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Question Description

As the new manager of human resources, you are preparing the next section of the diversity training manual, which focuses on making supervisors more aware and sensitive to religious discrimination issues.

This section of the training manual should include the following information:

  • Give an explanation of the Civil Rights Act, Title VII 1964 legislation, dealing specifically with the meaning of reasonable accommodation for religious practices.
    • Click here to read the Civil Rights, Title VII 1964 legislation.
  • For each of the 3 religious groups listed, describe and explain the following:
    • Include at least 2 religious practices that could easily be accommodated by management without any hardship for the company.
    • Include at least 2 practices that would be difficult to accommodate.

The 3 religious groups you will be examining are as follows:

  • Orthodox Jewish
  • Hindu
  • The Church of Jesus Christ of Latter-Day Saints

Part V:
As the human resources manager, you are now ready to complete your diversity training manual to be used for training and sensitizing your employees on diversity issues. This final section will cover actual legislation. You would like your employees to not only be aware of issues dealing with discrimination that may not be addressed in legislation (the moral component) but to be knowledgeable of the seriousness of the discriminatory practices that have been made into law.

Affirmative Action is one of the most contentious issues; its intent and the discriminatory result of applying it in practice has become a major issue in today's workforce.

Using this Web site (or any others you find), write a paper of 4-6 pages that will summarize the following points and become part of the training manual:

  • What is Affirmative Action?
  • What was the initial intent of Affirmative-Action legislation?
  • What did the landmark Bakke v. Regents case conclude? Click here to read the case.
  • What was the basis for the conclusion?
  • What are the positive and negative results of Affirmative Action legislation?
  • In your evaluation, is Affirmative Action legislation is still appropriate?

Tutor Answer

CristinaP
School: Purdue University

Attached.

Running Head: Diversity Training Manual

1

DIVERSITY TRAINING MANUAL
Name
Tutors’ name
Institution
Date

Diversity Training Manual

2

Reasonable Accommodation for Religious Practices
The VII of the Civil Right Act of 1964 is an act that regulates on how employers treat their
employees in regard to some social beliefs and conformities. The act prohibits employers with at
least 15 employees from discriminating anyone in regard to employment on the basis of national
origin, religion, race, color, and sex. The act also prohibits a retaliatory act that an employer
might instigate against an employee if they complain against discrimination leveled to them or if
an employee takes part in an investigation conducted by the U.S. Equal Employment
Opportunity Commission (EEOC). The EEOC is the body charged with the responsibility of
enforcing all federal regulations which forbid discrimination towards a job seeker or an
employee based on the factors stated above. In regard to religion, the act prohibits different
treatment for job applicants or employees because of their religious affiliation, beliefs, and
practices. This different treatment is in regard but not limited to punishing, appointment,
promotion, assignment, recruitment, and remunerations. The act also prohibits against exposing
employees to aggravation or harassment for their spiritual beliefs or practices or those of their
close associates such as friends and relatives. The act also prohibits employers from denying
their employees a reasonable request to accommodate their religious practices and beliefs
especially if the accommodation does not impose a burden or cost to the business or does not
interfere with its activities. The act also bans employers from revenging against employees
engages in the activity of protecting these right by filing charges with EEOC or by reporting this
discrimination to higher authorities.
The act, however, exempts religious organizations and institutions from some religious
discrimination. The act permits religious organization or institutions to employ individuals who

Diversity Training Manual

3

share their religion. The act, however, bars these organizations from discriminating on the basis
of race, color, a nation of origin, sex, age, or disability.
Religious Activities Which Can Be Easily Accommodated and Activities That Could Be
Hard To Accommodate

Orthodox Jewish
As provide by the act, employers should accommodate religious activities that do not interfere
with the running of the business. As far as the Orthodox Jewish, are concerned, the employer can
easily accommodate their request on providing a facility for them to offer prayers. The
employers would also find it easy to allow the Orthodox Jewish style of grooming by allowing
them to keep their long beards. The employer would alternatively find it hard to allow the
Orthodox Jews conduct proselytizing.

Hindu
An employer would find it easy accommodating the Hindu prayer scheduling by providing
breaks for them to attend prayers as stipulated by their religion. It would also be easy to
accommodate their request to pray within the job facility. It would be however hard to
accommodate their preferred clothing if it puts their security or predisposes them to risks at the
workplace. The employer would find it hard to accommodate their choice of meals. The costs of
providing alternative meals that are stipulated by the religion implicate the employer to more
costs.

Diversity Training Manual

4

The Church of Jesus Christ of Latter-day Saints
An employer would find it easy to accommodate requests to offer prayers within the workplace
facility within their free time which is three times a day. The employer would also find it easy to
accommodate scheduling changes for the believers to attend temple services. The employers
would find it hard to accommodate the members to attend the two-year proselytizing program.
The employer would also find it hard to accommodate their request for a diet free of coffee and
tea as this would come at an extra cost to the business.

Diversity Training Manual

5
Part V - Affirmative Action

Affirmative action is the act of putting up measures to ensure the end of discrimination
and end its effects. This is done in form of government policies, guidelines, and laws which
outlaw discrimination and accord equal or special opportunities to originally discriminated
minorities and women. These include government-sanctioned and private sponsored programs
which advocate for admission to education and employment for women and other minorities who
have been historically sidelined. The sole purpose of affirmative actions is to rectify the ills
related to past and current discrimination. As related to access to higher education, affirmative
actions are geared towards enactment of admission policies that provide equal access to
education for groups traditionally underrepresented.
The affirmative movement began in 1960â€...

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Anonymous
awesome work thanks

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