Read Case 3 1 You Cant Get There From Here: Uber Slow On Diversity on page 108 of your
Unit II Case Study
Read Case 3 1 You Cant Get There From Here: Uber Slow On Diversity on page 108 of your textbook. After you have read the case study, write an analysis of the case study.
Write an introduction to give context to your paper by explaining what the paper will cover. Then, divide the body of your paper using the seven headers below. Address the points within that section, as indicated under the header.
Employment Law
Identify what employment law Susan Fowler’s sexual harassment claim would be characterized as. Be sure to develop your answer to include your rationale.
Type of Harassment
Identify the type(s) of harassment to which Ms. Fowler was exposed. Be sure to develop your answer to include your rationale.
Uber’s Actions
Identify actions Uber has taken to limit their liability relative to sexual harassment charges. Be sure to develop your answer to include your rationale.
EEOC and Affirmative Action
After reviewing Uber’s diversity report, does it appear Uber is in violation of any EEOC and affirmative action laws? Be sure to develop your answer to include your rationale.
Diversity Matters
Explain why diversity matters in general and more specifically to Uber. Be sure to develop your answer to include your rationale.
Benefits/Challenges of a Diverse Workforce
Identify and explain the benefits and challenges Uber derives from a more diverse workforce. Be sure to develop your answer to include your rationale.
Legal Provisions of Uber Case
Write a summary that identifies legal provisions or considerations covered within this case study as it relates to a human resource management (HRM) perspective.
Conclude with an analysis with your thoughts on how ethics and HRM professional standards are framed by legal provisions within a specific organization or industry (e.g., business, health care).
Your case study must be at least two pages in length, not counting the title or reference pages. Adhere to APA style when constructing this assignment, including in-text citations and references for all sources that are used. Please note that no abstract is needed.
EXPERT ANSWER AND EXPLANATION
Uber Diversity and Sexual Harassment
Uber is one of the biggest technology beneficiaries as its business is primarily based on the connection between customers and transport providers using smartphones. Also, Uber has improved its standards largely because customers and service providers can rate each other based on the satisfaction they get from the services (Swiss, 2018).
Like many other companies, however, Uber is also faced by diversity issues, where there have been complaints about oppression of women in the company (Lussier & Hendon, 2017). This essay discusses about the case study ‘Case 3-1, You Can’t Get There From Here: Uber Slow on Diversity,’ where one of the female employees, Susan Fowler, reports sexual harassment by the manager.
Employment Law
The employment law under which the complaint of Ms. Fowler would be categorized is the Federal Employment Law, Title VII in the 1964 Civil Rights Act. According to this law, unwelcome sexual advances in the workplace can limit the productivities of employees in firms (Weiss, 2019). Susan’s manager had tried to perform some sexual advances that prompted her to report the manager to the HR manager. Unfortunately, the HR would not report this manager as they claimed he was ‘high performing.’ This is what angered Ms. Fowler and she later learned that there were other female employees who shared the same fate.
Type of Harassment
The harassment that Ms. Fowler faced was sexual harassment. This is because this kind of harassment under the Federal Employment Law covers for any mistakes done to lead to uncomfortable situations and can be highlighted in the case. For example, the fact that Ms. Fowler’s manager was using the company platform to have sexual conversations is intimidating enough. This is because Ms. Fowler should be expecting the manager to use the company platform to do regular operations such as checking on employees, but instead, what she gets is intimidating sexual messages.
Uber’s Actions
One of the actions that Uber took to limit the associated liability was the release of the first diversity report one month following the allegations. In the report, Uber mentioned that it acknowledges the fact that women, as well as non-white employees, are underrepresented in the company. They also mentioned that they have invested numerous resources to ensure that they reduce this underrepresentation, as well as ensure that women and other minority groups are comfortable in the technology environments.
EEOC and Affirmative Action
The report is in violation of the Equal Employment Opportunity Commission (EEOC) as it gives too much emphasis on women during the recruiting process. It is clear from the report that the company tries to correct a wrong it had embraced earlier (sexual harassment of women) using another wrong (unfairness in the hiring process) (Swiss, 2018). The affirmative action I would propose for Uber is to take precaution when approaching gender issues, lest they would find themselves in even greater trouble. Also, they should show that the manager who was accused of sexual harassment of female employees is given the right punishment.
Diversity Matters
The main reason why diversity matters in Uber is that the company’s success is based on public satisfaction. If there are more diversity issues, it is likely that the company will be less popular, and that the customers will be quick to switch to other alternatives.
Benefits/Challenges of a Diverse Workforce
Diversity in the workforce is beneficial as it increases productivity of a company. Companies with a diverse workforce culture are likely to find more success opportunities than those who oppose it (Lussier & Hendon, 2017). Challenges of a diverse workforce include power struggle among the different groups, which can lead to less growth rates.
Legal Provisions of Uber Case
The legal provisions of diversity in the case emphasize on the fact that companies have the legal obligation to ensure diversity so as to embrace societal growth. Also, the company’s employees who harass other individuals in the company are supposed to be prosecuted for their crimes. Uber should maintain a level of independence on the way they treat workers.
Conclusion
HRM professional standards are framed by legal provisions within the industry in that companies who do not adhere to these standards could be easily prosecuted. It is unlikely that private companies face the same fate as public companies, as the later have more direct regulation from authorities. Nevertheless, all companies should embrace ethical and diversity standards as it helps in growth.
References
Lussier, R. N., & Hendon, J. R. (2017). Human resource management: Functions, applications, and skill development. Sage publications.
Swiss, D. J. (2018). A. to the 1990 Equal Employment Opportunity Commission (EEOC) guidelines, sexual harassment is defined as follows. Gender and Work in Today’s World: A Reader, 301.
Weiss, J. T. (2019). Civil Rights Act of 1964, Title VII. The Encyclopedia of Women and Crime, 1-3.
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FAQs
Understanding Workplace Harassment: Types, Examples, Laws, and Prevention
Introduction:
Workplace harassment is a pervasive issue that can have detrimental effects on individuals and organizations. It encompasses various forms, from overt acts to subtle behaviors, and can manifest in both physical and psychological dimensions. This article explores workplace harassment in depth, covering examples, types, legal aspects, and preventative measures.
Types of Harassment:
Workplace harassment is not limited to a single form; rather, it encompasses a range of behaviors that create a hostile or intimidating environment. Common types include:
- Sexual Harassment:
- Unwanted sexual advances, comments, or requests for sexual favors.
- Display of sexually suggestive materials or offensive jokes.
- Verbal Harassment:
- Insults, slurs, or offensive comments based on race, gender, religion, or other protected characteristics.
- Bullying or belittling language that undermines an individual’s self-esteem.
- Physical Harassment:
- Unwanted physical contact, such as touching, patting, or hitting.
- Physical intimidation or threats of harm.
- Cyber Harassment:
- Harassment through digital platforms, including online bullying, threats, or sharing offensive content.
- Psychological Harassment:
- Manipulative behaviors, gaslighting, or psychological abuse.
- Sabotage of work, isolation, or spreading false rumors.
Workplace Harassment Examples:
To understand the gravity of workplace harassment, consider the following examples:
- A supervisor making unwarranted sexual comments towards an employee.
- Persistent racial slurs or offensive jokes targeting a particular employee or group.
- Bullying a colleague through constant humiliation or belittlement.
- Spreading false information about a coworker to damage their reputation.
- Using social media to harass and intimidate a colleague outside of work hours.
Mental Harassment at the Workplace:
Mental harassment, often a consequence of sustained psychological abuse, can have severe consequences for the victim’s mental health. This can include anxiety, depression, and stress-related disorders. Verbal abuse, constant criticism, and isolation are common contributors to mental harassment in the workplace.
Laws Against Harassment in the Workplace:
Numerous laws exist to protect employees from harassment in the workplace. The key legal frameworks include:
- Title VII of the Civil Rights Act (1964):
- Prohibits discrimination based on race, color, religion, sex, or national origin.
- Covers various forms of harassment, including sexual and verbal harassment.
- Equal Employment Opportunity Commission (EEOC):
- Enforces federal laws that prohibit workplace discrimination.
- Provides guidelines for defining and addressing harassment.
- The Americans with Disabilities Act (ADA):
- Prohibits harassment based on disability and requires employers to provide reasonable accommodations.
- Age Discrimination in Employment Act (ADEA):
- Addresses harassment based on age, protecting individuals aged 40 and older.
What Is Considered Employee Harassment?
Employee harassment is any unwelcome conduct, comments, or actions directed at an employee that create a hostile work environment. This includes both subtle and overt forms of mistreatment based on protected characteristics such as race, gender, religion, disability, or age.
Workplace Harassment Act:
The legal landscape regarding workplace harassment may vary by jurisdiction, but many countries and regions have specific acts or regulations in place to address this issue. Employers are often required to implement anti-harassment policies, conduct training, and investigate complaints promptly to comply with these acts.
The Four Elements That Legally Define Harassment:
To establish a legal claim of harassment, four key elements must typically be present:
- Unwelcome Conduct:
- The behavior must be unwanted by the recipient.
- Based on Protected Characteristics:
- Harassment must be based on characteristics such as race, gender, religion, disability, or other protected statuses.
- Severe or Pervasive:
- The conduct must be either severe or pervasive enough to create a hostile work environment.
- Employer Liability:
- Employers may be held liable if they knew or should have known about the harassment but failed to take prompt and appropriate action.
Preventing Workplace Harassment:
Effective prevention strategies include:
- Clear Policies and Reporting Mechanisms:
- Implementing and communicating anti-harassment policies.
- Establishing confidential channels for reporting harassment.
- Training Programs:
- Conducting regular training sessions to educate employees about what constitutes harassment.
- Training managers on how to recognize and address potential issues.
- Promoting a Culture of Respect:
- Fostering a workplace culture that values diversity and inclusion.
- Encouraging open communication and respectful behavior.
- Prompt Investigation and Action:
- Investigating complaints promptly and impartially.
- Taking appropriate disciplinary action against perpetrators.
Conclusion:
Workplace harassment is a complex and pervasive issue that demands attention from both employers and employees. By understanding the types of harassment, recognizing the examples, and being aware of the relevant laws, organizations can take proactive steps to create a safe and inclusive workplace for all. Prevention, education, and a commitment to fostering a culture of respect are crucial in addressing and eliminating workplace harassment.
Embracing Diversity: A Catalyst for Success in the Workplace
Introduction:
In today’s rapidly evolving global landscape, workplace diversity has become more than just a buzzword—it’s a critical factor for success. Embracing diversity in the workplace goes beyond compliance; it’s about recognizing and valuing the unique perspectives, experiences, and backgrounds that individuals bring to the table. This barticle explores the meaning of workforce diversity, the benefits it can bring, the significant issues faced, and the challenges of maintaining a diverse workforce.
What is the Meaning of Workforce Diversity?
Workforce diversity refers to the variety of differences among people in an organization. These differences can include but are not limited to race, ethnicity, gender, age, sexual orientation, socioeconomic status, physical abilities, and more.
Embracing diversity means creating an inclusive environment that values and respects these differences, fostering a workplace where everyone feels seen, heard, and valued.
What Benefits Can a Diverse Workforce Bring to the Workplace?
A diverse workforce can offer numerous advantages, contributing to a company’s success in various ways:
- Innovation and Creativity:
- Diverse perspectives lead to a broader range of ideas, sparking innovation and creative problem-solving.
- Improved Decision-Making:
- Diverse teams bring different viewpoints to the table, leading to more thorough and effective decision-making processes.
- Enhanced Employee Engagement:
- Employees are more engaged when they feel their unique contributions are recognized and valued.
- Better Understanding of Customer Base:
- A diverse workforce can better understand and connect with a diverse customer base, improving customer relations.
- Increased Adaptability:
- Diverse teams are often more adaptable to change, as they bring a variety of skills and experiences to the organization.
- Global Perspective:
- Diversity facilitates a global mindset, helping organizations navigate international markets and cultural nuances.
- Talent Attraction and Retention:
- Companies that prioritize diversity are more attractive to a wider pool of talent, enhancing recruitment efforts and reducing turnover.
What Are the 7 Biggest Diversity Issues in the Workplace?
While the benefits of diversity are evident, organizations must also navigate challenges. Seven significant diversity issues in the workplace include:
- Unconscious Bias:
- Implicit biases can influence decision-making, hiring, and promotion processes.
- Lack of Inclusion:
- Having a diverse workforce is only the first step; fostering an inclusive culture where everyone feels a sense of belonging is equally important.
- Stereotyping:
- Preconceived notions about certain groups can hinder fair and equal opportunities.
- Tokenism:
- Including individuals from underrepresented groups without genuinely valuing their contributions can create a tokenistic environment.
- Resistance to Change:
- Some employees may resist diversity initiatives, viewing them as a threat to existing structures.
- Communication Barriers:
- Diverse teams may face challenges in communication, requiring intentional efforts to bridge gaps.
- Lack of Representation in Leadership:
- A lack of diversity in leadership positions can perpetuate inequality within the organization.
What Is a Challenge of Employing a Diverse Workforce?
One significant challenge of employing a diverse workforce is the potential for cultural clashes. Different backgrounds, communication styles, and work approaches can lead to misunderstandings and conflicts if not managed effectively.
It requires a commitment to cultural competence, open communication, and the fostering of a shared organizational culture that respects and celebrates diversity.
Conclusion:
Workforce diversity is not just a checkbox on an HR form; it’s a dynamic force that can propel organizations toward innovation, growth, and sustained success. By understanding the meaning of workforce diversity, recognizing its benefits, addressing common issues, and navigating challenges, businesses can create environments where every employee feels valued and empowered. Embracing diversity is not just the right thing to do—it’s a strategic imperative for building a resilient and forward-thinking workplace.
