Strategy for Human Resource Management Lecture 7 HRM 765.

Strategy for Human Resource Management

Lecture 7

HRM 765

Last Lecture

• The Motivation Function• Translating HRM Functions into Practice• Does HRM Really Matter?• HRM in an Entrepreneurial Enterprise• HRM in a Global Village• HR and Corporate Ethics

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Topic

Equal Opportunity Employment


Learning Outcomes

• After reading this chapter, you will be able to: • Describe the equal employment opportunity.?• Describe affirmative action plans and protected

group members.• Discuss how a business can protect itself from

discrimination charges.• Define what constitutes sexual harassment in

today’s organizations.• Discuss the term glass ceiling.


Introduction• Government legislation

affects all HRM functions

• Municipal laws impact HRM, as well as the Federal laws


What is equal employment opportunity?

• Laws and Policies designed to protect the discrimination among the applicants.– Colour – Gender– Religion– Member of a particular group

• Affirmative Action: The requirement that organizations take proactive steps to ensure the full participation of protected groups in its workforce.


Guarding Against Discrimination Practices

• Determining Potential Discriminatory Practices– The 4/5ths Rule– Restricted Policy– Geographical Comparisons– McDonnell-Douglas Test



• The 4/5ths Rule

– Compares selection ratio for minority applicants to that for majority applicants

– If less than 4/5ths (80%), discrimination may have occurred.

– Applies to all steps in a selection process.



• Restricted Policy– infractions occur when HRM activities result in

exclusion of a class of individuals• E.g., laying off employees over age 40 while

recruiting younger workers



• Geographical Comparisons

Characteristics of the qualified pool of potential applicants

are compared to

characteristics of employees



• McDonnell-Douglas Test– Individual is member of a protected group.– Individual is qualified for job.– Individual is rejected.– Organization continues to seek other

applicants with similar qualifications.


Responding to an EEO Charge

• Employers should discontinue practices which cannot be defended.

• Practice reinstated only after– Careful study– Practice is modified, if necessary

• Three defenses:– Business necessity– Bona Fide occupations qualifications– Seniority System


Responding to an EEO Charge• Business Necessity

– the right to expect employees to perform successfully

– shown by demonstrating that selection criteria are job-related



• Bona Fide Occupational Qualifications– Can be use when job requirements are

“Reasonably necessary to meet the normal operation of that business or enterprise”

– prison guards– washroom attendants



• Seniority Systems– Decisions that adversely affect protected

group members may be permissible if: – Based on well-established and consistently

applied seniority systems– .– Promotion and pay plan.


Current Issues in Employment Law

• What is Sexual Harassment?– Unwanted activity of a sexual nature that affects an

individual’s employment

• Sexual harassment can occur where: verbal or physical conduct toward an individual:– (1) creates an intimidating, offensive, or hostile

environment– (2) unreasonably interferes with an individual’s work– (3) adversely affects employee’s employment

opportunities.


Current Issues in Employment Law• Are Women Reaching the Top of

Organizations?– Comparable worth - determining fair pay for both

female-oriented jobs and male-oriented jobs based on comparable skill, effort, and responsibility.

– Glass ceiling - lack of women and minority representation at the top levels of organizations.

– OFCCP has glass ceiling initiative. • The invisible barrier that blocks females and minorities from ascending into

upper levels of an organization.


Summary • What is equal employment opportunity?• Determining Potential Discriminatory Practices

– The 4/5ths Rule

– Restricted Policy

– Geographical Comparisons

– McDonnell-Douglas Test

• Three defenses:– Business necessity– Bona Fide occupations qualifications– Seniority System

• Comparable worth • Glass ceiling


Strategy for Human Resource Management Lecture 7 HRM 765.

Documents

Transcript of Strategy for Human Resource Management Lecture 7 HRM 765.