Question

In 2 paragraphs discuss the concepts of Employment Equity and Diversity Management. How will you apply these concepts to the hotel you are supervising and the staff you hire?

identify 2 BFOQ’s for the job of room attendant

Answer 1

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Abstract

Equality and diversity can be defined as “promoting equality of opportunity for all, through diversity, giving each individual the chance to achieve their potential, free from prejudice and discrimination

Diversity management refers to organizational actions that aim to promote greater inclusion of employees from different backgrounds into an organization’s structure through specific policies and programs. Organizations are adopting diversity management strategies as a response to the growing diversity of the workforce around the world.

dvancements in technology now allow companies to hire and manage employees from around the world and in different time zones. Companies are designing specific programs and policies to enhance employee inclusion, promotion, and retention of employees who are from different backgrounds and cultures. The programs and policies are designed to create a welcoming environment for groups that lacked access to employment and more lucrative jobs in the past.

The concept of diversity started in North America in the mid-1980s, spreading to other parts of the world afterward. The then United States President, Ronald Reagan, originally vowed to dismantle the equality and affirmative action laws that were viewed as legal constraints. Equality and affirmative action employees presented the argument that diversity management should be seen as a competitive advantage to US companies rather than as legal constraints.

The discussion attracted research into the concept of diversity and benefits of diversity management. The globalization of the world economy and the spread of multinational corporations brought a new twist into the concept, in that diversity management does not solely refer to the heterogeneity of the workforce in one country but to workforce composition across countries.

Types of Diversity Management

1. Intranational diversity management

Intranational diversity management refers to managing a workforce that comprises citizens or immigrants in a single national context. Diversity programs focus on providing employment opportunities to minority groups or recent immigrants.

For example, a French company may implement policies and programs with the aim of improving sensitivity and providing employment to minority ethnic groups in the country.

2. Cross-national diversity management

Cross-national, or international, diversity management refers to managing a workforce that comprises citizens from different countries. It may also involve immigrants from different countries who are seeking employment.

An example is a US-based company with branches in Canada, Korea, and China. The company will establish diversity programs and policies that apply in its US headquarters as well as in its overseas offices.

The main challenge of cross-national diversity management is that the parent company must consider the legislative and cultural laws in the host countries it operates in, depending on where the employees live.

Characteristics of Diversity Management

1. Voluntary

Unlike legislation that is implemented through sanctions, diversity management is a voluntary organizational action. It is self-initiated by organizations with a workforce from different ethnicities, religions, nationalities, and demographics. There is no legislation to coerce or government incentives to encourage organizations to implement diversity management programs and policies.

2. Provides tangible benefits

Unlike in the past when diversity management was viewed as a legal constraint, companies use the diversity strategy to tap into the potential of all employees and give the company a competitive advantage in its industry. It allows each employee, regardless of his/her color, religion, ethnicity, or origin to bring their talents and skills to the organization. A diverse workforce enables the organization to better serve clients from all over the world since diverse employees can understand their needs better.

B) Diversity concepts in the hotel for Supervisers and Staff

Hospitality plays an important role in the economy of a country– often constitutes its backbone. According to Reisinger (2009), hospitality and tourism organizations operate in a very complex multicultural tourism environment and thus they cannot afford to neglect understanding and capturing individuals’ perception on culture nor underestimate the role of the national culture.

While most superviser and staff members recognize the value and importance of culture, they find it difficult, if not impossible, to successfully link culture to diversity so that it becomes viable and leads to the achievement of the strategic objectives. Literature highlights that traditional organisational cultures and systems include factors that create significant barriers and constraints to successful diversity management. In general however, the organizational competitiveness lies significantly on the ability to manage cultural diversity in a workplace and communicate effectively across cultures

C) BFOQ’s for the job of room attendant

1. A Room Attendant's main responsibilities include cleaning and servicing rooms and public areas in hotels and other lodging establishments
2. assisting guests with any requests or special inquiries they may have, always adhering to the high standards of customer service established by the hotel's policies.

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