diversity training manual, writing homework help

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Question Description

6 to 7 pages

Diversity Training Manual: Part IV

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?


Ball, H. (2000). The Bakke case. Lawrence, KS: University Press of Kansas. Retrieved from http://lilt.ilstu.edu/gmklass/pos334/archive/ball.htm

Civil Rights Act, 42 U.S.C. § 2000e (1964). Retrieved from http://finduslaw.com/civil-rights-act-1964-cra-title-vii-equal-employment-opportunities-42-us-code-chapter-21

University of California Regents v. Bakke, 438 U.S. 265 (1978). Retrieved from the FindLaw Web site: http://caselaw.lp.findlaw.com/cgi-bin/getcase.pl?court=US&vol=438&invol=265

Submitting your assignment in APA format means, at a minimum, you will need the following:

  1. TITLE PAGE. Remember the Running head: AND TITLE IN ALL CAPITALS
  2. ABSTRACT. A summary of your paper…not an introduction. Begin writing in third person voice.
  3. BODY. The body of your paper begins on the page following the title page and abstract page and must be double-spaced (be careful not to triple- or quadruple-space between paragraphs). The type face should be 12-pt. Times Roman or 12-pt. Courier in regular black type. Do not use color, bold type, or italics except as required for APA level headings and references. The deliverable length of the body of your paper for this assignment is 4-6 pages. In-body academic citations to support your decisions and analysis are required. A variety of academic sources is encouraged.
  4. REFERENCE PAGE. References that align with your in-body academic sources are listed on the final page of your paper. The references must be in APA format using appropriate spacing, hang indention, italics, and upper and lower case usage as appropriate for the type of resource used. Remember, the Reference Page is not a bibliography but a further listing of the abbreviated in-body citations used in the paper. Every referenced item must have a corresponding in-body citation. 

Tutor Answer

School: Cornell University



Diversity Training Manual
Institution Affiliation



Part IV

Discrimination and prejudice have been on the rise over the years. Discrimination has
been on the basis of sex, race gender and religion among others. Discrimination is the enemy of
progress and this is why legislations have been put in place to curb discrimination. The Civil
Rights Act is one of the most famous legislations that were implemented to curb discrimination.
Discrimination in various places of work is the most rampant form of discrimination. The civil
rights act was specifically implemented to curb discrimination among employees. This paper
seeks to talk about the various forms of discrimination and how various legislations have helped
in curbing discrimination. The effectiveness of some statutory provisions has also been in
question and this paper also seeks to address whether various provisions have been effective or
not. For a long time, affirmative action has also been used as a way of protecting employees
against discrimination. Over the years, affirmative action has been misinterpreted to mean
different things. This paper looks into the actual intention of affirmative action in curbing
discrimination. The positive, as well as the negative effects of affirmative action, have also been
looked into with the aim of establishing whether affirmative action legislation has been effective.
Explanation of the Civil Rights Act
As stated earlier, the Civil Rights Act was implemented to protect persons from being
discriminated against on various grounds including their sex, their nationality, and their beliefs.
The Civil Rights Act Title VII is, however, more specific on the issue of discrimination and
states that it is the constitutional right of every citizen to get employment from any labor
organization irrespective of their gender or religious affiliation. The statute goes ahead to state



that employers must be in a position to reasonably accommodate employees regardless of their
religious practices. The term reasonable accommodation may be interpreted to mean several
things. According to the Ball (2000), however, the term reasonable accommodation means that
only on extreme circumstances can an employer fail to hire an employee or even dismiss an
employee on the basis of their beliefs and their religious practices.
Reasonable accommodation may also be interpreted to mean circumstances that can be
allowed by the law. Any form of discrimination on the basis of religion would otherwise be
uncalled for and unreasonable. Reasonable accommodation also means understanding that
different people have different religious beliefs ...

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Tutor went the extra mile to help me with this essay. Citations were a bit shaky but I appreciated how well he handled APA styles and how ok he was to change them even though I didnt specify. Got a B+ which is believable and acceptable.

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