Chapter 3 Managing Diversity and Regulatory Challenges PDF

Chapter 3 Managing Diversity and Regulatory Challenges © Cengage 2022, only to be used with Wärnich et al, Human Resource Management in South Africa 7/e  Chapter Learning Outcomes Discuss the composition of the South African workforce. Define diversity management, and discuss...

Chapter 3 Managing Diversity and Regulatory Challenges © Cengage 2022, only to be used with Wärnich et al, Human Resource Management in South Africa 7/e  Chapter Learning Outcomes Discuss the composition of the South African workforce. Define diversity management, and discuss why it is important. Distinguish between the concepts of affirmative action and diversity management. Identify the primary principles of the South African Constitution and other related employment legislation regarding discrimination. Explain the responsibility of HR in effectively and proactively dealing with unfair discrimination and sexual harassment in the workplace. © Cengage 2022, only to be used with Wärnich et al, Human Resource Management in South Africa 7/e South Africa’s Diverse Population Population groups Women The age of the workforce South Africans with disabilities Sexual/affectional orientation HIV and AIDS Religion © Cengage 2022, only to be used with Wärnich et al, Human Resource Management in South Africa 7/e South Africans with Disabilities © Cengage 2022, only to be used with Wärnich et al, Human Resource Management in South Africa 7/e  Managing Diversity What is diversity? o Any collective mixture characterised by differences, similarities and related tensions and complexities. Stereotypes and prejudices Assimilation Valuing diversity Diversity programmes Diversity education and awareness training © Cengage 2022, only to be used with Wärnich et al, Human Resource Management in South Africa 7/e Dimensions of Diversity © Cengage 2022, only to be used with Wärnich et al, Human Resource Management in South Africa 7/e Managing Diversity (continued) Problems with diversity training When is diversity training effective? Language sensitivity The multicultural organisation – How can an organisation truly become a multicultural organisation? Step 1: Step 3: Step 1 Unfreez StepMoving 2 2: Step Refreez Step 3 ing ing Unfreezig Moving Refreezing © Cengage 2022, only to be used with Wärnich et al, Human Resource Management in South Africa 7/e  Response to Diversity: Government Legislation The Constitution of the Republic of South Africa (No.108 of 1996) Employment Equity Act (EEA) (No. 55 of 1998) (as amended) Labour Relations Act (LRA) (No. 66 of 1995) Basic Conditions of Employment Act (BCEA) (No. 75 of 1997) (as amended) Broad-Based Black Economic Empowerment (B- BBEE) (No. 53 of 2003) © Cengage 2022, only to be used with Wärnich et al, Human Resource Management in South Africa 7/e  Sexual Harassment Defining sexual harassment: o Any unwanted conduct of a sexual nature that is intended to affect or interfere with a person’s work performance or meant to create an intimidating, hostile, or offensive work environment. Quid pro quo sexual harassment Hostile environment harassment Measuring and researching sexual harassment Different forms of sexual harassment © Cengage 2022, only to be used with Wärnich et al, Human Resource Management in South Africa 7/e Sexual Harassment (Continued) © Cengage 2022, only to be used with Wärnich et al, Human Resource Management in South Africa 7/e  Sexual Harassment (Continued) HR’s responsibility: o Identifying/recognising the characteristics of sexual harassers o Drawing up a good sexual harassment prevention policy o Providing effective sexual harassment training © Cengage 2022, only to be used with Wärnich et al, Human Resource Management in South Africa 7/e  Summary The rapid diversification of the South African workforce is changing the way in which managers succeed in administrating organisations. They must be able to harness the energies, talents and differences of a more diversified workforce. This requires an ability to recognise value and to manage individuals from diverse cultures and perspectives. Diversity education and awareness training and diversity programmes strive to increase employees' recognition of the value of everyone in the workplace. Some programmes, however, have caused problems among certain employees. To achieve diversity, HR managers must: (1) hire a diverse workforce; (2) enforce policies and laws on discrimination; and (3) learn to value and manage employees' differences. © Cengage 2022, only to be used with Wärnich et al, Human Resource Management in South Africa 7/e  Summary Affirmative action programmes by employers seek to determine areas of under-use of women and other disadvantaged group members. Employers need to establish goals and timetables to increase recruitment and selection of women and other groups in underutilised job categories. Government legislation has greatly affected the selection process. Employers must ensure that their recruitment and retention practices are non-discriminatory and that each applicant is given an equal opportunity. Sexual harassment has developed into a complex but critical HR issue. Both quid pro quo and hostile environment forms of harassment are clearly prohibited. Employers should take a holistic and proactive approach to dealing with sexual harassment as well as other forms of harassment and violence in the workplace. © Cengage 2022, only to be used with Wärnich et al, Human Resource Management in South Africa 7/e