In these Module Two, we have examined the support activities to Staffing. These activities include legal compliance (Chapter Two), Planning (Chapter Three), and Job Analysis and Rewards (Chapter Four). We have explored the legal landscape of Staffing. That landscape is relevant not only to Staffing activities, but also, to the employment relationship itself.
According to the Society for Human Resource Management’s (SHRM) HR Magazine (June 2014), this year marks “50 Years of Progress” (p. 27) since President Lyndon B. Johnson signed the Civil Rights Act of 1964. Lytle (2014, p. 27) noted that “Title VII of the law outlawed employment discrimination based on race, sex, color, religion and national origin–and changed the thinking of Americans about the concept of fairness.”
In this reflective essay, you are to consider the following:
Given that Civil Rights legislation is now 50 years old, how well are employers doing in hiring, developing and promoting employees based upon merit, and not upon demographic? In other words, how successful do you think Civil Rights legislation has been in creating a “level playing field” for job seekers, and those seeking upward mobility in their organizations?
