Mitigating Legal Issues
Human resource management seeks to recruit the employees, who will contribute to company’s aims and objectives. The major focus of recruiting should be the skills and professional experience of the candidate, on the basis of which final decision should be made. Discriminatory practices of the company might prevent it from employing talented and loyal workers, from whom the company would benefit, because the judgment of the HR-manager was carried out not based on the HR-score, but motivated by racial, gender, ethnic, and the variety of other superstitions. Even though currently Human Resource Management strives for equality, rather little research has been conducted on the ways the company can embrace and benefit from diversity (Shen, Chanda, D’Netto and Monga, 2009). Therefore, the following paper contributes to the scholarly literature on the topic as well as provides the roadmap that might help the Calmin Staffing Group create the diversity policies that would mitigate discrimination at the workplace and, thus, positively affect the efficacy of job performance.
Diversity Policy
Since the Calmin Staffing Group focuses on providing the HRM services to the bigger companies, it is critical to developing the company’s operating strategy the way it adds value to diversity and looks for the best and most suitable candidates regardless of their ethnic, racial or gender affiliation. The possible difficulty that might arise in the implementation of the diversity policies is that the company devoted to the respect of diversity at the workplace cannot guarantee that the businesses it cooperates with would adopt the same strategy. Therefore, the Calmin Staffing Group has to make sure that its partners understand and share the same values of equity and equality, which has to be reported on the top-management level.
To start with, diversity policy should base on, but not be limited to, the legislature regulating the issue at a workplace. Thus, Calmin Staffing Group in its recruiting decisions needs to be guided by equal employment opportunity (EEO) and affirmative action (AA) legislation (Shen et al., 2009). Equal employment opportunity forbids discrimination against specific groups at the workplace (Otaye-Ebede, Priola and Yerby, 2013).The legislature, however, should be used as the basic framework, whereas the company should strive to improve the efficacy of its functioning through increasing diversity.
In its diversity policy, the Calmin Staffing Group has to recognize the value of the difference and treat any candidate or future employee as equal. The company has to praise multilingualism and multiculturalism, not looking for solely English speakers, unless the job requirements state and reason it. The company will promote elimination of any type of cultural barriers and stereotypes, which will concern all the levels of its operation.
The company will provide the diversity training for its employees, which, however, can also be offered to the employees of partner companies so that to ensure that the recruited individual will not be discriminated at any stage of his employment and onboarding. The main aim of the diversity training is to raise the awareness of the society about the importance …
