PAD 530 Public Personnel Management

Laws affecting the agency

There are different legislations used to prohibit any form of discrimination at the workplace. Civil rights act 1964 title VII is one of the legislations in USA which prohibits discrimination during employment on basis of race, religion, color, sex or national origin. Another legislation that is seeking to eliminate discrimination is the Age Discrimination in Employment Act of 1967 which is seeking to protect certain applicants as well as employees who are above 40 years old from being discriminated during hiring, getting promotions at workplace, getting privileges at work on the basis of their age that they are old to enjoy such privileges. Lastly, the Americans with Disabilities Act (ADA) of 1990 is also a law enacted to protect and ensure that people with disability gets a chance to be employed without being discriminated that they are disabled hence cannot work competitively.

Personnel recruitment and hiring practices

Issues of diversity have become part and parcel of modern society whereby as an agency, we are required to adhere to rules and regulation pertaining to development of the society. As an agency that is working in close conjunction with government agency, we are mandated to work in conjunction with rules and regulations that are set by government agencies and in particular, we are supposed to ensure that in the recruitment stage, everybody is given an equal opportunity to contest for work having adhered to prescribed rules and regulations on recruitment.

In order to ensure that we promote diversity, we have a recruitment system that we are using to conduct recruitment of employees. The system allows potential job applicants to fill in their details and upload their credentials for the respective jobs that have been advertised. The use of this website provides an opportunity through which the agency can link up and hire employees based on merit. In addition, the applications received are sorted out automatically and shortlisting is done by the system rather than manual process which can be create biasness in selecting who qualifies to be shortlisted for interviewing. The agency has a diverse workgroup who are working in the interview panel which is made up of women, men and people with disability to ensure that whenever candidates present themselves to be interviewed, they can gain confidence upon seeing that the hiring team is all inclusive.

The only weakness that the agency has so far is that the top leadership has not yet managed to promote inclusivity by having an equal and balanced management where both gender is equally presented in the panel. This require more efforts and goodwill to achieve a two-third gender rule in top management composition.

Ethics and diversity training.

Diversity at workplace cannot be achieved at a once in a while initiative rather, it requires continuous development efforts to be able to achieve provision and adherence to diversity at the workplace. This implies that for diversity to be achieved, more efforts should be placed and reviews be made periodically to ascertain on whether the program is in due course or there is a challenge with regards to how the project is being executed.

The company is working on diversity program whereby we have been able to create a culture of inclusion in which the company has been able to communicate the core values to employees. In the same juncture, the agency is committed towards implementing a consistent and ongoing training whereby employees are trained periodically on the need to work in harmony with one another and embrace diversity in their operations. Offering employees training on importance of diversity will act as a way through which these employees will start to embrace one another regardless of their differences and in the process, the company will be operating in unity with all employees working together as a group.

Diversity cannot be achieved if departmental heads are not also working together to support diversity and it’s as a result of this need that the agency is engaged in training team managers on importance of embracing diversity and inclusivity by being sensitized to avoid discriminating employees and at the same time, offer all employees equal opportunities without burdening a segment of these employees with work while leaving the other employees with less work (Lacerenza et al. 2018). The trainings are helping to foster friendship and embrace diversity between employees and their departmental heads an attribute that has enhanced performance of the agency and avoided disputes with regards to issues of discrimination. The only weakness existing is that there are no set standards that we are comparing ourselves with as we are only working within our minimal efforts. More needs to be done in terms of benchmarking to be able to achieve desired objectives of diversity and inclusivity.

Recommendations for Recruiting and Training a Diversified Workforce

To ensure that objectives of diversity are achieved, there is need for an organization to consider recruiting over a large geographical area. This is one way in which talents can be discovered and be nurtured instead of narrowing down recruitment to a small geographical region where talents cannot be adequately sourced. In the quest to recruit from a large geographical region, the agency should bear in mind that diversity is not only about race but also it encompasses all forms of disadvantages that can make an organization to lose an opportunity to work with competent employees whose talent would not have been identified if the company was to source within a narrow geographical region (Lokko et al. 2016).

On the other hand, Shaw (2013) claimed that diversity training and retention can be achieved if the company will consider fostering diversity in all management levels and not just in the hiring process. This should translate with periodic training sessions on diversity that should be provided to all employees as a way of motivating them and making the company to have a competent labor force that acknowledge diversity and is willing to work together as a team without looking down upon other employees. Thus, diversity training is the only sure way through which the company can be able to uphold high moral integrity and make the workforce to embrace and respect one another (Tamunomiebi and Ehior 2019).

Reference

Lacerenza, C.N., Marlow, S.L., Tannenbaum, S.I. and Salas, E., 2018. Team development  interventions: Evidence-based approaches for improving teamwork. American psychologist, 73(4), p.517.

Lokko, H. N., Chen, J. A., Parekh, R. I., & Stern, T. A. (2016). Racial and ethnic diversity in the US psychiatric workforce: a perspective and recommendations. Academic Psychiatry, 40(6), 898-904.

Shaw, L. (2013). Diversify: Reflections and Recommendations. Museums Association.

Tamunomiebi, M.D. and Ehior, I.E., 2019. Diversity and ethical issues in the organizations. International Journal of Academic Research in Business and Social Sciences, 9(2), pp.839-864.

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