Diversity and Ethics in the Workplace
Employment Discrimination is and has been one of the most common forms of repression in different societies and cultures in all times.
Global and cultural diversity are the biggest and most important challenges that organizations face in nowadays. The diversity of the workforce means that organizations are becoming more heterogeneous in terms of age, gender, sexual orientation, nationality, religion, ethnic origin, for health, occupation, etc. Diversity is an advantage in this global world, and it cannot be considered as a disadvantage in obtaining opportunities (McGuire & Mammed, 2010).
The most common policies by companies to demonstrate their commitment to diversity is increasing and perform actions on gender equality within its staff or hire a stranger or person of another race. I personally think this is not really value and encourages diversity, I think is a very superficial and incomplete approach. A clear example is the Income comparisons that show large inequalities based on gender, many statistics around the word shows that women earn only a part of what men earn; earnings discrepancies appear as soon as men and women leave school to confront the labor market. According with the U.S Department of Labor female workers during 2010 made only 81.2% of what male workers were paid (Aamodt, 2013).
Human resources are very important in every business, so professionals in charge of recruitment should develop techniques and strategies that are non-discriminatory starting in the selection methods of personal recruitment. The recruitment policy should not discard socially responsible candidates for personal, family, or aesthetic appearance, but to assess and evaluate their skills, abilities and possibilities of developing well in the position they are applying. A company needs to ensure that discrimination and stereotyping plays no part in the recruitment and selection process. Diversity takes a wider and more positive outlook. A positive approach to
Global and cultural diversity are the biggest and most important challenges that organizations face in nowadays. The diversity of the workforce means that organizations are becoming more heterogeneous in terms of age, gender, sexual orientation, nationality, religion, ethnic origin, for health, occupation, etc. Diversity is an advantage in this global world, and it cannot be considered as a disadvantage in obtaining opportunities (McGuire & Mammed, 2010).
The most common policies by companies to demonstrate their commitment to diversity is increasing and perform actions on gender equality within its staff or hire a stranger or person of another race. I personally think this is not really value and encourages diversity, I think is a very superficial and incomplete approach. A clear example is the Income comparisons that show large inequalities based on gender, many statistics around the word shows that women earn only a part of what men earn; earnings discrepancies appear as soon as men and women leave school to confront the labor market. According with the U.S Department of Labor female workers during 2010 made only 81.2% of what male workers were paid (Aamodt, 2013).
Human resources are very important in every business, so professionals in charge of recruitment should develop techniques and strategies that are non-discriminatory starting in the selection methods of personal recruitment. The recruitment policy should not discard socially responsible candidates for personal, family, or aesthetic appearance, but to assess and evaluate their skills, abilities and possibilities of developing well in the position they are applying. A company needs to ensure that discrimination and stereotyping plays no part in the recruitment and selection process. Diversity takes a wider and more positive outlook. A positive approach to