Current Events in Human Resource Management

Current Events in Human Resource Management

In the UCSF post, the act of human resource concerns such as sexual harassment, and gender / religious discrimination is evident. Employees are typically faced in today’s new working climate with problems emerging, such as harassment, or deliberate oppression. Such issues can have an influence, if not adequately addressed, on the staff, shareholders, and the general culture of the company. It is no surprise that women are frequently victimized in the workplace by discrimination and sexism, and are continually pressured to challenge gender expectations and misconceptions. Although considerable improvements have been made over the past few decades, there is still a long way to go as even some of the most reputable establishments still face these hurdles. A Global News report highlights the difficulties numerous women face in the RCMP, and after years of legal battles, it appears as if there is little or no advancement on this subject. Sexual abuse, sexism, and lack of compliance inside the RCMP affect multiple participants, including their staff, the wider public, and the institution itself (Butler, 2019).

A former RCMP constable Alice Clark was the first woman to triumph a case against for sexual aggravation suit (Gerster, 2019).  When she started working for the very first time in 1981, her colleagues frequently insulted her; they left things like synthetic breasts on the workstation, asked her to have a child and be a “perfect woman,” and even called her profanity and said to her she was “waste of a uniform.” Her boss did not make it any better because although calling everybody by his or her name; he did not have concern knowing hers and instead call her “Dearie.” To refute her response to sensual misconduct, the RCMP accused her of allegations of abuse from previous arrests. Another former officer, Janet Merlo, decided to go public with her story and earned several negative messages, some even challenging her integrity as a mother, rather than support. Hundreds of men, as well as women, are now going forward and filing lawsuits about sexual attacks and harassment. While there have been some public statements and several of the feminine victims have been given some form of recompense, no one is held answerable for their crimes; no one is convicted, no one is facing the consequences, and no one is being shot.

Most plaintiffs who have mounted cases have been required to sign non-disclosure clauses and cannot speak regarding their once witnessed unjust treatment and suffering. Through all the litigation and increased concerns, the RCMP in addressing this question has made little or no progress.

Sexual harassment is characterized as disrespectful or embarrassing conduct attributable to the sex of a victim, as well as sexual behavior that causes an oppressive, unwanted, aggressive or inappropriate working atmosphere (Minson, 2016). This is evident that sexual assault is one of the primary concerns HR wants to tackle inside the RCMP. Sometimes the male officers will look down on women as if they do not merit being there and are not right for the work; they think they are smarter and have the ability to make the victims feel less than they are. In the essay, The Neuroscience of Sensual Aggravation, Burn says, sexual assault is a result of mechanisms of traditional gender social interaction that perpetuate male domination, women’s sexual sexualization, and social acceptance of viciousness targeting women (Burn, 2019).

Being an officer of the RCMP was once educationally classified as the career of a man, which is why male officers behave as if they have more authority, qualifications and that they are all right to view women as objects. While our culture is through in achieving equality, it is no wonder that there are still arrogant people who believe that being a sexual nuisance and abusing women is appropriate. They often build a toxic work climate in the course of doing, so that interferes not only with results but with career ambitions too. Any women who could no longer tolerate going to work would one or the other have to be moved or would end up leaving since they literally could no longer do it. This is a fragment of the duty of the proprietor to shield workers from abuse, mainly if they are conscious it is happening, and Clark stresses that front-runners have failed to do so inside the group.

Not only does the RCMP contend with emotional assault problems, but it also tackles deliberate harassment. Females are handled differently than men in the military, and it reflects. If bosses do not even consider knowing the names of women workers, they set a precedent for the rest of the workforce and demonstrate that it is okay to treat women with disrespect and as though they are weak and frail people. It does not matter that women have had to struggle and practice to gain their place. When they are viewed continuously as not worthy of their spot, they will begin to have faith in that, which will have detrimental influence depending upon themselves and on their performance. Women are sometimes seen first as women, second as staff. If officials could tell Clark, the only way to be an actual woman was to have a child, that is clear. There are sexist stereotypes about the abilities, temperament, and genetic disposition necessary for men’s jobs, which are contrasted with the characteristics of a woman (Nicholas, 2019). As women decided to become members of the RCMP, they were seen as unworthy of the job and, as a result, became depreciated at their place of employment. There is a gender pay gap that makes it impossible for women to succeed in the RCMP, and they do not get the appropriate care and resources they merit.

Despite concerns of sexual assault as well as deliberate bias rising within the military, there should be further action to try to address this, but they rely primarily on compensation solutions. Solutions for compensation apply to the fines for past incidents, which typically require financial payment, which public apologies. While the RCMP has given several statements of support in recent decades as well as paying perpetrators of abuse and harassment, this does not address the current problems. They accept the damage already done without attempting to avoid any further harm. To enhance the working environment, an employer must consider the work environment the way the employee finds it

In conclusion, all these concerns combined have a significant effect on multiple entities, including staff, the public in general, and the military itself. Secondly, because of the developed hazardous and aggressive atmosphere, many workers are impacted by this. We have to go to work where they are not satisfied and sometimes feel depressed or insecure, leading to deprived mental wellbeing, lack of drive, and this would be apparent in the work they do. Nobody should have to operate in a toxic work atmosphere where they seem abused continuously and humiliated. Successful, qualified people who want to defend their country will inevitably leave their occupations. If more suits become known, fewer people may choose to join the military because they do not wish to operate in such a setting. Maltreated female officers have an impact on the overall population too. Getting happy and balanced officers is key to ensuring the best public service. Administration of human resources should be able to comprehend how to effectively eliminate workplace harassment and abuse incidents. These ramifications should have been better discussed in the paper. In other words, HR should encourage staff when it comes to discrimination and harassment to recognize their rights and obligations. Eventually, HR does not accept these consequences, and when faced with these problems, it does impose stringent policies and regulations.

 

 

 

 

References

Burn, S. M. (2019). The Psychology of Sexual Harassment. Teaching of Psychology, 46(1), 96–103. https://doi.org/10.1177/0098628318816183

Butler, C. (2019). The thin bro line: Gender discrimination ‘alive and well’ in police ranks | CBC News. Retrieved from https://www.cbc.ca/news/canada/kitchenerwaterloo/policewomen-discrimination-study-1.3744407

Gerster, J. (2019). ‘Disgusting’: Ex-Mountie who won first sexual harassment suit against the RCMP says little has changed. Retrieved from: https://globalnews.ca/news/4883775/rcmp-sexual-harassment-lawsuits/

Minson, J. (2016). Questions Of Conduct: Sexual Harrassment Citizenship Government. Springer. https://books.google.co.ke/books?hl=en&lr=&id=K_6-DAAAQBAJ&oi=fnd&pg=PR6&dq=Minson,+J.+(2016).+Questions+Of+Conduct:+Sexual+Harrassment+Citizenship+Government.+Springer&ots=ad_JvIR0CA&sig=3tmFUIt7WtcF_dulWp7r7nHeMI4&redir_esc=y#v=onepage&q=Minson%2C%20J.%20(2016).%20Questions%20Of%20Conduct%3A%20Sexual%20Harrassment%20Citizenship%20Government.%20Springer&f=false

Nicholas, L. (2019). Queer ethics and fostering positive mindsets toward non-binary gender, genderqueer, and gender ambiguity. International Journal of Transgenderism, 20(2-3), 169-180. Retrieved from https://www.tandfonline.com/doi/abs/10.1080/15532739.2018.1505576