person had short small talk while waiting our turn. Instead of stepping up to place an order, this person said; I think gentlemen is suppose next, the order taker said (oh sorry), and asked me (what do you want)! I looked at her and said not a thing from this place, and turned and walked out. As I left I could hear a few people telling her about manners and he was just another customer regardless. Oh did I mention that I was the only person of color in the delicatessen. I was not embarrassed, but angry as a (**********). Federal and state legislation that supports fair workplace practices: The Department of Labor (DOL), enforces more than 180 federal laws. These mandates and regulations that implement them covers workplace activities for 10 million employers and 125 million  workers. The following is a brief description of (DOL’s) statutes which are most applicable to businesses, job seekers, workers, retirees, contractors and grantees. This brief summary of major labor laws and not to offer a detailed explanation. For authoritative information and references to fuller descriptions on these laws, you should consult the statutes and regulations themselves. (Employment Laws Assistance) provides a list of U.S. Department of Labor laws and regulations with links. The DOL compliance assistance Web site offers complete information about how to comply with federal employment laws. Rulemaking and regulations provide brief descriptions of links to various sources of information on DOL’s rulemaking activities and regulations. The Fair Labor Standards Act (FLSA) describes standards for wages and overtime pay that affect private an d public employment. This act is administered by the Wage and Hour Division. It requires employers to pay covered employees who are not otherwise exempt, the federal minimum wage and overtime pay of one-and-one-half-times the regular rate of pay. For nonagricultural operations, it cuts the hours that children under age 16 can work and forbids the employment of children under age 18 in jobs deemed too dangerous. For agricultural operations, the law prohibits the employment of children under age 16 during school hours and in certain jobs deemed too dangerous. The Wage and Hour Division also enforces labor standards provisions of the Immigration and Nationality Act (INA) that apply to aliens authorized to work in the U.S. under certain nonimmigrant visa programs (H-1B, H-1B1, H-1C, H2A). (Labor, U. D. (2015). The responsibilities of human resource managers and their implications concerning race, culture, age, gender, sexual orientation, spiritual or religious beliefs, and disabilities: The (Human Resource M anager) must have the ability to meet the needs of the changes within an organization. Organizations are becoming more successful, adaptable, and resilient, can quickly change directions, and customer centered. In this environment, the human resource professional must learn how to manage organizing, leadership and controlling of human resources, and have knowledge of emerging trends in ways of training and employee development. Dimensions of workplace diversity includes age, ethnicity, ancestry, gender, physical abilities, qualities, race, sexual orientation, educational background, geographic location, income, marital status, military experience, religious beliefs, parental status, and work  experience. (Chan Dr., A. (2015). How risk management strategies support equity within the workplace: Diversity and equality in the workplace is more than a business. It is imperative for a good solution to decades of race, gender, age, religious and sexual orientation discrimination. Having diversity that respect people from different backgrounds helps businesses produce a better product, makes new markets, and work with larger list of customers. Promoting principles means adopting diversity in all practice approaches. This means that diversity must be considered at each level, and in each policy from the management approach, hiring, and promoting, to new business development. (Ogunjimi, A. (1999-2015). Why issues of diversity within the workplace are paramount for human service workers and for management of human service organizations: Discussing the issues of the advantages and disadvantages of workplace diversity is not only difficult, but sometimes could be a situation in the workplace that is wished to go away rather than address the issue. There are times when discussing topics that include diversity and cultural differences lead to debating issues concerning stereotypes, generalizations, unfair workloads, and presumptions about particular cultures, religio ns, races and other issues of a diverse group of people. Broaching the subject of diversity can become an issue; however must issues can be done with candor, sensitivity, honesty and respect boundaries set for the discussion, this challenge can be easily resolved. You may need an experienced coach or human resources leader to facilitate the discussion, or may even require the services of a diversity expert. (Mayhew, R. (2015). How this experience or observation may influence issues of diversity within your dream organization for Week Five’s Learning Team Presentation: Issues of diversity and my experience or observation within our dream organization for Week Five’s Learning Team Presentation is mind boggling. First of all the diversity within the team and dealing with issues is stressful, but it has made me more determined to do the best I can to help our team by doing my part. I also feel that (Week Five’s Learning Team Presentation) for team B, will go smoothly. How this would apply to the development and management aspects of human resources: Human resource management incorporates everyone and everything that concerns the organization, and someone with a degree in human services can work as a manager in a personnel department. Human resources and development are more  specific. It focus is on improvement of personnel through training, selection, and other methods. The goals of human resource development personnel are worthwhile for improving organizational productivity. The goals of human resource management are more general and sometimes unclear. However, many employers are impressed if you have any type of management degree, especially if you want a higher level or higher paying job. (LAawMedMBA, L. (2009). References Chan Dr., A. (2015). The Challenges of Human Resource Management. Retrieved from http://www.zeromillion.com LAawMedMBA, L. (2009). What is the difference between human resource Development and human resource management. Retrieved from http://answers.yahoo.com Labor, U. D. (2015). Summary of the Major Laws of the Department of Labor. Retrieved from http://www.dol.gov Mayhew, R. (2015). Major Issues to Consider for Workplace Diversity. Retrieved from http://smallbusiness.chron.com Ogunjimi, A. (1999-2015). Strategies Promoting Equality & Diversity in the Workplace. Retrieved from http://www.ehow.com