mang3 - Chapter 7 Describe the projected future diverse...

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Chapter 7 Describe the projected future diverse workforce. The U.S. workforce will become more diverse by 2010. Describe diversity and diversity management. Diversity refers to any perceived difference among people: age, race, religion, functional specialty, profession, sexual orientation, geographic origin, lifestyle, tenure with the organization, or position, and any other perceived difference. Diversity management is ensuring that factors are in place to provide for and encourage the continued development of a diverse workforce by melding these actual and perceived differences among workers to achieve maximum productivity. Explain the various components of the present diverse workforce. The workforce is made up of the following: dual-career families, workers of color, older workers, people with disabilities, immigrants, young persons with limited education or skills, and employees with varying educational levels. Identify the major laws affecting equal employment opportunity. Major laws include the Civil Rights Act of 1866; Title VII of the Civil Rights Act of 1964, as Amended in 1972; Age Discrimination in Employment Act of 1967, as Amended in 1978 and 1986; Rehabilitation Act of 1973; Pregnancy Discrimination Act of 1978; Immigration Reform and Control Act (IRCA) of 1986; Immigration Act of 1990; Illegal Immigration Reform and Immigrant Responsibility Act of 1996; and the Civil Rights Act of 1991. Describe the Equal Employment Opportunity Commission. Title VII of the Civil Rights Act, as amended, created the Equal Employment Opportunity Commission. It was initially charged with administering the act. Explain adverse impact. Adverse impact is a concept established by the Uniform Guidelines and occurs if women and minorities are not hired at the rate of at least 80 percent of the best- achieving group. Describe the Uniform Guidelines related to sexual harassment, national origin, and religion. The EEOC has also issued interpretive guidelines that state that employers have an affirmative duty to maintain a workplace free from sexual harassment. The EEOC broadly defined discrimination on the basis of national origin as the denial of equal employment opportunity because of an individual’s ancestors or place of birth or because an individual has the physical,
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cultural, or linguistic characteristics of a national origin group. Employers have an obligation to accommodate religious practices unless they can demonstrate a resulting hardship.
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