By Michele A. Paludi, Eros R. DeSouza, Carmen A. Paludi Jr.
Regardless of instructions for investigating court cases of discrimination and setting up preventative measures, statistics point out that employers will not be safely enforcing antidiscrimination legislation of their corporations. The Praeger instruction manual on realizing and fighting place of work Discrimination was once written to supply businesses with the required toolkits to avoid all kinds of discrimination within the workplace—and to house them if and after they occur.This two-volume guide deals employers a complete method of knowing, fighting, and working with antagonistic paintings environments via an built-in version that encompasses criminal tasks, administration theories and perform, and social technology learn. quantity one presents an summary of office discrimination via an exam of federally secure different types, reminiscent of age, incapacity, equivalent reimbursement, nationwide starting place, being pregnant, race/color, faith, intercourse, and sexual harassment. quantity deals innovations on the topic of "reasonable care" by way of fighting office discrimination via guidelines, approaches, and coaching courses.
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Additional resources for Praeger Handbook on Understanding and Preventing Workplace Discrimination Two Volumes 2 volumes
This desired flexibility often includes employing and sustaining individuals who can maintain a flexible work schedule and adapt to ever-changing challenges, tasks, and job requirements. Because of this, all workers must meet the new challenges of the changing workforce. Increasing globalization and changes in demography are influencing workplace organization in general; this is leading employers to change the way they do business. Employers are seeking greater productivity for lower compensation from workers, outsourcing jobs, and offering reduced benefits all in attempt to reduce costs.
DeBoer commented that ‘‘this issue is so important to patients, because they often regard returning to work as indicative of complete recovery’’ (Rabin, 2009, p. 2). , 2008; Minton-Eversole, 2007). Hunt and Hunt (2004) state that it is easier to implement structural changes (for example, replacing stairs with ramps and making bathrooms accessible) than to change people’s attitudes toward individuals with disabilities. This inability to change attitudes is due to widespread stigma, which is defined as the application of a negative trait to a group or individual (Scheid, 2005).
The organization should post all relevant antidiscrimination laws and policies in areas that are accessible by all. Antidiscrimination and harassment policies should include definitions of harassment (and examples of its many forms), remedies, reporting procedures, consequences for perpetrators, a description of the grievance process, and a nonretaliation statement for those who come forward to report either first- or second-hand accounts of discrimination. An ombudsman should be appointed to deal with grievances; this person should be accessible to all personnel and be provided with trainings as needed.
Praeger Handbook on Understanding and Preventing Workplace Discrimination Two Volumes 2 volumes by Michele A. Paludi, Eros R. DeSouza, Carmen A. Paludi Jr.