For many organizations, having an anti-discrimination policy is a critical first step towards curbing inequity, unfairness, and bias. However, making a real difference in the lives of employees requires the enforcement and implementations of the legislation. Most countries and companies on a global scale either lack adequate policies or have limited enforcement. In recent years, several international organizations have come up with new laws requiring all companies to introduce anti-discriminatory policies and regulations that prevent exploitation and prejudice of employees, regardless of their origin, religion, sexual, orientation, and many other things. Human resource managers are often tasked with crafting policies that are universal and respect the rights of all employees. As the human resource manager of a new multinational company, I believe several aspects must be included in the new non-discriminatory policy aimed at protecting Asian employees. The following section discusses some of the elements that will be included in this new non-discriminatory policy.
Introduce diversity-related legislation
The first element I will include is comprehensive diversity-related legislation, a non-discrimination disclaimer against all forms of segregation, unfairness, and inequality. Today, a majority of both nondemocratic a democratic countries bar employment prejudice and discrimination that is associated with ethnicity, gender, and race. Others like the United States go a step ahead to prohibit inequity based on additional factors such as sexual orientation, age, disability, caste, social class, as well as religion. According to Mor Barak (2014), the trend is now common that several insurance firms are providing job practices liability insurance particular to foreign nations’ workforce. I believe this is the first aspect that will form the basis of my non-discriminatory legislation.
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Particular focus of my legislation will be directed at gender equity. I will emulate Russia’s Committee on Elimination of Discrimination Against Women firm policy against the government's decision to bar women in seeking employment in more than 38 industry branches and 456 occupations. These sectors and jobs were either perceived as extremely dangerous, harmful, or too arduous to the wellbeing of women. For Asian women, I would propose the removal of such gender barrier by allowing the inclusion of women in these occupations and industries considered too dangerous. Part of the legislation will encourage the entry of women by advocating for the creation of safer working conditions for women. Another related clause to gender equality will strictly focus on equal remuneration, a section that will specifically require the company to pay both men and women evenly. They all should receive similar wages, bonuses, and salaries based on the number of hours worked.
The new anti-discrimination law will also prohibit employment bias based on ethnicity, race, country of origin, physical disability, medical condition (such as HIV status), marital status, pregnancy, political affiliation, family status, religious beliefs, as well as sexual orientation, respectively. Lesbian, gay, bisexual, and transgender (LGBT) workers, who are highly discriminated in the region, will also be given equal employment opportunities. I will also propose the inclusion of anti-sexual harassment policy, specifically to protect the wellbeing of the LGBT employees at the workplace. Besides receiving equal employment, the law will ensure gays and lesbians feel comfortable and secure at the workplace. As mentioned above, another clause of the new labor force policy will consider the plight of different religious groups. The religion anti-discrimination clause will especially bar employers (or recruiters) from discriminating job applicants based on their religious beliefs.
Introduce a clause that directs on the implementation of the diversity-related policies
As mentioned in the introduction part, a majority of organizations or countries sometimes have the right non-discrimination legislation but lack the proper framework or guideline to implement or put into action these policies. Once the diversity is included, it is necessary to manage it an ensure all employees are well catered for and productive. Therefore, the next essential clause for the company will detail a step-by-step process of managing diverse employees. I will include Roosevelt Thomas’ Affirmative Action Cycle , as a rule, to aid the company tap the full potential of its workforce in the diverse environment already created. The Affirmative Action Cycle will assist the firm in identifying underlying issues. The six stages include problem recognition, intervention, great expectations, frustration, dormancy, as well as crisis.
Most importantly, I will incorporate the ten guidelines for learning to control diversity in the organization (Thomas, 1990). The first five steps for the organization to follow include clarifying the motivation, clarifying the vision, expanding the focus, auditing the corporate culture, and modifying the assumptions. The other five are changing the systems, adjusting the models, assisting people pioneer, applying the particular consideration test, and continuing affirmative action.
References
Mor Barak, E. M. (2014). Diversity legislation in a global perspective. In Managing diversity: toward a globally inclusive workplace. Los Angeles, CA: SAGE.
Thomas, R. R. (1990.). From affirmative action to affirming diversity . Harvard Business Review, 1-31.
