of 82 /82
Human Resource Management 13 th Edition Chapter 3 Workplace Diversity, Equal Employment Opportunity, and Affirmative Action 3-1 Copyright © [2014] Pearson Education

Mondy hrm13 inppt03.ppt

Embed Size (px)

Text of Mondy hrm13 inppt03.ppt

Page 1: Mondy hrm13 inppt03.ppt

Human Resource Management

13th Edition

Chapter 3 Workplace Diversity, Equal

Employment Opportunity, and Affirmative Action

3-1 Copyright © [2014] Pearson Education

Page 2: Mondy hrm13 inppt03.ppt

Learning Objectives• Discuss lesbian, gay, bisexual, and transgender

employees as a protected class.• Describe diversity and diversity management and

explain the various components of the diverse workforce.

• Identify the major laws affecting equal employment opportunity.

• Describe the recent trend against employee retaliation.

• Identify some of the major Supreme Court decisions that have had an impact on equal employment opportunity and affirmative action.

3-2 Copyright © [2014] Pearson Education

Page 3: Mondy hrm13 inppt03.ppt

Learning Objectives (Cont.)• Describe the Equal Employment Opportunity

Commission and explain the purpose of the Uniform Guidelines on Employee Selection Procedures.

• Describe disparate treatment and adverse impact and explain the Uniform Guidelines related to sexual harassment, national origin, religion, and caregiver (family responsibility) discrimination.

• Explain affirmative action as required by presidential Executive Orders 11246 and 11375 and describe affirmative action programs.

• Describe sexual harassment in the global environment.

3-3 Copyright © [2014] Pearson Education

Page 4: Mondy hrm13 inppt03.ppt


HRM in Action: Lesbian, Gay, Bisexual, and Transgender Employees as a Protected


•Increased focus in political and workforce arena

•Public tends to support equal rights for gay people — with exception of right to marry

•Many companies have policies in support of LGBT employees

3-4 Copyright © [2014] Pearson Education

Page 5: Mondy hrm13 inppt03.ppt


• Any perceived difference among people

• More than equal employment and affirmative action

• Creates workforces that mirror populations and customers

3-5 Copyright © [2014] Pearson Education

Page 6: Mondy hrm13 inppt03.ppt

Diversity Management

Ensuring that factors are in place to:• Provide for and encourage the

continued development of a diverse workforce

• Meld actual and perceived differences among workers

3-6 Copyright © [2014] Pearson Education

Page 7: Mondy hrm13 inppt03.ppt

Components of the Diverse Workforce

• Single parents and working mothers

• Women in business• Mothers returning to

the workforce• Dual-career families• Workers of color• Older workers

• People with disabilities

• Immigrants• Foreign workers• Young persons, some

with limited education or skills

• Baby Boomers, Gen X, Gen Y, and Gen Z

3-7 Copyright © [2014] Pearson Education

Page 8: Mondy hrm13 inppt03.ppt

Single Parents and Working Mothers

• Number is growing– 50% of marriages end in divorce– Widows and widowers who have children

• 72% of mothers with children under 18 are in workforce

• Being a mother does not significantly change young women's career ambitions

3-8 Copyright © [2014] Pearson Education

Page 9: Mondy hrm13 inppt03.ppt

Women in Business

• Prominent rise in number of women in labor force

• Entering labor force in high-paying, professional jobs and women dominating health-care sector

• Women make up majority of American workforce

• Many opt out of corporate life

3-9 Copyright © [2014] Pearson Education

Page 10: Mondy hrm13 inppt03.ppt

Mothers Returning to the Workforce

• More new mothers are leaving the labor force only to return later

• Some firms are trying to recruit them to return to labor force

• Some employers have programs that help their employees leave and later return

3-10 Copyright © [2014] Pearson Education

Page 11: Mondy hrm13 inppt03.ppt

Dual-Career Families

• Both husband and wife have jobs and family responsibilities

• Children often have both parents working outside home

• Often turn down relocations

• Want more workplace flexibility

3-11 Copyright © [2014] Pearson Education

Page 12: Mondy hrm13 inppt03.ppt

Workers of Color

• By 2016, 43% of new job applicants will be people of color

• Often experience stereotyping

• Often encounter misunderstandings and expectations

• Bicultural stress

• Culture of origin can lead to misunderstandings in workplace

3-12 Copyright © [2014] Pearson Education

Page 13: Mondy hrm13 inppt03.ppt

Older Workers

• Many Boomers deferred retirement• United States faces rapid departure of

Boomers • Many companies try to keep the over-55


3-13 Copyright © [2014] Pearson Education

Page 14: Mondy hrm13 inppt03.ppt

Persons with Disabilities

• Disabled workers do as well as unimpaired workers in terms of:– Productivity – Attendance– Average tenure

• Costs for accommodations differ very little from those for general population

3-14 Copyright © [2014] Pearson Education

Page 15: Mondy hrm13 inppt03.ppt


• Large numbers of immigrants have settled in United States

• Require time to adapt

• Managers must work to understand different cultures and languages

3-15 Copyright © [2014] Pearson Education

Page 16: Mondy hrm13 inppt03.ppt

Foreign Workers

• The H-1B employment visa brings in upwards of 115,000 skilled foreign workers annually

• 85,000 are distributed to employers through a lottery system

• Exact number of H-1B visa holders is difficult to determine

3-16 Copyright © [2014] Pearson Education

Page 17: Mondy hrm13 inppt03.ppt

Young Persons, Some with Limited Education or Skills

• Lower labor force participation rate for young people

• Recent recession was especially harsh for 16-to-19-year-olds

• Often have poor work habits

• Can do many jobs well

• Jobs can be de-skilled

3-17 Copyright © [2014] Pearson Education

Page 18: Mondy hrm13 inppt03.ppt

Baby Boomers

• Born just after World War II through the mid-1960s

• Employers seek out boomers because they bring a wealth of skills and experience to the workplace

• Recognized as having a great work ethic and a solid attendance record

3-18 Copyright © [2014] Pearson Education

Page 19: Mondy hrm13 inppt03.ppt

Generation X

• 41 million American workers born between the mid-1960s and late 1970s

• Possess lots of energy and promise

• Job instability and the breakdown of the traditional employer-employee relationship

• Think more as free agents and expect to build career security, not job security

3-19 Copyright © [2014] Pearson Education

Page 20: Mondy hrm13 inppt03.ppt

Generation Y

• People born between the late 1970s and late 1990s

• Promises to be the richest, smartest, and savviest ever

• Strong sense of morality and civic-mindedness

• Childhoods have been short-lived

3-20 Copyright © [2014] Pearson Education

Page 21: Mondy hrm13 inppt03.ppt

Generation Z or Digital Natives

• Born between 1995 and 2009

• More worldly, high-tech and confident

• Tend to have short attention spans

• Desire speed over accuracy

• Enjoy media that provides live social interaction

3-21 Copyright © [2014] Pearson Education

Page 22: Mondy hrm13 inppt03.ppt

Multigenerational Diversity

• Four generations are now in the workforce

• Each has different defining characteristics and nicknames

• Managers need to be aware of and skilled in dealing with the different generations

3-22 Copyright © [2014] Pearson Education

Page 23: Mondy hrm13 inppt03.ppt

Equal Employment Opportunity: An Overview

• EEO modified since passage of:– Equal Pay Act of 1963– Civil Rights Act of 1964– Age Discrimination in Employment Act of


• Other congressional legislation

• Major Supreme Court decisions

• Executive orders signed into law

3-23 Copyright © [2014] Pearson Education

Page 24: Mondy hrm13 inppt03.ppt

Laws Affecting Equal Employment Opportunity

3-24 Copyright © [2014] Pearson Education

Page 25: Mondy hrm13 inppt03.ppt

Civil Rights Act of 1866• Oldest federal legislation affecting

staffing• Based on Thirteenth Amendment• No statute of limitations• Employment is a contractual

arrangement• Extended to cover private parties in

1968 3-25 Copyright © [2014] Pearson Education

Page 26: Mondy hrm13 inppt03.ppt

Equal Pay Act of 1963,Amended in 1972

• Cannot pay employee of one gender less money than employee of opposite gender if both employees do work that is substantially the same

• Work must: – Require equal skill– Require equal effort– Involve equal responsibility

– Be performed under similar working conditions

3-26 Copyright © [2014] Pearson Education

Page 27: Mondy hrm13 inppt03.ppt

Lilly Ledbetter Fair Pay Act of 2009

• Claimed pay discrimination

• Court said that discrimination charges must be filed within 180 days

• Creates a rolling or open time frame for filing wage discrimination claims

3-27 Copyright © [2014] Pearson Education

Page 28: Mondy hrm13 inppt03.ppt

Comparable Worth

• Requires determination of the values of dissimilar jobs by using job evaluation

• Pay rates determined by jobs’ evaluated worth

• Supreme Court has ruled the Equal Pay Act does not require comparable worth

3-28 Copyright © [2014] Pearson Education

Page 29: Mondy hrm13 inppt03.ppt

Title VII of Civil Rights Act of 1964, Amended in 1972

• Greatest impact on HR management

• Illegal for employer to discriminate

• Applies to firms with 15 or more employees

• Created the Equal Employment Opportunity Commission (EEOC) to enforce Title VII

3-29 Copyright © [2014] Pearson Education

Page 30: Mondy hrm13 inppt03.ppt

Pregnancy Discrimination Act of 1978

• Amendment to Title VII of Civil Rights Act

• Pregnancy, childbirth, or related medical condition

• Prohibits questions about family plans, birth control techniques, etc.

• Benefits area also covered

3-30 Copyright © [2014] Pearson Education

Page 31: Mondy hrm13 inppt03.ppt

Civil Rights Act of 1991• Provided appropriate remedies for intentional

discrimination and unlawful harassment

• Codified “business necessity” and “job-relatedness”

• Confirmed authority and guidelines for finding disparate

impacts under Title VII

• Disparate impact: When certain actions in employment

process work to disadvantage of members of protected

groups. Discussed under topic of adverse impact

3-31 Copyright © [2014] Pearson Education

Page 32: Mondy hrm13 inppt03.ppt

Age Discrimination in Employment Act of 1967, Amended in 1986

• Illegal to discriminate against anyone 40 years or older (previously 40-65 & 40-70)

• Administered by EEOC

• Pertains to employers who have 20 or more employees

• Provides for trial by jury

• Possible criminal penalty

• Class action suits are possible3-32 Copyright © [2014] Pearson Education

Page 33: Mondy hrm13 inppt03.ppt

Age Can Be Bona Fide Occupational Qualification

• Federal Aviation Administration can force commercial pilots to retire at age 65

• Greyhound did not violate ADEA when it refused to hire persons 35 years or older as intercity bus drivers

• Likelihood of risk or harm to passengers was involved with both cases

3-33 Copyright © [2014] Pearson Education

Page 34: Mondy hrm13 inppt03.ppt

Rehabilitation Act of 1973

• Prohibits discrimination against disabled workers working for government contractors and organizations

• Contracts exceeding $2,500: Employer required to post affirmative action notices

• Contracts exceeding $50,000, or if contractor has 50 or more employees: Employer must prepare written affirmative action plan

• Administered by Office of Federal Contract Compliance Programs (OFCCP)

3-34 Copyright © [2014] Pearson Education

Page 35: Mondy hrm13 inppt03.ppt

Americans with Disabilities Actof 1990 (ADA)

• Prohibits discrimination against qualified individuals with disabilities

• Disabled individual: Person who has, or is regarded as having, a physical or mental impairment that substantially limits one or more major life activities, and has a record of such an impairment

3-35 Copyright © [2014] Pearson Education

Page 36: Mondy hrm13 inppt03.ppt

Americans with Disabilities Act: Amendments Act of 2008

• Expanded the definition of “disability”

• More applicants and employees eligible for reasonable accommodations

• Broadened ADA's definition of disability by expanding term “major life activities”

• Did away with “substantially limited” requirement

3-36 Copyright © [2014] Pearson Education

Page 37: Mondy hrm13 inppt03.ppt

Immigration Reform and Control Act (IRCA) of 1986

• Granted amnesty to approximately 1.7 million long-term unauthorized workers

• Established criminal and civil sanctions against employers who knowingly hire unauthorized aliens

• Reduced threshold coverage to 4 employees

• Toughened criminal sanctions for employers who hire illegal aliens

3-37 Copyright © [2014] Pearson Education

Page 38: Mondy hrm13 inppt03.ppt

Illegal Immigration Reform and Immigrant Responsibility Act of 1996

• Passed partly because at least one of the terrorists who blew up World Trade Center had legally entered on student visa

• Places severe limitations on persons who:

– Come to U.S. and remain in country longer than permitted by their visas

– Violate their nonimmigrant status• Penalties range from 3- to 10-year ban from

entering the U.S.

3-383-38 Copyright © [2014] Pearson Education

Page 39: Mondy hrm13 inppt03.ppt

Uniformed Services Employment and Reemployment Rights Act (USERRA) of 1994

• Protections for Reservists and National Guard called to active duty

• Workers entitled to return to civilian employment after military service

• Intended to eliminate or minimize employment disadvantages to civilian careers

• Escalator principle: Can return to job he/she would have attained

3-39 Copyright © [2014] Pearson Education

Page 40: Mondy hrm13 inppt03.ppt

Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as Amended

• Originally referred to Vietnam era veterans • Served in a campaign or expedition for which

a medal was issued• Includes Desert Storm and the current

engagements in the Middle East

• Prohibits federal contractors from discriminating against specified categories of veterans

3-40 Copyright © [2014] Pearson Education

Page 41: Mondy hrm13 inppt03.ppt

Trends & Innovations: Employee Retaliation

• Significant increase in number of employee retaliation charges

• Burlington Northern & Santa Fe Railway Co. v White—Lowered standard of proof

• Thompson v North American Stainless L.P.U.S.—Expanded scope of who might bring a retaliation charge

3-41 Copyright © [2014] Pearson Education

Page 42: Mondy hrm13 inppt03.ppt

State and Local Laws

• State and local laws affect EEO.

• When EEOC regulations conflict with state or local civil rights regulations, legislation more favorable to women and minorities applies.

3-423-42 Copyright © [2014] Pearson Education

Page 43: Mondy hrm13 inppt03.ppt

Supreme Court Decisions Affecting EEO

• Court interpretations continuously change, even though the law may not have been amended

• Significant U.S. Supreme Court decisions affecting EEO

3-43 Copyright © [2014] Pearson Education

Page 44: Mondy hrm13 inppt03.ppt

Griggs v Duke Power Company

• Continues to be the benchmark case and example of disparate impact in employment law

• Prima facie evidence

• Questions that should be avoided if not job-related include credit record, conviction record, garnishment record, and education

3-44 Copyright © [2014] Pearson Education

Page 45: Mondy hrm13 inppt03.ppt

Albemarle Paper Company v Moody

• Reaffirmed idea that any test used in selection process or in promotion decisions must be validated if it has adverse impact on women and minorities

• Employer has burden of proof for showing that test is valid

3-45 Copyright © [2014] Pearson Education

Page 46: Mondy hrm13 inppt03.ppt

Phillips v Martin Marietta Corporation

• Firm cannot impose standards for employment only on women

• Examples of questions that should be avoided are: – “Do you wish to be addressed as Ms., Miss, or Mrs.?

– “Are you married?” – “Do you have children?” – “Do you plan on having any more children?” – “Where does your husband work?”

3-46 Copyright © [2014] Pearson Education

Page 47: Mondy hrm13 inppt03.ppt

Dothard v Rawlingson

• Company believed that minimum height and weight requirements for position of correctional counselor were job-related

• Court stated that this argument does not rebut prima facie evidence showing these requirements have a discriminatory impact on women

3-47 Copyright © [2014] Pearson Education

Page 48: Mondy hrm13 inppt03.ppt

American Tobacco Company v Patterson

• Supreme Court allowed seniority and promotion systems established since Title VII to stand, although they unintentionally hurt minority workers

• Seniority system would fall under the Griggs rationale if it were not for Section 703(h) of the Civil Rights Act

3-48 Copyright © [2014] Pearson Education

Page 49: Mondy hrm13 inppt03.ppt

O’Connor v Consolidated Coin Caterers Corp.

• Ruled that an employee does not have to show that he or she was replaced by someone younger than 40 to bring suit under the ADEA

• Discrimination is illegal even when all the employees are members of the protected age group

3-49 Copyright © [2014] Pearson Education

Page 50: Mondy hrm13 inppt03.ppt

Supreme Court Decisions Affecting Affirmative Action

3-50 Copyright © [2014] Pearson Education

Page 51: Mondy hrm13 inppt03.ppt

University of California Regents v Bakke

• University of California had reserved 16 places in each beginning medical school class for minorities

• Bakke, a white man, was denied admission even though he scored higher

• University admitted Bakke after court ruled in his favor

• Court reaffirmed that race may be taken into account in admission decisions

3-51 Copyright © [2014] Pearson Education

Page 52: Mondy hrm13 inppt03.ppt

Grutter v Bollinger

• Appeared to support the Bakke decision

• Schools may favor black, Hispanic, and other minority students in admissions

• Must take the time to assess each applicant’s background and potential

3-52 Copyright © [2014] Pearson Education

Page 53: Mondy hrm13 inppt03.ppt

Gratz v Bollinger

• Cannot use point systems that blindly give extra credit to minority applicants

• Giving an automatic 20 points to minority applicants, was not the proper way to achieve racial diversity

3-53 Copyright © [2014] Pearson Education

Page 54: Mondy hrm13 inppt03.ppt

Ricci v DeStefano

• Held that the City discriminated against white and Hispanic firefighters

• City had to show a “strong basis in evidence” that the tests were not job-related or that another, less discriminatory test existed

3-54 Copyright © [2014] Pearson Education

Page 55: Mondy hrm13 inppt03.ppt

Equal Employment Opportunity Commission

• Title VII of the Civil Rights Act, as amended, created the Equal Employment Opportunity Commission

• Filing a discrimination charge initiates EEOC action

3-55 Copyright © [2014] Pearson Education

Page 56: Mondy hrm13 inppt03.ppt

Steps in Handling a Discrimination Case

3-56 Copyright © [2014] Pearson Education

Page 57: Mondy hrm13 inppt03.ppt

Factors that Determine whether EEOC will Pursue Litigation

– Number of people affected by alleged practice

– Amount of money involved in charge

– Other charges against employer

– Type of charge

3-57 Copyright © [2014] Pearson Education

Page 58: Mondy hrm13 inppt03.ppt

Uniform Guidelines on Employee Selection Procedures

• Single set of principles • Designed to assist employers, labor

organizations, employment agencies, and licensing and certification boards

• Comply with federal prohibitions against employment practices that discriminate

• Based on race, color, religion, gender, and national origin

3-58 Copyright © [2014] Pearson Education

Page 59: Mondy hrm13 inppt03.ppt

Concept of Disparate Treatment

• Employer treats some people less favorably than others because of: race, religion, sex, national origin, and age.

• Most easily understood form of discrimination

• McDonald v. Santa Fe Trail Transportation Company (1977) offers an example of disparate treatment

3-59 Copyright © [2014] Pearson Education

Page 60: Mondy hrm13 inppt03.ppt

Concept of Adverse Impact

• Defined in terms of selection rates

• Established by Uniform Guidelines

• Occurs if women and minorities are not hired at rate of at least 80% of best-achieving group

• Also called the four-fifths rule

3-60 Copyright © [2014] Pearson Education

Page 61: Mondy hrm13 inppt03.ppt

Adverse Impact Example

• During 2013, 300 blacks and 300 whites were hired– 1,500 qualified black applicants – 1,000 qualified white applicants– Using the adverse impact formula, you have:

300/1500 = 0.2

300/1000 = 0.3 = 66.67%

Thus, adverse impact exists.

3-61 Copyright © [2014] Pearson Education

Page 62: Mondy hrm13 inppt03.ppt

Additional Guidelines

• Guidelines on Sexual Harassment

• Guidelines on Discrimination Because of National Origin

• Guidelines on Discrimination Because of Religion

• Guidelines on Caregiver (Family Responsibility) Discrimination

3-62 Copyright © [2014] Pearson Education

Page 63: Mondy hrm13 inppt03.ppt

Guidelines on Sexual Harassment

• Title VII generally prohibits gender

discrimination in employment

• EEOC issued interpretative guidelines

• Two types of sexual harassment:

– Hostile work environment

– A quid pro quo situation

3-63 Copyright © [2014] Pearson Education

Page 64: Mondy hrm13 inppt03.ppt

Sexual Harassment (Cont.)

• Employers are liable for acts of supervisors, regardless of whether employer is aware of the sexual harassment

• Employer is responsible for acts of co-workers if employer knew, or should have known, about the acts

• Employer may be liable for acts committed by nonemployees in workplace

• Employer may not be liable if it takes immediate and appropriate action

3-64 Copyright © [2014] Pearson Education

Page 65: Mondy hrm13 inppt03.ppt

Guidelines on Discrimination Because of National Origin

Discrimination on basis of national origin is denial of equal employment opportunity due to:

– Individual’s ancestors or place of birth– Individual’s physical, cultural, or linguistic


3-65 Copyright © [2014] Pearson Education

Page 66: Mondy hrm13 inppt03.ppt

English-Only Rule

• Courts generally ruled in employer’s favor if rule would:– Promote safety and product quality – Stop harassment

• Must be justified by a compelling business necessity

3-66 Copyright © [2014] Pearson Education

Page 67: Mondy hrm13 inppt03.ppt

Guidelines on Discrimination Because of Religion

• Obligation to accommodate religious practices unless employer can demonstrate a resulting hardship

3-67 Copyright © [2014] Pearson Education

Page 68: Mondy hrm13 inppt03.ppt

Methods for Accommodating Religious Practices

• Voluntary substitutes

• Flexible scheduling

• Lateral transfers

• Change in job assignments

• Unions can permit donations

3-68 Copyright © [2014] Pearson Education

Page 69: Mondy hrm13 inppt03.ppt

Guidelines on Caregiver (Family Responsibility) Discrimination

• Discrimination based on employee obligations to care for family members

• EEOC’s guideline: “Unlawful Disparate Treatment of Workers with Caregiving Responsibilities”

• Not binding

• Offers “best practices” measures

3-69 Copyright © [2014] Pearson Education

Page 70: Mondy hrm13 inppt03.ppt

Avoiding EEO Litigation

• Suits are still being brought and won because of mistakes in adherence to standards

• Need a strong EEO policy against discrimination

• May still be breakdowns

• Provided an opportunity to train employers how to handle a problem the next time

3-70 Copyright © [2014] Pearson Education

Page 71: Mondy hrm13 inppt03.ppt

Executive Order

• Directive issued by the President of the U.S.

• Has the force and effect of a law enacted by Congress

• Applies to federal agencies and federal contractors

3-71 Copyright © [2014] Pearson Education

Page 72: Mondy hrm13 inppt03.ppt

Affirmative Action• President Harry S. Truman officially ended

racial segregation in all branches of the military by issuing Executive Order 9981 in 1948

• Officially, affirmative action began in 1965 when President Lyndon B. Johnson signed EO 11246

• Prohibits discrimination in employment because of race, creed, color, or national origin

3-72 Copyright © [2014] Pearson Education

Page 73: Mondy hrm13 inppt03.ppt

Executive Order 11246

• Providing equal opportunity in federal employment

• Prohibits discrimination in employment because of race, creed, color, or national origin

• Positive, continuing program in each executive department and agency

3-73 Copyright © [2014] Pearson Education

Page 74: Mondy hrm13 inppt03.ppt

Executive Order 11375

In 1968, changed word “creed” to “religion” and added sex discrimination

3-74 Copyright © [2014] Pearson Education

Page 75: Mondy hrm13 inppt03.ppt

Affirmative Action Programs

Approach developed by organizations with government contracts to demonstrate that workers are employed in proportion to their representation in firm's relevant labor market

3-75 Copyright © [2014] Pearson Education

Page 76: Mondy hrm13 inppt03.ppt

Degree of Control OFCCP Will Impose

• Contractors with $10,000–$50,000 contracts are governed by equal opportunity clause.

• If contractor (1) has 50 or more employees, or (2) has contracts of $50,000 or more, it must develop written affirmative action program and file annual EEO-1 report.

• When contracts exceed $1 million: – All previously stated requirements must be met. – OFCCP is authorized to conduct pre-award

compliance reviews.

3-76 Copyright © [2014] Pearson Education

Page 77: Mondy hrm13 inppt03.ppt

What Is Included in an AAP?

• Develop a policy statement• Analyze deficiencies in utilization of minority

groups and women • Conduct a utilization analysis • Analyze of all major job groups • Underutilization: Having fewer minorities or

women in particular job group than would reasonably be expected by their availability

3-77 Copyright © [2014] Pearson Education

Page 78: Mondy hrm13 inppt03.ppt

Underutilization Example

• If utilization analysis shows availability of blacks for certain job group is 30%, organization should have at least 30% black employment in that group

• If actual employment is less than 30%, underutilization exists, and firm should set a goal of 30% black employment for that job group

3-78 Copyright © [2014] Pearson Education

Page 79: Mondy hrm13 inppt03.ppt

Primary Focus

• Goals and timetables

• Annual and ultimate

• Annual goal: Move toward elimination of underutilization

• Ultimate goal: Correct all underutilization

• Should not establish inflexible quotas that must be met

3-79 Copyright © [2014] Pearson Education

Page 80: Mondy hrm13 inppt03.ppt

HR Laws and Executive Orders Affecting Small Businesses

• Small business managers usually do not have HR resources available that large organizations do

• All but very small businesses fall under coverage of federal and local laws and presidential executive orders

3-80 Copyright © [2014] Pearson Education

Page 81: Mondy hrm13 inppt03.ppt

A Global Prospectus: Global Sexual Harassment

• Behaviors that violate U.S. cultural norms may not be perceived as a problem in another culture

• Level of enforcement varies considerably from country to country

3-81 Copyright © [2014] Pearson Education

Page 82: Mondy hrm13 inppt03.ppt