Week 5

It is often recommended that managers be evaluated and rewarded in significant part on the basis of their commitment to diversity. Is this a good idea? Can commitment to diversity be measured apart from numbers of women or people of color hired and promoted?

In my personal opinion I do agree that managers be evaluated and rewarded in significant part on the basis of their commitment to diversity. This is a great idea because employee and employers must learn how to work with others who are different than them. Whether it is age, gender, ethnicity or culturally. Every organization should encourage and promote diversity around the workforce. Have a diverse population will decrease employee turnover rates. In addition, it will encourage people to bring forth new ideas that will help with the success of their company. I believe that the commitment to diversity can be measured. It is up to the organization on how they choose to hire their employee with a different background. In addition, outside partners with companies can determine if a company is diverse or not because they may work close with a particular organization as it related to business relationships, such as meeting, joint events. or outreach for the companies.

What should an employer do if an investigation of a sexual harassment complaint produces inconclusive results? Under what circumstances is termination of a harasser the appropriate remedy?

If an employer conducts an investigation of a sexual harassment complaint produces inconclusive results should handle this as a sensitive matter by allowing each person to tell their side of the story separately. This will allow management to decide what facts deemed to be true of false. To prevent this type of behavior organization should conduct a annual meeting providing training on sexual harassment in the workforce. In addition, management should encourage employees to come and discuss this event if it is occurring by having an open door policy where they...