Alberta Human Rights Group of Canada Suggests

¶ … Alberta Human Rights Group of Canada suggests first and foremost that a coherent study of human rights in a data-based format is necessary to enhance the credibility of human resource departments at all private organizations, when these departments act as advocates for diversity and employee's human rights. "For people in business, (ethics) does not mean valuing profit less, but instead valuing people more. It means recognizing that the right thing for business and the right thing ethically have become one and the same." (Dalla Costa, 1998, p.320)

In other words, to be taken seriously, human resources must show that diversity and tolerance are profitable as well as humane exercises for corporations, beyond mere legally mandated goals for an organization to pursue in a pro forma manner. The research paper of the group begins with the clear statement that it was written to "make the business case for human rights and to provide evidence that business can increase productivity and revenue and decrease cost by adopting more equitable practices." (Bates & Este, 2000)

Research Study's Problem Definition/Delineation

Thus, the study of Bates and Este suggests that by more effectively and efficiently using human capital of all ethnicities, creeds, and backgrounds, as well as women and historically discriminated against groups, companies can enhance monetary as well as social productivity. According to the study, human rights enhancement is defined as the moral, legal, and bureaucratic rights of persons in the workforce. A better human rights culture refers to a workplace environment where human rights and responsibilities are promoted and respected and where employees are free of concerns related to basic equity issues. "Workplace diversity is also a broad concept, related to the mix of personnel within an organization." (Bates & Este, 2000)

Research Questions/Hypotheses

According to the employee responsibilities and rights framework of Chimezie Osigweh utilized and expanded upon by the study's authors, potential legal strategies on the part of employees are probably the most inadvertently overused and abused strategies by which to secure employee human rights. This may due to the wide spread prevalence of conflict in the modern bureaucratic organizations. Instead, the authors suggest collective action.

The study also notes that the Osigweh framework does not detail the specific benefits business can reap from embracing a responsibilities and rights paradigm towards its employees and improve corporate productivity. The hypothesis of the study thus is that a greater focus on human rights and diversity can increase company productivity and profits.

Key variables for testing the hypotheses and the research design

To measure these expected increases in relation to improved human right, such initiatives must be shown to increase revenue or reduce costs. Thus, productivity, revenue, and lowered social barriers were the key factors in the research design.

Fortune 500 companies, by definition productive companies were specifically targeted in the research.

The Data Analysis

The case for higher revenues can be "particularly difficult to document because revenue fluctuations can result from a wide variety of micro and macro level influences on the corporation. Nonetheless it is of note that 75% of Fortune 500 companies had programs promoting diversity, versus 36% in a random sample; and 60% of those with programs, had staff exclusively dedicated to diversity." (Bates & Este, 2000) From a macro level, the "under-utilization of the minority labor force can cause a serious loss of potential national output. It can also prevent the labor market from efficiently correcting demand and supply imbalances. One estimate quoted in the research is that the national income in the United States could increase as much as 1.4% if discrimination (occupational desegregation) against black employees was eliminated. "One point four percent many not appear to be a large figure, but that reflects the national average; the income gains for black employees could range from 35-60%! (Bates & Este, 2000)

Remember as well that increased income for black employees means more black income in terms of spending dollars in the economy, for corporate profits. Additionally, consumer loyalty was also enhanced when companies advocated diverse policies.