Discrimination in the Workplace Continues Although we live in enlightened times, a recent Gallup Poll found that 15 percent of American workers still experienced some form of workplace discrimination. The study was conducted to mark the anniversary of the Civil Rights Act of 1964 and the creation of the EEOC.
The poll found that the two most frequently cited types of discrimination are sexual discrimination (31 percent) and discrimination based on race or ethnicity (36 percent). Also mentioned were age, disability, sexual orientation, and religion. The work areas found to be most susceptible to discrimination are promotion and pay. Being selected for a job and treatment in the workplace were also cited. Wage discrimination and sexual harassment are two big battles women continue to fight. Both topics were in the headlines in 2017; one took center stage and the other was brushed under the covers (at least for now).
Thanks to Harvey Weinstein, the topic of sexual harassment was in the spotlight, setting off a tsunami as women around the world reacted with their #MeToo stories. As the movement progressed from Hollywood to media companies, to Capitol Hill, and finally into corporate America, the topic had a platform. From the boardroom to the factory floor, women who had been sexually harassed shared their stories.
As companies rushed to put zero-tolerance policies into place and issue new training requirements, lawsuits and class-action cases were settled more quickly, some very publicly. In August 2017, the EEOC reached a $10 million settlement with Ford motor company for sexual and racial harassment at two Chicago plants.
In contrast, little was reported on the reversal of the new regulation designed to combat the wage gap between men and women. The revised EEO-1 would have gone into effect March 31, 2018, and required companies with 100 or more employees and federal contractors with 50 or more employees to report W-2 wage information and total hours worked for all employees. The EEO-1 form already requires employers to report data on race/ethnicity and gender.
The Office of Management and Budget (OMB) initiated a review and immediate stay to the U.S. EEOC “in accordance with its authority under the Paperwork Reduction Act (PRA),” reversing the regulation that had been revised on September 29, 2016.
Pay equity advocates who had supported expanded pay-data reporting were critical of the suspension. “We see through the Trump administration’s call to halt the equal pay rule that requires employers to collect and submit pay data by gender, race, and ethnicity to the government,” said Fatima Goss Graves, president and CEO of the National Women’s Law Center in Washington, D.C. “Make no mistake—it’s an all-out attack on equal pay. [It] sends a clear message to employers: if you want to ignore pay inequities and sweep them under the rug, this administration has your back.”
How important is equal pay? According to the analyses of the 2014-2016 Annual Social and Economic supplement published by the Institute for Women’s Policy Research, the United States economy would have produced additional income of $512.6 billion if women received equal pay; this represents 2.8 percent of 2016 gross domestic product (GDP).
In addition, poverty rates would drop from 10.8 percent to 4.4 percent, and the number of children with working mothers living in poverty would be nearly cut in half, dropping from 5.6 million to 3.1 million.
Critical Thinking Questions
Why is workplace diversity so important in today’s business environment?
What are the major sources of workplace discrimination? Cite specific examples from the case.
What steps are companies taking to ensure that employees are not discriminated against?
Hotel Loyalty Programs are great for marketing and promotions! It has been proven to boost growth and does not cost the company that many marketing dollars. Everyone loves giving aways and it increases sales by selling more.
Tracking customer trends for Market Research is helpful as well and the most important thing is it makes customers happy – so why not! The best thing about the program is once it is up and running it pretty much runs itself!
Here are eight reasons why loyalty programs are imperative for marketing…
1. It has been proven to boost growth
2. Not as expensive as you think to a company. Giving away a product that a person is buying is more of, great idea!
4. Increase sales by selling more…double points day or if you spend $X then you get more points
5. Market Research – track customer favorites, where they spend their money, etc…
6. It makes customers happy – so why not!
7. You can provide in-store or digital rewards or both!
8. Once the program is up and running it stops being work
Now that we understand more about loyalty programs from our lecture on leading the competition and the above let’s discuss the benefits of this type of program to both the holder as well as the company. Please answer the THREE following questions directly into the chat box (do not attach a word document) by Wednesday of this week.
1. Please see the list of hotel loyalty programs below – Going by the first letter of your FIRST name research the hotel’s loyalty program gives a 3-5 sentence detailed description of that company loyalty program. Describe the different levels and what the cardholder will receive at each of those levels. (DO NOT COPY AND PASTE from the website)
Hilton Honors Program A-E
IHG Rewards Club F-I
Marriott Bonvoy J-M
World of Hyatt N-Q
Wyndham Rewards R-U
Omni Select Guest V-Z
2. Name at least three “perks” a consumer/holder will receive IF they sign up for the program as a meeting planner or just a guest.
3. Name at least two reasons why a loyalty program benefits the hotel?
Course text: Krajewski, L., Malhotra, M., & Ritzman, L. (2019). Operations management: processes and supply chains (12th ed.). Upper Saddle River, NJ: Pearson Prentice Hall. (ISBN: 9780134741062)
What is a Constraint? Explain the different types, including the special type. Provide examples of each. Explain which are associated with the process you are evaluating in your SMAC.
The phrase caveat emptor means “buyer beware” and is often associated with the principle that the buyer alone is responsible for checking the quality and suitability of goods/services before making a purchase. In your opinion is caveat emptor an appropriate principle in the case? Why or why not?
1. How important is it to align workplace learning and training with the organizational strategy? Explain.
2. How could you evaluate methods of learning and development in your organization?
3. What is organizational learning? How could you analyze the impact of learning and development on an organization?
4. Suppose you are asked to examine and develop quality policies within an organizational learning framework. What would be your line of action?
5. How could you plan an effective learning strategy to support an organization’s overall strategy and policy requirements?
6. Research and identify appropriate technology and system requirements for an organizational learning strategy.
7. How could you analyze and align organizational learning strategy with HR (human resources) requirements?
8. Describe the procedures you would develop to liaise with educators, learners, and others to monitor learning and development strategies and relevant resources.
Select an article related to the course Continuous Quality Management
Summarize the article and discuss how it expounds on your knowledge and understanding of what you’ve read and how it relates to the course
You must include a hyperlink to the location of the article
Below are realities and myths or stereotypical attitudes older people are facing today. Write RE if it is a reality and MS if it is a myth or stereotypical attitude. Write your answers in the spaces provided.