HRMG 3001 Walden University Preventing Workplace Discrimination Questions In this Assignment, you will respond to a set of questions on the historical sign

HRMG 3001 Walden University Preventing Workplace Discrimination Questions In this Assignment, you will respond to a set of questions on the historical significance of antidiscrimination laws, HR’s role in handling discrimination, and the benefits of diversity and diversity programs. You will review case studies and scenarios from the lens of an HR professional and apply HR practices to address the discrimination and harassment issues found within them. Melvin, Julie, and Tina Scenario
Melvin Meekman is working in a residential facility for active older adults. He is in
charge of organizing the meals and managing the food vendor, creating reactional
activities, and writing the monthly newsletter to the residents. His direct boss is Julie
Centerfield who reports to Tina Toughland, the Executive Director. Tina is a nononsense manager. All of the staff members know Tina follows the rules and expects
everyone to do so as well. She reports directly to the chair of the board of directors and
wants no complaints to reach the board members.
During the past 4 months, three residents have come to Tina and complained about
areas under Melvin’s purview:
1. The dinner was not hot enough to suit one resident. He stated he brought it to
Melvin’s attention but was brushed off.
2. Another complained that Melvin yelled at him when delivering the monthly
newsletter to his unit. (This resident was hard of hearing.)
3. A third resident complained she didn’t like the way the bingo game was run.
Each time a resident complained, Tina went directly to Melvin and berated him in front
of other staff members, saying “I received another complaint about you from a resident.
I don’t know why you can’t do your job right. I should just fire you on the spot. Anyone
with half a brain can do this job. What’s your problem?”
Later, Tina would research the complaints and each time found Melvin was not guilty of
the perceived offenses. However, she never apologized or in any way acknowledged
Melvin for doing his job well.
Melvin often felt defeated at work. He dreaded coming in and his attendance began to
suffer. He became withdrawn and rarely communicated with his colleagues. When he
approached Julie, she typically responded with, “You know that’s how Tina is. You just
need to take it.”
© 2019 Laureate Education, Inc.
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John and Amala Scenario
Amala Saladin was excited to be a candidate for the position of customer service
representative for a small local employer. She enjoyed interacting with people, both in
person and on the telephone. She took great pride in her ability to communicate clearly,
uncover customers’ needs, and resolve their problems. Her 3 years’ experience in retail
prepared her for this new job. Amala was looking forward to working in an office
environment so she would not have to be on her feet all day.
Upon greeting her for the interview, the male interviewer, John Brian did not shake her
hand, though he had done so for other candidates who preceded Amala. Here is how
the interview transpired:
John Brian: “Thank you for your interest in Small Local Company. I am John Brian, the
supervisor to whom the selected candidate will report. I see by your resumé that you
have worked in retail for 3 years following your graduation from high school. Have you
ever worked in an office environment?”
Amala Saladin: “That is correct; I was a customer service representative for a home
products store. I greeted customers, helped them find merchandise, and resolved any
complaints about the products or the customers’ experiences in the store. However, this
would be my first office job.”
JB: “Great. Tell me a little more about yourself. What do you like to do for fun? I ran a
Google search on you and found you on Facebook and Instagram. Why don’t we
become friends on Facebook so I may learn a little more about you?”
AS: “Well…I don’t know that I’m really comfortable with that….”
JB: “What are you concerned about? Do you have something to hide?”
AS: “No, I don’t have anything to hide. I just wonder how this relates to the job I am
interviewing for.”
JB: “Let’s move on then. You graduated high school 3 years ago. Are you planning to
start a family soon?”
AS: “No, I would like to develop my career before considering starting a family,” she
answered, despite feeling uncomfortable with the question.
JB: “Great. This job requires candidates to work flexible hours. Do you have a car to get
you back and forth to work on a flexible schedule?”
AS: “No, I do not have a car. I will take public transportation.”
© 2019 Laureate Education, Inc.
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JB: “Hmm. Okay then. So, why should I hire you over the other candidates I have
interviewed?”
AS: “Well, I am enthusiastic. I work well with others. My experience in retail where I had
to resolve customers’ needs and ensure their satisfaction prepared me for this new role
in Small Local Company. I did my research about the company’s mission and
community involvement. I am reliable and trustworthy. I believe I would be a perfect fit
here.”
JB: “You’re involved in the community, huh? So, won’t that be shown on your Facebook
page? Again, if we were Facebook friends, I would be able to check you out further.”
Amala did not provide this information.
JB: “What was your pay rate at the home products store? Please provide your pay
stubs so we may verify it.
Amala did not provide this information.
JB: “What questions do you have?”
AS: “How soon would you be making a decision on the candidate who will be selected?”
JB: “We have three more candidates to interview. We should make our decision in
about a week.”
AS: “Thank you.”
Amala left the interview feeling concerned. Several questions were on her mind: “Did
she answer the questions correctly? Will she be eliminated for not friending Mr. Brian on
Facebook? Will her age be held against her?”
© 2019 Laureate Education, Inc.
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Assignment: Preventing Workplace Discrimination
When it comes to discrimination and harassment, legal compliance should be the minimum standard
that leadership teams set for their organizations. It is important to foster a culture where it is widely
understood that these violations are completely unacceptable. However, even in workplaces where
proactive policies and procedures are in place to prevent problems, it only takes one individual to
infringe upon another’s rights. When these instances occur, it is the responsibility of HR professionals to
have a solid understanding not only of their companies’ policies, but also the legal requirements for how
to proceed.
In this Assignment, you will respond to a set of questions on the historical significance of
antidiscrimination laws, HR’s role in handling discrimination, and the benefits of diversity and diversity
programs. You will review case studies and scenarios from the lens of an HR professional and apply HR
practices to address the discrimination and harassment issues found within them.
To prepare for this Assignment:
Review this week’s Learning Resources, including the three case studies/scenarios that you will use to
complete this week’s Assignment: “Case 3-1 English Only: One Hotel’s Dilemma,” the John and Amala
Scenario, and the Melvin, Julie, and Tina Scenario.
Select one of the following antidiscrimination legislations:
Equal Pay Act of 1963
Title VII of the Civil Rights Act of 1964
Age Discrimination in Employment Act of 1967
Vietnam Era Veterans’ Readjustment Assistance Act of 1974
Pregnancy Discrimination Act of 1978
Americans with Disabilities Act of 1990 I would like to use
this one
Civil Rights Act of 1991
Uniformed Services Employment and Reemployment Rights Act of 1994
Veterans Benefits Improvement Act of 2004
Title II of the Genetic Information Nondiscrimination Act of 2008
Lilly Ledbetter Fair Pay Act of 2009
Based on the legislation you selected, explain the impact of this historically significant legislation on HR
practices. Specifically, in 150 words (2 paragraphs):
What is significant about this legislation?
What are the behaviors that led to this legislation being adopted?
What penalties may be assessed for violating it?
Illustrate the role of HR in addressing discriminatory behaviors. Specifically, in 150 words (2 paragraphs):
Define two types of discrimination.
For each type of discrimination, provide an example of how an HR manager could implement measures
to prevent the discrimination or address the discrimination if it were to occur.
For the following question, refer to the “Case 3-1 English Only: One Hotel’s Dilemma” PDF (also located
in this week’s Learning Resources).
Does this policy violate Title VII of the Civil Rights Act? Why or why not? (75 words, or 1 paragraph)
For the following question, consider the “John and Amala Scenario” PDF (also located in this week’s
Learning Resources):
Based on this scenario, identify at least three inappropriate or illegal behaviors that Mr. Brian exhibited
in this interview. For each behavior, explain why it was inappropriate or illegal and how he could have
avoided or corrected his mistake. (150 words, or 2 paragraphs)
For the following questions, consider the “Melvin, Julie, and Tina Scenario” PDF (also located in this
week’s Learning Resources):
Explain whether Tina’s behavior is considered bullying and what, if any, legal consequences may be
applicable. What changes would you, as an HR representative, recommend to improve the atmosphere
in this work environment? (75–150 words, or 1–2 paragraphs)
What constitutes sexual harassment in the workplace? What are some potential consequences of this
type of behavior occurring within an organization, and how can HR play a role in addressing and
preventing sexual harassment? Provide specific examples to support your answer. (75–150 words, or 1–
2 paragraphs)
Explain at least four components of diversity in addition to race and culture. Describe some groups or
characteristics that may be represented in today’s workplace, as well as the benefits they can bring to
an organization. (150 words, or 2 paragraphs)
Analyze the use of diversity programs and their effectiveness within organizations. In your analysis,
describe the benefits and challenges of implementing a diversity program and the importance of having
a set of guiding best practices. Are there better ways to promote diversity in an organization than
diversity programs? Provide one or two examples of alternatives and explain your rationale for selecting
them. (150–225 words, or 2–3 paragraphs)
Note: For each prompt, be sure to reference at least one scholarly source to support your answer. Use
the Walden Undergraduate Paper Template, provided in this week’s Learning Resources, to complete
this Assignment.

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