Business Management -> Human resource management: changes in HRM Resulting from Changes in Attitudes, Technology and Legislation
Legislation and discrimination
Diversity and Equal Employment Opportunities legislation is designed to protect the rights of employees and to ensure that they are not discriminated against by management or by fellow employees.
- Sexual preference
- Marital status
- Political affiliation
The discrimination may take the form of:
- sexual harassment
- employment preference
- denial of training and transfer
- lower benefits than similar employees
In relation to occupational health and safety, management must ensure that the policies and procedures that the organisation implements focus on:
- securing the health, safety and welfare of the employees
- protecting the employees against risks to health and safety
- assisting to secure a safe and healthy environment
- eliminating risks to employees in the workplace
- providing for the involvement of employees and employers in the development and implementation of OH and S standards for the workplace.
Management of organisations must develop and implement policies and procedures to ensure that the diversity within the workforce generally and the specific employee base of the organisation is recognised and treated justly and fairly.
Affirmative action policies and practices may also need to be altered by management. The policies in this area are aimed at providing proactive means to ensure that women are not discriminated against in that workplace and that they are provided with equal opportunities in relation to recruitment, selection, training, promotion, remuneration and terms of dismissal or termination of employment.
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