Human resource manager addressing gender issues in a work place
Recently there has been a major increase of working women in our industries. The situation where men were regarded as the backbone of the society is long gone because female employees have taken over the work places. More women are involved in politics, businesses, media, IT, and literature ( Karsten 2009). Fact remains that, regardless of the position the women hold, they have to face their male colleagues in their day-to-day duties. To counter the challenges they face, they have to be more tactfully rather than blame their natural status. Even though it is a modern world, most men still have ego problems when dealing with women at the work places. This is when the human resource comes in to help in the promotion of gender equality at the work place (DeLaat 2009).
The first portion for the human resource manager, in trying to discourage Gender problem at the workplace is by analyzing the board of director’s composition and the working staff as a whole. Gender fairness starts at the top management of the workplace. The set up of the company’s top management should be an example to the entire company (DeLaat 2009).The human resource manager should list and file the groups and areas where there are few women represented in the departments. The next step is to establish how the imbalances at the station affect the company.
The Human resource manager then scrutinizes the types and accessibility of training that presents a development, which is professional for all the employees. Here, the experienced female workers with enough qualifications that have been ignored for promotions should be considered before the rest of the workers. For the women who have less time due to family matters, should be offered flexible training options or the online training methods.
The company’s fair employment policies should be thoroughly evaluated. The human resource can update sexual harassment and unfairness policies regarding sex in accordance with the country (DeLaat 2009). The Human Resource at the work place should enact the Equal Employment Opportunity Commission principles. The H.R should establish the skill and training levels of the employees and the relations staff ( Karsten 2009).
The Human Resource can introduce the opinion surveys at the company to get information about the working environment, equality, and the employee’s views. The development of an action plan encourages effectiveness at the work place ( Karsten 2009). The supervisor at the workstation should ensure that all the policies are followed to the latter. He is supposed to represent the human resource to the employees and in situation of gender discrimination; he should be the first person to condemn the vice. In assigning of different duties and tasks, he is supposed to view all the employees as equal ( Karsten 2009) .
U.S. population’s gender mix
Going by the census conducted in the year 2000, the population in the USA was at 281.4 million; 143.4 million of the population being the women while the male was at 138.1.However, the male population raised grew slightly than their male counterparts. The male to female population went down with the age past the age of 24. The survey showed that the male to female population went up from 1990 to 2000. It concluded that the comparative size of the female and male populace differed by geographic regions (Hartman 2009).
Gender mix found in notable segments of the workforce in USA
In the US, the labor’s historical growth indicates an increase in growth of the population and women increase in the labor force. The percentage of women working in the US shot up from 43 to 60 percent whereas men’s proportion decreased a little from 80 to 73 percent in 2007. The male population in working place is still high, compared to women (Hartman 2009).
The essence and applicability of the landmark Griggs v. Duke Power case dealing with stated job requirements.
Is the affirmative action of a job or business whereby it gives hiring rights or the development of ethnic minorities to compensate for past discrimination, which are against the minority .
Describe how the supervisor should state minimum job requirements when he or she requests new employees to be hired into the department.
Minimum job requirement is used to know if a job seeker is qualified for a certified job. In this situation, the supervisor should not rate somebody by his/her gender but rather the merit and qualifications.
Explain how the supervisor might communicate to his or her department (of all male employees) when a female is about to become part of the work team.
The supervisor represents the top management in any given work force. In the event of a new female employee in the work, he is responsible for her orientation. In such a situation, the supervisor is supposed to explain to the male workers about the companies policies on gender equity. He should discourage and warn about gender discrimination and at least make the woman comfortable among the male colleagues.
Find an example of a current event in the news that describes any positive outcome experience dealing with discrimination based on gender (one that ended up with what was perceived as a positive outcome to the female parties involved, or male parties involved).
In a current happening, a female worker in a local polytechnic was subjected to gender discrimination and sexual harassment by a senior professor. The matters got out of hand when the female worker refused his advances and instead he started discriminating her. He used to discriminate and harass her daily during the job. However, this turned positive for the woman when he used the professor.
How it was addressed
He was eventually charged with sexual harassment and gender biasness. That was a warning sign to the masses that are affected in one way or the other.
If the responsible manager had not been aware of the Civil Rights Act or the gender sensitivity issues involved, how could he have handled it incorrectly?
Without action taken, the situation could be different in that, the responsible manager would simply go on with the harassment and marginalizing the female worker. It was a good punishment and lesson to the professor.
The two managers are exposed and knowledgeable about the gender equity hence they would not have allowed the situation to persist to a far extend.
Reference
DeLaat, J. (2009). Gender in the workplace: A case study approach. Thousand Oaks, Calif. ; London: SAGE.
Hartman, M., & Hartman, H. (2009). Gender equality and American Jews. Albany, NY: State Univ. of New York Press.
Karsten, M. F., & Praeger. (2009). Gender, race, and ethnicity in the workplace: Issues and challenges for today’s organizations. Westport, Conn: Praeger Publishers.
Tax Management Inc. (2009). Tax management portfolios. Washington: Tax Management Inc.
