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Human Resources


12 of the readings). The challenge is to address these diverse methods and mentalities within the workplace. By identifying and perhaps adjusting as needed the organization will be able to attain their goals in a more efficient manner. Rohan Squirchuk, Managing Director of the employer-funded Council of Equal Employment Opportunity suggests that "people need their personal needs met and contribute to organizations through the special qualities they bring." By developing a fair workplace Hr will be promoting EEO. The development requires HR managers to review their current resources and decide how to tap into unique skills of e!.
             mployees whether it is a language skill or cultural background that may offer the organization the competitive edge.
             Researching and the nurturing of the diversity will allow HR managers to capitalize on such strengths. Flexibility by employees and employers are key to managing these strengths with the workplace. HR mangers must customize the environment and related policies within the organization in order to be effective.
             Such diversity ranges from age, nationality, gender, disability and other groupings. Such diverse characteristics can be used positively within organizations. HR must be able to impose standards and procedures to customize this diversity and the challenge of setting up an organization taking its diversity into account can become a benefit to the organization.
             Affirmative action is designed to assist in the flow of diversity and perhaps speed up the quality of opportunity for some of the above-mentioned types of diversity. Affirmative action is suppose to represent those groups of diversity such as women as a minority group and ensure legislation and programs with organizations are positively utilized and benefit the situation at hand. However as presented in the readings affirmative action is not always welcome in the purpose that it is suppose to benefit.


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