Federal Regulations
At the federal level, several regulations have been passed with the intention of having to establish a framework supporting Diversity within the workplace environment. The controls have been of great value towards pushing for a much more superior outcome in ensuring that employers maximize on Diversity when creating their workplace. The first federal regulation that is likely to influence Diversity is the Age Discrimination in Employment Act of 1967 (ADEA). The establishment of the ADEA was aimed at protecting persons over the age of 40 years from discrimination within the United States (Gordon, 2018). The regulation seeks to ensure that persons over the age of 40 years are accorded the same employment opportunities when compared to those below 40 years. The initial expectation is that employers ought to grant equality opportunities when dealing with this group of employees.
The other federal regulation that is likely to have a significant influence on Diversity in the workplace is the Civil Rights Act of 1964, specifically Title VII. Title VII of the Civil Rights Act of 1964 prohibits discrimination of employees on the basis of their gender, race, ethnicity, religion, and national origin. However, it is essential to take note of the fact that the law would only apply for employees with more than fifteen (15) employees in each working day. Lastly, the Americans with Disabilities Act of 1990 (ADA) is another federal regulation that ought to be considered attributed to its influence on Diversity as part of the workplace environment. ADA is specific in ensuring that persons living with disabilities are accorded equal employment opportunities irrespective of their limitations. The regulation does not, however, force an employer to employ a person living with a disability, especially in cases where the individual is likely to encounter undue hardships.
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State Regulations
In the State of Texas, Diversity is one of the critical aspects that define the overall effectiveness of the workplace environment with employers being expected to build on Diversity. The central state regulation that tends to have a significant influence on Diversity is the Texas Commission on Human Rights Act (TCHRA). TCHRA is a state version of the federal employment regulations that have been adopted within the United States to help protect employees from different forms of discrimination (de Aquino & Robertson, 2018). The regulation seeks to prohibit discrimination of employees irrespective of their gender, disability, region, race, or national origin. The enactment of this regulation was seen as a significant milestone in seeking to promote Diversity, as it creates a front for equal opportunities.
Local Regulations
In Dallas, Texas, one of the unique aspects to note is that the provincial government has not put in place local regulations touching on matters associated with equal opportunity employment. However, the local administration uses the rules that have been enacted at the state and federal laws, which have been of great value in seeking to promote Diversity as a fundamental expectation within the workplace environment. Majority of the employers in Dallas are expected to uphold the provisions set out under the Texas Commission on Human Rights Act (TCHRA) as a way of eliminating possibility of discrimination. Additionally, these employers are equally expected to uphold some of the federal employment laws including ADEA, Title VII of the Civil Rights Act of 1964, and ADA. From this perspective, it can be argued that the company will need to maintain compliance with the state and federal laws attributed to their influence on Diversity.
HR Programs Building a Diverse Workplace
Building a diverse workplace is an important aspect that helps in increasing effectiveness in primary operations undertaken within an organization. The implementation of effective HR programs for building a diverse workplace helps to create an environment that accommodates all people regardless of their varied issues. The first HR tactic that would be necessary for building a diverse workplace involves educating the leaders in matters concerning Diversity and the need for capitalizing on the inclusion of all people in an organization. The implementation of the strategy to build a diverse workplace helps in promoting interactions among individuals in a given workplace environment. Determining the effectiveness of the policy requires undertaking an analysis of how well are the leaders able to cope with the issues of Diversity in the workplace based on the knowledge concerning the issue.
The second important HR tactic that is significant in building a diverse workplace involves celebrating the employees’ differences. It is essential to consider the fact that all employees have individual differences, which gives them the ability to engage in their roles and responsibilities effectively. HR should capitalize on celebrating the differences, which is a factor that helps in defining an individual's strengths and weaknesses in different areas. The implementation of the strategy requires the management to capitalize on activities that unite the employees despite their individual differences. Lastly, listening to the employees is a competent HR tactic that helps in building a diverse workplace. The ability of HR to listen to the employees helps in creating motivation for the employees to engage in their roles despite their individual differences.
References
de Aquino, C. T. E., & Robertson, R. W. (2018). Diversity and Inclusion in the Global Workplace . Springer.
Gordon, P. A. (2018). Age diversity in the workplace. In Diversity and inclusion in the global workplace (pp. 31-47). Palgrave Macmillan, Cham.
