The Human Resource (HR) Department has to contend with many employee issues. One of the biggest issues is diversity. This includes race, gender, age, and sexual orientation. There has to be policies in place that pertain to hiring, termination, and promotion as far as antidiscrimination. Aside from ethical business practices, it is federal and state law. If a company is found breaking antidiscrimination laws, they can be fined and/or have a civil suit brought up against them. It is the responsibility of the HR management to ensure these policies are being followed throughout the company.
Tips for Diversity Policies
Consult with a Labor Law Attorney. This may seem like unnecessary, but he or she is trained in in the current labor laws. This way the HR manager can develop leally correct diversity policies. The attorney will be able to advise as to any areas being neglected, overlooked or incorrect. For example, it could illegal for advertise for a position requesting for a certain gender.
Ensure All Promotions are Discrimination-Free. In the past, many women were overlooked due to their gender. There needs to be policies in place forbidding this practice and all other diversity biased practices. This will lead the HR department free to focus on the employees talents for promotions instead of dealing with discrimination complaints by individual who were passed over.
Respond to All Complaints Immediately. If an employee files a discrimination complaint, the HR department needs to investigate it and respond immediately. If not, the company could be accused of neglecting employee abuse and even encouraging discrimination practices.
Dealing with multiple groups of individuals within a company can be difficult with the many different backgrounds, cultures, religions, and so on. However, if there are strict guidelines and policies set into place, the likelihood of anti-diversity and/or outright discrimination claims will be low.