DIVERSITY AND EQUAL EMPLOYMENT OPPORTUNITY

&
IMPLEMENTING EQUAL EMPLOYMENT

Tugas MSDM

Disusun oleh :
Leonardo ( 201722083 )
Panji Gumara ( 201722086 )
MTH 6-B

Sekolah Tinggi Pariwisata NHI Bandung

2020
 DIVERSITY AND EQUAL EMPLOYMENT OPPORTUNITY
 Embracing Diversity refers to a comprehensive organizational and managerial
process for developing an environment that maximizes the potential of all employees
by valuing diversity.
Diversity refers to human qualities that are different from our hich we belown and
those of groups to which we belong, but are manifested in other individuals and
groups. Dimensions of diversity include, but are not limited to age, ethnic, gender,
physical abilities/ qualities, race, sexual orientation, educational background,
geographic location, income, partner status, military experience, parental status,
religious beliefs, work experience and job classification ( Adapted from Workforce
America! Managing Employee Diversity as a Vital Resource by Marilyn Loden and
Judy B. Rosener. )

An approach that embraces diversity :

- Focuses on developing an environment that maximizes the potential of all
employees by valuing diversity interpersonally and institutionally
- Includes categories broader than those addressed Affirmative Action { ethnicity,
race, gender, disabled status, and veteran status )
- Recognizes and profits form the increasing dversity of the workforce

 How to Manage Diversity in the Workplace

Managing diversity in the workplace presents a set of unique challenges for HR
professionals. These challenges can be mitigated if an organization makes a concerted
effort to encourage a more heterogeneous environment through promoting a culture of
tolerance, open communication and creating conflict management strategies to
address issues that may arise. For leadership to affectively manage diversity in the
workplace, they need to understand their backgrounds and how their behavior and
beliefs can affect their decision making within a diverse envronment.

Tips for managing workplace diversity :

- Prioritize Communication
- Treat each employee as an individual
- Encourage employees to work in diverse groups
- Treated the same
- Hiring
- Be open minded

 Equal Employment Oportunity is a term used by the federal government to refer to

employment practices that ensures nondiscrimination based on race, color, national
origin, sex, sexual orientation, gender identify, physical or mental ability, religion,
medical condition, ancestry, marital status, pregnancy, genetic informayion, veteran
status or age.
 Affirmative Action is one aspect of the federal government's efforts to ensure equal
employment opportunity for minorities, women, veterans, and individuals with
disabilities. It encompasses:
- Good faith efforts to remedy underutilization,
- Widespread and diverse outreach in the recruitment process
- Job-related criteria with minimal adverse or exclusionary impact, and
- Fair evaluation of all job applicants.

 The U.S. Equal Employment Opportunity Commission (EEOC) is a federal

agency that administers and enforces civil rights laws against workplace
discrimination. The EEOC investigates discrimination complaints based on an
individual's race, children, national origin, religion, sex, age, disability, sexual
orientation, gender identity, genetic information, and retaliation for reporting,
participating in, and/or opposing a discriminatory practice.
 The Office of Federal Contract Compliance Programs (OFCCP) is part of the U.S.
Department of Labor. OFCCP is responsible for ensuring that employers doing
business with the Federal government comply with the laws and regulations requiring
nondiscrimination.
 The Civil Rights Act of 1964 is a landmark civil rights and labor law in the United
States that outlaws discrimination based on race, color, religion, sex, or national
origin.[4] It prohibits unequal application of voter registration requirements, and racial
segregation in schools, employment, and public accommodations.
 The Civil Rights Act of 1991 is a United States labor law, passed in response
to United States Supreme Court decisions that limited the rights of employees who
had sued their employers for discrimination. The Act represented the first effort since
the passage of the Civil Rights Act of 1964 to modify some of the basic procedural
and substantive rights provided by federal law in employment discrimination cases.

IMPLEMENTING EQUAL EMPLOYMENT

 Implementing EEO In The Workplace

Implementing and promoting Equal Employment Opportunity in the workplace can be
a huge undertaking. It requires a concerted effort from across the entire company, in
order to ensure that the company is unified and dedicated to enabling openness and
inclusivity.
1 - Secure Commitment From Upper Management
In order for EEO to be effectively implemented into a workplace, commitment from
senior management needs to be secured. This is one of the most important steps,
because upper management possess the power and resources required to achieve
organisation-wide change. Senior management is responsible for the creation of
policies surrounding EEO, which outlines the company's obligations, acceptable and
unacceptable employment practices, the management of grievances, etc.
Commitment to EEO from senior management will also help to set the tone for the
rest of the company and build the foundations for greater inclusivity.
Without the support of senior management for EEO, only superficial measures will be
 taken, initiatives will most likely fail, and meaningful organisational change will be
difficult to achieve.
2 - Educate and Train Your Team
Education and training is also very crucial in ensuring that EEO practices are
executed across the board. Empowering your workforce with knowledge and training,
will help your workers understand what EEO entails, the EEO policies that the
company currently has in place, their role in upholding these policies, confronting
unconscious biases and dispelling misconceptions, and plant the seed that will
encourage them to be more accepting of a diverse workplace.
Education and training is the key to dispersing the inclusive culture that comes along
with the integration of EEO principles.
3 - Review Procedures & Policies To Identify Barriers
To ensure that the EEO practices have firmly been integrated into the company, their
policies and procedures should be regularly reviewed to identify any potential barriers
that certain groups may encounter. This is vital because the whole purpose of EEO is
to allow everyone, regardless of gender, sexual orientation, race, disability, religion,
etc., equal access to job opportunities. The review process for a business' policies and
procedures allows management to go through their operations with a fine-toothed
comb and fix any hurdles that these marginalised groups may encounter. For example,
during a review of your recruitment process, your business may discover that it only
advertises positions online. This may prevent people from low socioeconomic areas
from seeing the position, even though they may be qualified for it. Spreading a job
advertisement via a range of  mediums would enable greater access and potentially
improve your chances of finding your perfect candidate.
Regular review of these procedures and policies will help to keep them up-to-date and
compliant with all relevant EEO practices, laws and regulations.

 To help, we have produced seven best practice tips for promoting equality and
combating workplace discrimination.
- Identify and prevent unconscious bias
- Put equality policies in place
- Mind your language
- Use objective criteria
- Be proactive
- Get advice if needed
- Watch out for indirect discrimination

 The Americans with Disabilities Act (ADA) became law in 1990. The ADA is a
civil rights law that prohibits discrimination against individuals with disabilities in all
areas of public life, including jobs, schools, transportation, and all public and private
places that are open to the general public. The purpose of the law is to make sure that
people with disabilities have the same rights and opportunities as everyone else. The
ADA gives civil rights protections to individuals with disabilities similar to those
provided to individuals on the basis of race, color, sex, national origin, age, and
religion. It guarantees equal opportunity for individuals with disabilities in public
accommodations, employment, transportation, state and local government services,
and telecommunications.
 The Immigration Reform and Control Act (IRCA or the Simpson–Mazzoli Act)
was passed by the 99th United States Congress and signed into law by
President Ronald Reagan on November 6, 1986.
The Immigration Reform and Control Act altered U.S. immigration law, making it
illegal to knowingly hire illegal immigrants and establishing financial and other
penalties for companies that employed illegal immigrants. The act also legalized most
illegal immigrants who had arrived in the country prior to January 1, 1982. Despite
the passage of the act, the number of illegal immigrants in the United States rose from
5 million in 1986 to an estimated 15 million or more in 2020.