How Pioneer Hotel, Inc. Should Have Handled the Complaint of Harassment

How Pioneer Hotel, Inc. Should Have Handled the Complaint of Harassment Pioneer Hotel is a business organization and hence must have been steadfast in accommodating diversity and inclusivity t the workplace. This required objectivity and open-mindedness m when handling the case of harassment. Embracing active listening and suspending judgments would have allowed management to investigate the harassment claims without taking sides or being subjective. This complements insights on the need to handle complaints at the workplace without any form of bias. The author emphasizes that bis-free leadership in conflict management is essential in fostering an inclusive work environment where e everyone is accommodated and consequently feels valued.

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Hence, embracing a bias-free perspective in solving the complaints regarding discrimination and harassment would have been essential in making the Latino population feel heard and valued, which would correspondingly enhance their job satisfaction and productivity at the workplace.

Is this unlawful harassment? By what federal statute?

Any form of harassment at the workplace based on race, sexuality, skin color, or skin color is illegal in the United States. This is provided for in Title VII of the Civil Rights of 1964, prohibiting employment discrimination based on the underlying social-cultural framework. The US Equal Employment Opportunity Commission, founded in 1965 to complement the Civil Rights Act, also forbids any form of discrimination in the workplace due to age, sexual orientation, nation of origin, religion, and any form of disability. The Civil Right Act and the EEOC have national jurisdiction, implying that they apply in the larger United States. Hence, the harassments at Pioneer Hotel were unlawful. Ideally, conflict at the workplace can only partially be avoided, yet, when they are managed, they typically cause organizational productivity it declines. This is because disputes make teamwork challenging .

Actions that Pioneer should have taken? Based on your knowledge and research, action should be taken regarding the supervisor and staff.

The primary action that the Pioneer Hotel would have taken was establishing a comprehensive code of conduct expounding on inclusivity, respect, and integrity at the workplace. In the code of conduct, the hotel leadership would have expounded on the employee's expected behavior, how they should relate, and the consequences of violating the inclusivity and respect core values through harassment and discrimination of the minority employees. Evidence-based studies reveal

that formulating and implementing a code of ethics helps foster inclusivity in the workplace ().

This is because a code of conduct outlines the employees expected behaviors in different contexts and the consequences for any violations. Henceforth, organizations that embrace a code of conduct have significantly few cases of harassment and discrimination compared to organizations that do not have a code of conduct.

Secondly, the management should have been steadfast in solving harassment cases that were reported using a pre-established policy framework. Pioneer leadership should have embraced effective conflict management by actively listening to the complaints and addressing any case of harassment, and discrimination reported d at the workplace to govern the Latino populations the assurance that they were valued by the organization. More so, effectively solving harassment and discrimination cases would have prevented a repeat of similar cases.

It would also have been necessary to train the supervisor and the staff on the inclusivity case and the legal framework regarding harassment and discrimination in the workplace. This may have been offered d in f or of in-training courses, benchmarking with other organizations that have effectively embraced inclusivity, or during general meetings. Motivating and rewarding the supervisors and the staff to embrace inclusivity would also have been helpful in fostering sustained diversity management.

What type of policy should the outside equal employment opportunity consultant create and implement? Provide a detailed summary of what should be included and why.

A significant policy outside the equal employment opportunity would be training the supervisors and the workers in the concept of inclusivity, including the benefits of an inclusive workforce

and the consequences of any violations. Empirical studies confirm the importance of training employees for inclusivity in eliminating discrimination den harassment cases. A study by () also established that training human resources on inclusivity fosters a safer workplace that manifests in teamwork and efficiency. Such training is also helpful Ina voiding lengthy legal cases due to violation of the inclusivity legal framework. The policy should include inclusivity training in employee onboarding programs and further career development programs. This would form the foundation for inclusive organizations where all employees are accommodated, notwithstanding the underlying differences.

What is the significance of the case?

The case is imperative in expanding the concept of inclusivity in the workplace and the implications of any probable violations. It emphasizes the importance of acknowledging and celebrating employees' differences at the workplace to create a safe and productive workspace.

The case also illuminates the responsibility of organizational leadership in preventing, curbing, and eliminating harassment and discrimination in the workplace. This can be achieved by training the human resource on inclusivity, suspending bias, and embracing objectivity when handling related complaints. Of more importance in preventing and solving harassment and discrimination cases is establishing and implementing a code of conduct defining expected e employee behavior at any point.