Affirmative Action, Racial and Religious Discrimination, and Religious Accommodations

This section describes our approach to affirmative action, race, religious discrimination, and religious accommodations in the workplace. We understand and appreciate the need to establish a diverse and equal work environment for all workers. Our policies are formed to develop clear guidelines and practices that support underprivileged groups and foster a culture of respect and understanding.

Reaching out to Underrepresented Groups

            Our business strategy for connecting with underrepresented groups includes affiliating with diverse job sites and local organizations. To increase workforce diversity, we shall allow targeted recruitment programs for various categories of people. We will also promote equality by having fair hiring and recruitment policies and sensitizing our target market.

Recruiting Groups not Attempted to Recruit in the Past

            Recruitment for our business will expand recruitment efforts to previously untapped groups by participating in diversity career fairs. We will also engage and use social media in other campaigns to reach a broader audience. Furthermore, we will work with advocacy agencies to connect potential candidates from these newly targeted groups.

Traditionally Excluded Groups

At our firm, we will establish sponsorship that involves pairing senior workers with new staff from traditionally excluded groups. We shall then offer special management training, with a particular emphasis on leadership skills necessary to improve their fortunes and enable them to move to the next level of management. Additionally, we will offer continuous development workshops to foster skills and ensure equitable opportunities.

Underrepresented Groups

Our business plans to collaborate with local organizations and educational institutions that serve underrepresented communities to promote job openings and internships. To source its talent from all diverse demographics, the company will post its recruitment opportunities at job and diversity-oriented fairs (Rosales et al., 2022). Also, to ensure that people from different racial, ethnic, or religious backgrounds apply, our recruitment advertising will consider this.

Training and the Training Frequency on Racial Discrimination

Our organization will provide mandatory training sections on racial discrimination for all its employees aimed at awareness, prevention, and proper response to discrimination. Training will be conducted annually, with refresher training provided semi-annually. Besides, group activities in the form of workshops and discussions of case scenarios will be used in the training.

Discrimination Based on Race or Color

Our organization does not tolerate discrimination based on race or colour in employment activities such as hiring, training, promoting, remunerating, or discharging employees. Workers must respect other employees, customers, and business partners, and employers must forbid discrimination and harassment in the workplace (Afsharian et al., 2021). Any policy violation will lead to corrective action up to and including termination.

Training and the Training Frequency on Religious Discrimination

To ensure that our employees understand religious discrimination, we will make it mandatory for everyone entering the company to undergo religious discrimination training once again a year following this exercise. During this training, the participants will be introduced to religious discrimination, types of improper behavior, and the need for religious diversity in the workplace. Moreover, to maintain awareness and dedication to compliance with religious discrimination policies, we will provide further courses or workshops that will be conducted throughout the year.

Affirmative Action

Affirmative action training will be required for all our workforce, conducted during onboarding and reinforced with annual refresher courses. This training will educate the staff about affirmative action, diversity and inclusion, and equal opportunity for disadvantaged groups in the workplace. Further, commitment for our employees to participate will require necessary resources and follow-up training for affirmative action in our firm.

Workplace Policies and Practices Related to Diversity

In our organization, diversity means that all workplace policies and practices aim to offer dignity, respect, and acceptance of diverse individuals’ needs. Therefore, we use different recruitment methods focusing on employee demographics and solicit feedback on many employment-related issues from various employee groups. Further, we also survey, monitor, or audit our workplace culture and policies to look for ways to foster equity and value diversity.

Inappropriate or Exclusionary Workplace Behaviors Involving Racial Discrimination

Inappropriate or exclusionary workplace behaviors, such as racial slurs, jokes, or discriminatory comments, will not be tolerated and may result in disciplinary action. An employee is supposed to be able to report any case of racial discrimination, and the management will investigate the matter thoroughly (Back & Piekkari, 2024). Based on the type and level of the behavior exhibited, treatment measures may vary from having to undergo a training program to dismissal from the company.

Placement Goals Involving Diversity and Inclusion

Our company aims to achieve specific placement objectives that foster diversity and inclusion within our workforce. Our employment plans include creating particular objectives for the inclusion of underrepresented minorities through equal employment opportunity procedures in all organizational positions. In addition, we will always monitor our performance and make improvements accordingly regarding diversity and inclusion in the workplace.

Holidays or Activities Encouraging Diversity and Inclusion

Recognition of diverse holidays and cultural occasions will unite our company’s workforce. We will organize events and learning sessions to increase cultural sensitivity and awareness. These activities will be available for all employees and will be a business case for employee participation.

Philanthropy Goals and Contractor Diversity Goals

Philanthropy goals should include guaranteeing that more than 10 percent of our yearly budget goes towards benefiting the diverse and inclusive organizations in the community. We are also keen on the diversity of the contractors, so 25% of our contracts must be for minorities, women, or other underrepresented groups. These initiatives remain as being activities that continue to speak for what we stand regarding the aspect of social corporate responsibility and equal opportunities.

Religious Accommodation Policy Discussing Undue Hardship

Religious accommodation policy of our company holds it right to pay attention to religious issues of the employees during business operations. Every effort should be made that does not cause undue hardship to the company, defined as significant difficulty or expense in relation to the size, resources, and nature of our business. The strategy helps to defend employees’ rights while boosting productivity in the workplace.

Supervisors Responding to Requests for Religious Accommodation

Supervisors shall be trained to immediately and courteously address employers’ requests for religious reasons. They must read the request carefully, check any policies that might be connected to it, and talk to the employee to find a suitable solution together. When dealing with the request and the response, keeping records of the request and the response will be essential to ensure compliance.

Employees Requesting Religious Accommodation

Employees seeking religious accommodation should write an application to their managers or the Human Resources department. The request should also provide information about the particular accommodation required and the spiritual observance. The company will evaluate the request and respond as soon as feasible, ensuring confidentiality and respect.

Accommodation of Religious Holidays

Employees wishing to observe religious holidays must notify their supervisors to facilitate scheduling. They will endeavor to fulfil requests for customizable time for spiritual purposes while respecting operational requirements. Our company’s policies allow employees to have religious leave and do not discriminate against them for doing so.

Employee Reasonable Accommodation Policy and Procedure

Employee reasonable accommodation policy guarantees that people with disabilities and religious preferences receive all the assistance needed to meet their working requirements. In this case, the employees’ access to accommodations may be initiated by the supervisor or HR stating their requirements and evidence. The company will also consider the different requests individually and based on the efficiency of implementing them and the effects they will have on the organization.

Conclusion

In conclusion, our Affirmative Action and policies against racism and religious discrimination support diversification throughout the organization. Through targeted recruitment and selection, extensively worked training policies and affirmative accommodation, we are interested in providing equal opportunities for every employee at the workplace. In doing so, we not only comply with the legal requirements but also create a diverse and inclusive organizational climate.

References

Afsharian, A., Dollard, M., Miller, E., Puvimanasinghe, T., Esterman, A., De Anstiss, H., & Ziaian, T. (2021). Refugees at Work: The Preventative Role of Psychosocial Safety Climate against Workplace Harassment, Discrimination and Psychological Distress. International Journal of Environmental Research and Public Health, 18(20), 10696. https://doi.org/10.3390/ijerph182010696

Back, H., & Piekkari, R. (2024). Language-based discrimination in multilingual organizations: A comparative study of migrant professionals’ experiences across physical and virtual spaces. Journal of World Business, 59(3), 101518–101518. https://doi.org/10.1016/j.jwb.2024.101518

Rosales, R., León, I. A., & Fuentes, A. L. L. (2022). Recommendations for Recruitment and Retention of a Diverse Workforce: A Report from the Field. Behavior Analysis in Practice, 16(1), 1–16. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9524305/

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Assignment Details

In Part 1 of the Personnel Policies and Procedures Manual, you completed the Separation of Employment and Noncompete Policies about the process and procedures for employees’ separation from the company and a description of the instances where employees would be subject to noncompete agreements.

In Part 2 of the Personnel Policies and Procedures Manual, you completed the Recruitment Policy, where you proposed rules and procedures for the recruitment of employees and so forth.

In Part 3 of the Personnel Policies and Procedures Manual, your team will be working on the policies regarding affirmative action, racial and religious discrimination, and religious accommodations. You are in the process of creating an Affirmative Action Plan and Religious Accommodation and Racial and Religious Discrimination Policy for your employees.

Your Affirmative Action Plan and Religious Accommodation and Racial and Religious Discrimination Policy must include the following:

• A description of how your business plans to reach out to underrepresented groups
• A description of how your business plans on recruiting groups that it has not attempted to recruit in the past
• A description of mentoring, management training, and developing traditionally excluded groups
• Plans of your business to recruit underrepresented groups to work for your business
• A description of training and the training frequency that you will provide to staff on racial discrimination
• Rules prohibiting discrimination based on race or color
• A description of training and the training frequency that your company will provide to staff on religious discrimination
• Training provided to staff regarding affirmative action
• A description of workplace policies and practices related to diversity
• Inappropriate or exclusionary workplace behaviors toward each other and disciplinary procedure for behavior involving racial discrimination
• Placement goals involving diversity and inclusion
• Holidays or activities encouraging diversity and inclusion
• Philanthropy goals and contractor diversity goals
• Religious accommodation policy discussing undue hardship
• Procedure for supervisors responding to employee requests for religious accommodation
• Procedure for employees requesting religious accommodation
• Guidelines for accommodation of religious holidays
• Employee reasonable accommodation policy and procedure

Deliverable Requirements

Your Affirmative Action Plan and Religious Accommodation and Racial and Religious Discrimination Policy must be at least 5 pages in length. Be sure to cite sources using APA properly; include references and in-text citations. The title and reference pages do not count as part of the 5 pages.

Submitting your assignment in APA format means, at a minimum, you will need the following:

• Title page: Remember the running head. The title should be in all capitals.
• Length: 5 pages minimum
• Body: This begins on the page following the title page and must be double-spaced (be careful not to triple- or quadruple-space between paragraphs). The typeface should be 12-pt. Times Roman or 12-pt. Courier in regular black type. Do not use color, bold type, or italics, except as required for APA-level headings and references. The deliverable length of the body of your paper for this assignment is 5 pages. In-body academic citations to support your decisions and analysis are required. A variety of academic sources is encouraged.
• Reference page: References that align with your in-body academic sources are listed on the final page of your paper. The references must be in APA format using appropriate spacing, hanging indent, italics, and uppercase and lowercase usage as appropriate for the type of resource used. Remember, the Reference page is not a bibliography but a further listing of the abbreviated in-body citations used in the paper. Every referenced item must have a corresponding in-body citation.

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