Some of the key issues and problems highlighted in this case study include the inadequacies of AA compliance policies and programs in the management of employees from diverse cultural, religious, ethnic, racial, and social backgrounds in the city. The other issue involves the need to facilitate the creation of a climate characterized by ethnic harmony without the engagement of costly and slow administrative proceedings. Another major issue of concern noted in this case study is the need to address the concerns of city employees who feel that they are being mistreated and discriminated against by restoring the confidence in Affirmative Action (AA) compliance policies and programs. Diversity management is a crucial consideration by the human resource in the management of concerns and grievances emanating from city employees of diverse cultural, religious, ethnic, racial, and social backgrounds.
Background
According to Ernst and Pichler (2014), Equal Employment Opportunity (EEO) has a critical role to play in influencing freedom from discrimination among employees based on specific diverse classifications and backgrounds such as nationality, religion, genetic information, race, age, sex, and genetic information among others. In the practice of human resource management EEO and workforce diversity play a vital role in facilitating the formulation and implementation of administrative policies and practices that eventually lead to the creation of a diverse working environment. Besides, EEO and workforce diversity are significantly capable of fostering a supportive culture of coexistence and working with the intention of allowing people from different backgrounds to become productive in the achievement of various goals and objectives (Chanda, D'Netto & Monga, 2017). In this particular case study, the administrators of the city have been struggling with the problem of trying to establish a more appropriate and effective way of addressing complaints of ethnic and racial discrimination, sexual harassments and several other violations of the rights of employees (Amla, 2012). The involvement of the principle of AA in trying to achieve effective management of employees by city administrator has gone to the extent of promoting the creation of opportunities for individuals who happened to belong in historically disadvantaged categories or classes.
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Alternatives
Several alternatives may be identified with the objective of finding an effective solution to the key issues and problems highlighted and described in this case study. One of the alternatives involves placing more emphasis on the principle of affirmative action though ensuring that it forms part of primary organizational objectives. Another alternative is about taking the necessary steps to ensure a reduction in the underutilization of classes that are protected. The realization of this particular alternative would require the adoption of targeted programs used in the selection, recruitment, training, testing and career development of various employees in the city (Ernst & Pichler, 2014).
The other alternative involves the establishment of a system of separate grievance mandated to protect city employees against ethnic and racial discrimination, sexual harassments and several other violations of their rights (Ernst & Pichler, 2014). These alternatives were rejected due to their inadequacy and ineffectiveness in tackling and addressing some of the key issues that were emerging regarding the management of a diverse workforce as well as the protection of their rights. Another reason that led to the rejection of these alternatives was their failure in giving reliable solutions to the complaints raised by city employees concerning the failure of AA programs and compliance policies in providing climate and environment for ethnic harmony (Kurtulus, 2015). The consideration of these alternatives is not possible at this time since the majority of the employees in the city have already lost considerable confidence in them.
Proposed Solutions
In light of the gravity of the issues and problems identified and described in this case study, the most realistic solution for consideration by the human resource director and other administrators in the city would be the adoption of prudent diversity management. Mainly, this solution involves focusing on achieving an increase in workforce diversity and improving the attitudes of employees by fostering creativity and cultural experiences among them. Amla (2012) indicates that social interactions such as sharing of perspective and viewpoints on different subjects play a crucial role in eliminating most of the diversity stalemates among employees at work. The choice of this particular solution is based on the on a careful evaluation of the nature and magnitude of the challenges affecting the city employees from diverse backgrounds. Besides this solution would be appropriate in solving some of the problem affecting employees in protected categories who are unhappy with the kind of treatment accorded to them by the city administrator and their colleagues at work despite their skills and level of performance. The analysis by Chanda, D'Netto, and Monga (2017), establishes prudent management of diversity as a vital step towards the enhancement of communication, the creation of cooperation and building of synergy among people from different cultural, religious, ethnic, racial, and social backgrounds.
Recommendations
Part of the strategies expected to be adopted for the accomplishment of the proposed solution is diversity training which would involve the development of programs and initiatives by city administrators with the objective of creating awareness and enlightening city workers to embrace diversity. Diversity training is normally linked with a positive impact on the attitudes of participants, changes to their ways, of thinking as well as behavior (Kurtulus, 2015). One of the things that should not be done in the course of applying diversity management in solving issues of discrimination and unfair treatment of employees is putting more emphasis on one particular culture at the expense of others.
References
Amla, I. (2012). Managing and sustaining a world of workplace diversity: the Accenture
experience. Strategic HR Review , 7 (5), 11-16. doi: 10.1108/14754390810893044
Chanda, A., D'Netto, B., & Monga, M. (2017). Managing diversity through human resource
management: an international perspective and conceptual framework. The
International Journal Of Human Resource Management , 20 (2), 235-251. doi:
10.1080/09585190802670516
Ernst, E., & Pichler, S. (2014). EEO and the Management of Diversity. Oxford Handbooks
Online . doi: 10.1093/oxfordhb/9780199547029.003.0013
Kurtulus, F. (2015). The Impact of Affirmative Action on the Employment of Minorities an
Women: A Longitudinal Analysis Using Three Decades of EEO-1 Filings. Journal Of
Policy Analysis And Management , 35 (1), 34-66. doi: 10.1002/pam.21881
