You have just been hired as the human resources (HR) manager by your company’s chief executive officer (CEO). During your interview process, the CEO indicated that in the last 2 decades, the workforce demographics of her company have changed dramatically. Although this had been occurring, both the previous HR manager as well as all of the company’s front-line supervisors have remained as they had been for years: primarily white males, now in their 50s and early 60s, from a Judeo-Christian background. The CEO indicated that at a frequent rate, workplace strife had been increasing, and it seemed to be related to the changing demographics of the workforce itself. The CEO asked you to compile a training manual that consists of sections targeted at the training of the existing front-line supervisors. Later on, there will be sensitivity training as well as to help all employees understand the changing workforce and what it might mean for them.To complete the CEO’s request for a comprehensive training manual, she has asked you to first create a table of contents for the manual and to complete at least 20% of the manual itself. The content of the final complete manual will be developed throughout the course and will need to cover diversity issues, specifically the following forms of discrimination:There also must be information regarding the following information:There will need to be subsections that deal with the following information:Given that the training manual will be dealing with several diversity issues, prepare the table of contents and write the first part of the manual, which should deal with some useful background for the company’s supervisors and managers.The first parts that the CEO wants completed are as follows:Use the following Web sites: As the new human resources manager, you are now ready to complete the next section of a diversity training manual that is targeted at making your workforce supervisors more aware of current racial diversity issues (e.g., the dramatic increase in the Hispanic percentage of the workforce) and how the supervisors should address them. The goal is to reduce potential tensions in the workplace among employees of different races.Part II is to be titled, Historical Issues of Different Races in the Workplace and How to Handle Them.This section should discuss the following: As a continuation of the diversity training manual, you (as the new manager of human resources) should now create portions that specifically address gender issues and are targeted at training and raising the sensitivity of all supervisors regarding potential gender issues. It should include a section on how the supervisor should or should not handle certain gender-based workplace issues. For example, can the supervisor hand out work assignments that he or she feels are better suited to different genders? Can he or she write a job requirement that only one gender can meet, such as a strength requirement?This section of the manual must, at a minimum, address the following information:Griggs v. Duke Power Co., 401 U.S. 424 (1971). Retrieved from the FindLaw Web site: Passel, J. S., & Cohn, D. (2008, February 11). U.S. population projections: 2005-2050. Retrieved from thePew Research Hispanic Trends Project Web site: Pew Research Religion & Public Life Project. (n.d.). Reports. Retrieved from Pierce, R. (n.d.). Dealing with a changing workforce: Supervision in the 21st century. Retrieved from the Business Expert Webinars Web site:
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