ARTICLE

PROBLEMS IN IMPLEMENTING ADEQUATE EQUAL EMPLOYMENT OPPORTUNITY LAWS AND DIVERSITY MANAGEMENT IN ORGANIZATIONS

  1. HOME
  2. ARTICLE

04 Pages : 41-50

http://dx.doi.org/10.31703/ger.2022(VII-IV).04      10.31703/ger.2022(VII-IV).04      Published : Dec 2022

Problems in Implementing Adequate Equal Employment Opportunity Laws and Diversity Management in Organizations

Abstract

    Organizations need to be effective and timely manage diversity. Efficient diversity management within organizations helps them to build a satisfied and happy workforce that feels safe at the workplace. A happy workforce translates into higher revenues through satisfied and loyal customers. Equal Employment Opportunity is a means to achieve effective diversity management within organizations. However, there is a gap in the literature in providing a roadmap for an organization to build a strong employee base. Therefore, this paper examines the literature and tries to identify critical issues in implementing adequate EEO law and diversity management. This paper concludes with recommendations for organizations to implement adequate EEO laws for a better work environment, which results in higher revenue generation, greater brand image, and customer satisfaction.

    Equal Employment Opportunity, Diversity Management, Organizational Performance, Discrimination, Organizational Diversity, Gender Diversity, Gender Bias

    (1) Nisar Ali Tunio
    OGDCL, Tando Alam Oil Complex, Hyderabad, Sindh, Pakistan.
    (2) Aamir Iqbal Umrani
    Department of Business Administration, Madressatul Islam University, Karachi, Sindh, Pakistan.
Fulltext PDF

References

  • Ahmed, M. N., Umrani, A. I., Mahar, F., & Shaikh, S. (2021). The effects of ethical marketing on job satisfaction, organizational commitment and intention to quit of marketers in the fast-food industry. PalArch's Journal of Archaeology of Egypt/Egyptology, 18, 452-465. https://archives.palarch.nl/index.php/jae/article/view/8592
  • Alansaari, O., Yusoff, R., & Ismail, F. (2019). The mediating effect of employee commitment on recruitment process towards organizational performance in UAE organizations. Management Science Letters, 9, 169-182. https://doi.org/10.5267/j.msl.2018.10.007
  • Ali, M., Kulik, C. T., & Metz, I. (2011). The gender diversity–performance relationship in services and manufacturing organizations. The International Journal of Human Resource Management, 22, 1464-1485. https://doi.org/10.1080/09585192.2011.561961
  • Avery, D. R. (2011). Support for diversity in organizations: A theoretical exploration of its origins and offshoots. Organizational Psychology Review, 1, 239-256. https://doi.org/10.1177/204138661140211
  • Badal, S., & Harter, J. K. (2014). Gender diversity, business-unit engagement, and performance. Journal of Leadership & Organizational Studies, 21, 354-365. https://doi.org/10.1177/1548051813504460
  • Birindelli, G., Iannuzzi, A. P., & Savioli, M. (2019). The impact of women leaders on environmental performance: Evidence on gender diversity in banks. Corporate Social Responsibility and Environmental Management, 26, 1485-1499. https://doi.org/10.1002/csr.1762
  • Bishu, S. G., & Headley, A. M. (2020). Equal Employment Opportunity: Women Bureaucrats in Male-Dominated Professions. Public Administration Review, 80, 1063-1074. https://doi.org/10.1111/puar.13178
  • Bohren, J. A., Imas, A., & Rosenberg, M. (2019). The dynamics of discrimination: Theory and evidence. American economic review, 109, 3395-3436. https://doi.org/10.1257/aer.20171829
  • Charlesworth, S., Hall, P., & Probert, B. (2005). Drivers and contexts of equal employment opportunity and diversity action in Australian organizations, Melbourne.
  • Chrobot-Mason, D., & Aramovich, N. P. (2013). The psychological benefits of creating an affirming climate for workplace diversity. Group & Organization Management, 38, 659-689. https://doi.org/10.1177/1059601113509835
  • Colbert, A., Yee, N., & George, G. (2016). The digital workforce and the workplace of the future. Academy of Management Briarcliff Manor, NY.
  • Commission, S. C. S. H. A. (2021). The status of equal employment opportunity in South Carolina state government: annual report to the General Assembly. South Carolina State Documents Depository.
  • Cox, J. R. T. (2001). Creating the multicultural organization: A strategy for capturing the power of diversity, Jossey-Bass.
  • Fassinger, R. E. (2008). Workplace diversity and public policy: Challenges and opportunities for psychology. American Psychologist, 63, 252. https://doi.org/10.1037/0003-066X.63.4.252
  • Goldin, C., Kerr, S. P., Olivetti, C., & Barth, E. (2017). The expanding gender earnings gap: Evidence from the LEHD-2000 Census. American Economic Review, 107, 110-14. https://doi.org/10.1257/aer.p20171065
  • Hermisson, S., Gochyyev, P., & Wilson, M. (2019). Assessing pupils’ attitudes towards religious and worldview diversity–development and validation of a nuanced measurement instrument. British Journal of Religious Education, 41, 371-387. https://doi.org/10.1080/01416200.2018.1556604
  • Herring, C. (2009). Does diversity pay?: Race, gender, and the business case for diversity. American sociological review, 74, 208-224. https://doi.org/10.1177/000312240907400203
  • Irfan A. M., Madzlan, N., Mir A. H. T., & Muhammad R. H. (2016). Influence of factors to shift private transport users to Park-and-Ride service in Putrajaya. Civil, Offshore and Environmental Engineering. CRC Press.
  • Korshunova, T., Martynov, A., Bakken, T., & Picton, B. (2017). External diversity is restrained by internal conservatism: New nudibranch mollusc contributes to the cryptic species problem. Zoologica Scripta, 46, 683-692. https://doi.org/10.1111/zsc.12253
  • Liu, C. (2018). Are women greener? Corporate gender diversity and environmental violations. Journal of Corporate Finance, 52, 118-142. https://doi.org/10.1016/j.jcorpfin.2018.08.004
  • Macey, W. H., Schneider, B., Barbera, K. M., & Young, S. A. (2011). Employee engagement: Tools for analysis, practice, and competitive advantage, John Wiley & Sons.
  • Mcauliffe, C. (2008). Transnationalism within: Internal diversity in the Iranian diaspora. Australian Geographer, 39, 63-80. https://doi.org/10.1080/00049180701877436
  • Mcdonagh, K. J., Bobrowski, P., Hoss, M. A. K., Paris, N. M., & Schulte, M. (2014). The leadership gap: Ensuring effective healthcare leadership requires inclusion of women at the top. Open Journal of Leadership, https://doi.org/10.4236/ojl.2014.32003
  • Memon, I. A. (2018). Mode Choice Modelling to Shift Car Travelers Towards Park and Ride Service in the CBD of Putrajaya and Karachi. Universiti Teknologi PETRONAS.
  • Memon, I. A., Madzlan, N., Talpur, M. A. H., Hakro, M. R., & Chandio, I. A. (2014). A Review on the Factors Influencing the Park-and-Ride Traffic Management Method. Applied Mechanics and Materials, 663-668. https://doi.org/10.4028/www.scientific.net/AMM.567.663
  • Memon, I. A., Napiah, M., Talpur, M. A. H., & Hakro, M. R. (2016). Mode choice modelling method to shift car travelers towards Park and Ride service. ARPN Journal of Engineering and Applied Sciences, 11, 3677-3683. https://doi.org/10.3390/su13105638
  • Memon, I. A., Sahito, N., Kalwar, S., Hwang, J., Napiah, M., & Zaly Shah, M. (2021). Choice Modelling of a Car Traveler towards Park-and-Ride Services in Putrajaya to Create Green Development. Sustainability, 13, 7869. https://doi.org/10.3390/su13147869
  • Memon, I. A., soomro, U., qureshi, S., chandio, I. A., Talpur, M. A. H., & Napiah, M. (2020). Multilayer Perceptron Modelling of Travelers Towards Park- and-Ride Service in Karachi. Springer International Publishing,
  • Messerschmidt, J. W., Messerschmidt, J. W., Messner, M. A., Connell, R., Martin, P. Y., & Martin, P. Y. (2020). Gender reckonings: New social theory and research, New York University Press.
  • Moss, K., Burris, S., Ullman, M., & Johnson, M. (2001). Unfunded mandate: an empirical study of the implementation of the Americans with Disabilities Act by the Equal Employment Opportunity Commission. U. Kan. L. Rev., 50(1). https://ssrn.com/abstract=932059
  • Nielsen, M. W., Alegria, S., Börjeson, L., Etzkowitz, H., Falk-krzesinski, H. J., Joshi, A., Leahey, E., Smith-doerr, L., Woolley, A. W., & Schiebinger, L. (2017). Opinion: Gender diversity leads to better science. Proceedings of the National Academy of Sciences, 114, 1740-1742. https://doi.org/10.1073/pnas.1700616114
  • Nishii, L. H. (2013). The benefits of climate for inclusion for gender-diverse groups. Academy of Management Journal, 56, 1754-1774. https://doi.org/10.5465/amj.2009.0823
  • Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage, McGraw-Hill Education New York, NY.
  • Orazalin, N., & Baydauletov, M. (2020). Corporate social responsibility strategy and corporate environmental and social performance: The moderating role of board gender diversity. Corporate Social Responsibility and Environmental Management, 27, 1664-1676. https://doi.org/10.1002/csr.1915
  • Patrick, H. A., & Kumar, V. R. (2012). Managing workplace diversity: Issues and challenges. Sage Open, 2,
  • Petrick, J. A., & Furr, D. S. (2017). Total quality in managing human resources, Routledge.
  • Polderman, T. J., Kreukels, B. P., Irwig, M. S., Beach, L., Chan, Y.-M., Derks, E. M., Esteva, I., Ehrenfeld, J., Den Heijer, M., & Posthuma, D. (2018). The biological contributions to gender identity and gender diversity: Bringing data to the table. Behavior genetics, 48, 95-108. https://doi.org/10.1007/s10519-018-9889-z
  • Sahito, N., Kalwar, S., Memon, I. A., Mangi, M. Y., & Hussain, A. (2020). Examining rapid land-use variation using multicriteria decision analysis (mcda) method. International Journal, 76. https://doi.org/10.21506/j.ponte.2020.7.7
  • Shen, J., Chanda, A., D'netto, B., & Monga, M. (2009). Managing diversity through human resource management: An international perspective and conceptual framework. The International Journal of Human Resource Management, 20, 235- 251. https://doi.org/10.1080/09585190802670516
  • Shore, L. M., Chung-herrera, B. G., Dean, M. A., Ehrhart, K. H., Jung, D. I., Randel, A. E., & Singh, G. (2009). Diversity in organizations: Where are we now and where are we going? Human resource management review, 19, 117-133. https://doi.org/10.1016/j.hrmr.2008.10.004
  • Stevens, F. G., Plaut, V. C., & Sanchez-burks, J. (2008). Unlocking the benefits of diversity: All-inclusive multiculturalism and positive organizational change. The journal of applied behavioral science, 44, 116-133. https://doi.org/10.1177/0021886308314460
  • Van De Ven, A. H., Rogers, R. W., Bechara, J. P., & Sun, K. (2008). Organizational diversity, integration and performance. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 29, 335-354. https://doi.org/0.1002/job.511
  • Yadav, S., & Lenka, U. 2020. Workforce diversity: from a literature review to future research agenda. Journal of Indian Business Research. https://doi.org/10.1108/JIBR-08-2019-0243
  • Yarram, S. R., & Adapa, S. (2021). Board gender diversity and corporate social responsibility: Is there a case for critical mass? Journal of Cleaner Production, 278, 123319. https://doi.org/10.1016/j.jclepro.2020.123319
  • Zaid, M. A., Wang, M., Adib, M., Sahyouni, A., & Abuhijleh, S. T. (2020). Boardroom nationality and gender diversity: Implications for corporate sustainability performance. Journal of Cleaner Production, 251, 119652. https://doi.org/10.1016/j.jclepro.2019.119652

Cite this article

APA

    APA : Tunio, N. A., & Umrani, A. I. (2022). Problems in Implementing Adequate Equal Employment Opportunity Laws and Diversity Management in Organizations. Global Economics Review, VII(IV), 41-50. https://doi.org/10.31703/ger.2022(VII-IV).04

CHICAGO

    CHICAGO : Tunio, Nisar Ali, and Aamir Iqbal Umrani. 2022. "Problems in Implementing Adequate Equal Employment Opportunity Laws and Diversity Management in Organizations." Global Economics Review, VII (IV): 41-50 doi: 10.31703/ger.2022(VII-IV).04

HARVARD

    HARVARD : TUNIO, N. A. & UMRANI, A. I. 2022. Problems in Implementing Adequate Equal Employment Opportunity Laws and Diversity Management in Organizations. Global Economics Review, VII, 41-50.

MHRA

    MHRA : Tunio, Nisar Ali, and Aamir Iqbal Umrani. 2022. "Problems in Implementing Adequate Equal Employment Opportunity Laws and Diversity Management in Organizations." Global Economics Review, VII: 41-50

MLA

    MLA : Tunio, Nisar Ali, and Aamir Iqbal Umrani. "Problems in Implementing Adequate Equal Employment Opportunity Laws and Diversity Management in Organizations." Global Economics Review, VII.IV (2022): 41-50 Print.

OXFORD

    OXFORD : Tunio, Nisar Ali and Umrani, Aamir Iqbal (2022), "Problems in Implementing Adequate Equal Employment Opportunity Laws and Diversity Management in Organizations", Global Economics Review, VII (IV), 41-50

TURABIAN

    TURABIAN : Tunio, Nisar Ali, and Aamir Iqbal Umrani. "Problems in Implementing Adequate Equal Employment Opportunity Laws and Diversity Management in Organizations." Global Economics Review VII, no. IV (2022): 41-50. https://doi.org/10.31703/ger.2022(VII-IV).04