Reference no: EM132201712

A manager can turn the accommodation of employees’ religious and or spiritual perspectives into a competitive business advantage by highlighting the policies of the firm. Placing emphasis on the employees' religious and spiritual perspectives, the manager will  send a message to the competitive job market that it respects the faiths and beliefs of its employees. It becomes a differentiating factor to attract skilled employees to the firm as it highlights the high level of tolerance that the organization has towards its employees.

Irrespective of whether it is a public or private company, a firm cannot discriminate against gays and lesbians in the workplace. Any kind of employee discrimination on grounds of sexual orientation, gender, race, or religion is considered as anti-employee in the current job market. Although the shareholders are partial owners of a public company, they do not, however, have an influence on the decisions related to employee hiring. The hiring process and selection is the responsibility that is given to and taken by the top management of the organization

In order to effectively create accessibility within their company for people with disabilities, companies can assess the skills of the people with disabilities. Based upon that, the company can proceed to create the roles and assign responsibilities to them. Responsibilities  that would strategically help and benefit the organization itself while simultaneously ensuring individual development of the disabled people.

Reference:

Canas, K. and Sondak, H., (2018) Opportunities and Challenges of Workplace Diversity, 3rd Edition, Pearson