Week 1 Discussion

 

Supporting Lectures

Review the following lecture:

• Equal Opportunity and the Law

Introduction

Before beginning work on this discussion forum, please review the link “

Doing Discussion Questions Right

” and any specific instructions for this topic.

Before the end of the week, begin commenting on at least two of your classmates’ responses. You can ask technical questions or respond generally to the overall experience. Be objective, clear, and concise. Always use constructive language, even in criticism, to work toward the goal of positive progress. Submit your responses in the Discussion Area.

Tasks

Respond to one of the discussion questions below:

Question One:

• Discuss hidden diversity and its implications for hiring and retaining a diverse workforce while complying with Title VII requirements.

Question Two:

• The Supreme Court has established guidelines for affirmative action programs and the standard for proving discrimination. An employee is passed over for a promotion and claims it was because of affirmative action. Explain what he or she will have to show to make the case for discriminatory action and that the affirmative action program was illegal. Be sure to include how that individual would make his or her case.

Submission Details

To support your work, use your course and textbook readings and also use the

South University Online Library

. As in all assignments, cite your sources in your work and provide references for the citations in APA format.

Your initial posting should be addressed at 500–1000 words.

Human Resources

Equal Opportunity and the Law

Hardly a day goes by without equal opportunity lawsuits at work. Performing day-to-day supervisory
tasks such as hiring employees without understanding laws is fraught with peril. This lecture has a
strong foundation of laws that have an importance to our understanding of HR and helps gain a
strong foundation within any department. 

Trends Shaping HR: Digital and Social Media

For employers, social media brings both bene�ts and reasons for caution. Employees will use
Facebook and other social media accounts to harass and bully coworkers. Employers need to
distinguish between illegal online harassment (that applies to race, religion, national origin, age,
sex/gender, genetic information, and disability discrimination) and common personality con�icts. At a
minimum, employers should have a zero-tolerance policy on bullying.

Bene�ts of Social Media

Reasons for Caution of Social Media

Social Media Impacts on Employer
Review each tab to know more.

Some bene�ts of social media for employers could be:

Building relationships

Sharing your expertise

Increasing your visibility

Educating yourself

Being connected anytime

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Diversity

Diversity can be a driving mechanism for higher pro�ts simply promoting equal opportunity and
inclusion. The key to deriving such bene�ts is properly managing diversity’s potential problems.
Companies with exemplary reputations in managing diversity have leadership as they champion the
cause of diversity. Leaders are role models for the behavior required for such change. Companies
need to provide a “good-faith effort action strategy” that emphasizes on identifying and eliminating
the obstacles to hiring and promoting women and minorities and rather increasing the minority or
female applicant �ow. 

HR managers can indicate if the diversity initiatives are effective enough, in order to recognize that
the employees are the asset of the organization. Aligning the talent within the organizations’ mission,
vision, values, and core objectives is paramount in providing an equal-level playing �eld for all the
employees to grow and excel. 

Some of the areas evaluated while working in the �eld is to determine if:

All of the talents have a fair share to build upon each job function and have the ability to grow
within the organization. This includes women and minorities holding leadership roles. 

Let’s Explore!

From the following website, search for the articles mentioned underneath to learn more.

Forbes (http://www.forbes.com/)

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How AI Makes Recruiting More Human

Is Ongoing Recruitment the Way to Work? 13 Ways to Recruit Effectively

Six Lasting Principles that Drive Social Media Success

44% of Businesses Can’t Measure Social Media ROI: Here’s How to Quantify Your Impact

http://www.forbes.com/

All of the talents are trained and developed within a speci�c job function. This includes women
and minorities.

All the staf�ng levels and women and minorities are included in the career development
pipeline.

The questioning turnover rates for all classi�cations of races and positions.  

Additional Materials

From your course textbook, Human Resource Management, review the following chapter:

Equal Opportunity and the Law

From the South University Online Library, review the following article:

Social Media and Human Resource Staf�ng: Legal, Policy, and Practice Issues for Employers
(https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?
sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx?
direct=true&db=edb&AN=100277209&site=eds-live)

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https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx?direct=true&db=edb&AN=100277209&site=eds-live