Cultural Diversity and Vocational Discrimination Thesis

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Employers must be extremely diligent to maintain formal records of any employee issues of performance or professional conduct in the workplace that could potentially become relevant in connection with future complaints about the legitimacy and bases of specific decisions. In this case, Maria's employers might be able to establish that Maria had a poor attendance and tardiness record, but Maria's supervisor never entered any specific references to her unprofessional conduct in relation to her manner of communication with coworkers and supervisors, it will be substantially more difficult to raise those issues as defenses to claims of discrimination after the fact, once Maria has already raised them.

Likewise, the issue of Maria's accent detracting from her ability to perform the essential functions of her position would be much easier to respond to with the availability of formal entries that Maria had previously been counseled with respect to difficulties client were experiencing because Maria's accent made it harder for her to communicate with them effectively. Those facts may indeed be capable of being established retrospectively, but only after considerably greater effort and potential expenses required to do so.

Furthermore, in circumstances such as that presented by Maria's professional conduct and her accents, the employer would be in a much stronger position to refute any possible claim of discrimination if it had provided specific counseling and training to help Maria overcome any difficulties in those areas.

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Ideally, supervisors must first be diligent about establishing formal records of any employee performance issues or conduct that could ever be included in any staffing decisions; second, they should have an established procedure for providing vocational training for any employee whose performance necessitates a formal negative entry in the official performance record.

Had Maria's supervisor fully documented Maria's inappropriate conduct in relation to her manner of communicating with coworkers and supervisors and had her supervisor fully documented any concerns about Maria's accent interfering with her job performance, the company would occupy a much stronger position to defend itself against any accusations of discriminatory employment practices. Certainly, there is already a formal record of Maria's absences; there may or may not be a formal record of Maria's tardiness. However, without specific directives to follow the suggestions outlined above, it is doubtful that a formal record exists to document any previous specific instances of Maria's accent interfering with her job performance. As a result, even if the company is ultimately successful at establishing that the denial of promotion was based on legitimate grounds and not on the basis of biases or discrimination, it will cost the company much more to do so, particularly if the issue results in litigation of the issues in a court of law......

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Latest APA Format (6th edition)

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"Cultural Diversity And Vocational Discrimination" (2010, January 29) Retrieved April 25, 2024, from
https://www.aceyourpaper.com/essays/cultural-diversity-vocational-discrimination-15478

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"Cultural Diversity And Vocational Discrimination" 29 January 2010. Web.25 April. 2024. <
https://www.aceyourpaper.com/essays/cultural-diversity-vocational-discrimination-15478>

Latest Chicago Format (16th edition)

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"Cultural Diversity And Vocational Discrimination", 29 January 2010, Accessed.25 April. 2024,
https://www.aceyourpaper.com/essays/cultural-diversity-vocational-discrimination-15478
   

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