Change in itself is a challenge in the workplace, as this results in a significant amount of uncertainty and stress among workers. The first thing a manager should therefore do is ensure that workers are involved and informed regarding the ensuing changes. In terms of nondiscrimination, the appointment of new workers should also be handled in an inclusive and informative way. Secondly, it is also important that no person be favored or indeed disfavored as a result of their ethnic or minority background. Existing workers should be informed at all times that management employs fair practices in the hiring process. These hiring processes should then be honored, regardless of a prospective employee's ethnic or other background. Management should keep in mind that the law allows neither negative nor positive discrimination on the basis of minority.

Thirdly, once a minority employee is hired, it is important to integrate this person within the workforce in as open and prominent a way as possible. One way in which a manager can do this is via group projects. Collaborative work will then demonstrate the competence of a new minority employee to the rest of the employees. Social gatherings can also be arranged to welcome and introduce the new employee. Management should therefore incorporate strategies by means of which a new employee is introduced to the workforce in a non-threatening manner.

Finally, management should be aware of all legal issues involved in nondiscriminatory practices within the workplace. This awareness should also be communicated to all employees. Employees should be fully aware of their rights at all times. Women for example should be aware of the conditions of sexual harassment issues, and how these are handled within the company. Management should also attempt to handle such cases internally in a fair and discreet manner in order to avoid expensive legal problems. When employees are hired or fired, the specific reasons should be given to the employee in questions, preferably with more than one witness present to protect the company and also the employee.

The Future of Nondiscrimination

These groups should be honored in their attempts, so that both the workplace, schools and society can become areas that truly celebrate the diversity of humanity.
This will however bring about significant challenges. Persons from minority groups may for example be increasingly tempted to sue their management authorities for wrongful discrimination or sexual harassment when this is not truly the case. To mitigate this problem, there should be an increase in regulating procedures within the workplace. Clear rules and regulations regarding discrimination and harassment should be prominently displayed at all times. In this way, all employees can make themselves aware of internal workplace relations, what is acceptable, and what is not acceptable.

In conclusion, diversity in the workplace is a challenge. With the correct management strategies, the workplace can be a pleasant and profitable place for all employees. Management should therefore be focused upon providing employees with the most pleasant possible workplace situation, ensuring that all legal requirements are met.

Sources

Barmes, Lizzie and Ashtiany, Sue. 2003. "The Diversity Approach to Achieving Equality: Potential and Pitfalls." The Industrial Law Journal, December; 32, 4, pg. 274.

Garvin, Stacey J. 1991. "Employer Liability for Sexual Harassment." HR Magazine, June; 36, 6. pg. 101.

Kohl, John, Mayfield, Milton and Myafield, Jacqueline. 2004. "Human Resource Regulation and Legal Issues." Journal of Education for Business; July/August, 79, 6, pg. 339

Kuhn, Dennis M. And Stout, David E. 2004. "Reducing your Workforce: What you don't know can hurt you. Strategic Finance, May; 85, 11, pg. 40.

Lu, Ying-Tzu and Kleiner, Brian H. 2004. "Drug Testing in the Workplace." Management Research News; 27, 4/5, pg. 46.