LGBTIQ Recruitment and Selection

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LGBTIQ Recruitment and Selection
Introduction (200)

In this era of globalisation, organisations can no longer ignore the need for diversity in
their workplace. Organisations are moving from their home market and to survive in foreign
culture, they require a diversity competent workforce. A diverse competent organisation is one
that considers the different facets of diversity and creates conducive working environment from
people from different diversities (Summerskill, 2018; Fassinger, Shullman, & Stevenson, 2010).
Diversity management calls for organisation to have working policy that protects groups of
workers who are at risk of marginalisation. One such group is the lesbian, gay, bisexual,
transgender/transsexual, intersex and queer/questioning (LGBTIQ). This is a group of people
whose sexual orientation differs from the rest of the society and are sometimes seen as social
misfits or immoral in religious realms (Summerskill, 2018; Dispenza, Watson, Chung, & Brack,
2012). However, they have rights and equal protection under the discrimination laws (Schmidt,
Miles, & Welsh, 2011). LGBTIQ are least represented in the workforce because they are
discriminated against during recruitment or they face workplace harassment and end up resigning
from jobs. Others live in silence for fear of victimisation. For an organisation to be considered
LGBTIQ competent, it must start right from the recruitment and selection process and replicate
the same practices throughout the employment continuum. This study will analyse and
recommend strategies to strengthen LGBTIQ recruitment and selection.

Category:

Description

Assessment Name: Report
Type: Written Assessment
Length: 2000 words (plus or minus 10%). The word count includes in-text citations, but does not
include the reference list.
Weighting: 40%
Learning Outcomes: 1, 2, 3, 4

REPORT DETAILS: MANAGING DIVERSITY

You are to write an analytical report relating to managing diversity in a Human Resource
Management (HRM) context. The task includes:
i. Choosing a diversity topic (choose one of the topics below).
ii. Choosing two areas of HRM (see below) to focus on (i.e. your approach to the issue).
iii. Searching the literature for relevant theories, concepts, and empirical findings.
iv. Constructing a report that provides an in-depth analysis of the diversity issue using relevant
literature (identified at iii.). LGBTIQ Recruitment and Selection.
v. Providing clear best practice recommendations that need to be implemented by HR within a
large organisation (at strategic and operational levels) to address the chosen diversity issue.
These recommendations need to be based on the research literature. LGBTIQ Recruitment and Selection.
The report should incorporate a minimum of eight (8) scholarly, peer reviewed journal articles
published within the last 10 years.  The prescribed textbook may be referenced, but will not count
as one of the 8 required references. You may cite articles dated prior to the last 10 years, but this
does not count towards the minimum eight references. Websites (including dictionaries,
encyclopaedias, business magazines available online, and blog posts) will not be included in
assessing whether you have met the minimum referencing requirements (i.e. these are not scholarly,
peer reviewed sources and should be avoided in academic writing). The report should not use other
books as references. LGBTIQ Recruitment and Selection.

What is an Analytical Report?
An analytical report is a report that goes beyond simple summary and description. It requires an in-
depth analysis of a focused topic. You will need to conduct a review of the current theory and
research. It is recommended that you use the Griffith library catalogue to access scholarly, peer-
reviewed journal articles. You may also find Google Scholar useful. LGBTIQ Recruitment and Selection.

2

Assignment Topics:
Choose and describe ONE (1) aspect of diversity from one of the following diversity issues:
1. Younger Workers,
OR
2. Minority workers (with this topic you can choose to focus on workers who are from
Ethnic/Migrant backgrounds, OR workers who identify as LGBTIQ, OR workers who are
identified as People with a Disability. LGBTIQ Recruitment and Selection.

Assignment Focus: HRM Areas of Practice
The purpose of this assessment is to help you gain a deep and critical understanding of HRM
theory, processes and their practical implications and to extend your skills in independent research,
critical thinking and academic writing. Therefore, you must choose two areas of HRM that you will
focus on when addressing your chosen diversity issue. LGBTIQ Recruitment and Selection.

Choose TWO (2) aspects of Human Resource Management (HRM) areas to focus on:
 Recruitment
o E.g. targeted recruitment to attract diverse job applicants
 Selection
o E.g. reducing bias/barriers preventing diverse job applicants being selected
 Human Resource Development
o E.g. Improving training and development opportunities for diverse employees
 Appraising and Managing Performance
o E.g. Reducing bias in evaluations of diverse employees
 Rewarding Human Resources
o E.g. Introducing/changing reward systems to recognise skills/abilities of diverse
employees
(The examples provided are suggestions only; you can apply the area of practice in

other ways, if you have research that supports that direction.)

Think critically about what Human Resource Managers would do in terms of managing diversity
within a large workplace. Consider this from both strategic and operational perspectives. Analyse
the literature to help you to gain an understanding of the issues, practices and strategies relating to
your particular aspect of diversity and your two chosen areas of HRM practice. Then make
recommendations for providing a best practice approach to managing diversity practices for your
chosen diversity issue. LGBTIQ Recruitment and Selection.

3

Assignment Structure – Tips:
 You have 2000 words (+/- 10%). Your introduction and conclusion should each be around
10% of this (i.e. 200 words each).
 The critical analysis sections should be around 1200 words (i.e. 60% – which is 600 words
for each HRM section, and 200 words for each of your meaningful and well-researched
recommendations (20%).
 A well-written report will be clearly structured and integrate information from multiple
sources to develop your points. LGBTIQ Recruitment and Selection.

Assessment Criteria (see also the 2002EHR Rubric):
 Depth and breadth of research
 Depth of analysis and discussion
 Demonstrated understanding of the topic
 Provide effective practitioner solutions (i.e. recommendations)
 Understanding and application of relevant theory to make informed recommendations
 Include a minimum of eight (8) peer-reviewed journal articles published within the last 10
years
 Accurate citations of sources in-text and in the reference list using APA or Harvard
referencing style according to the Griffith University Referencing Tool
 Written expression, including grammar, structure, spelling and punctuation
 Attention to structure and presentation style of your report

Assessment Submission Instructions:
 Use an report style format that includes headings and sub headings
 Use Times New Roman size 12 font and double space your essay
 Insert page numbers bottom middle of each page
 Avoid the use of direct quotes
 Avoid use of bullet/dot points
 Reference List should begin on a new page
 You do not need to include an executive summary
 Word count 2000 words (plus or minus 10%) including in-text citations
 Include recommendations as well as a conclusion
 Include word count after the reference list (but exclude your reference list from the word
count)
 APA or Harvard referencing style used according to the Griffith University Referencing
Tool
 Proof read your report again before you submit your final version for assessment (ask
someone else to read your work to make sure that sentences are clear and ideas are presented
in a logical order)
 Submit via the link in your 2002EHR Learning@Griffith course website. LGBTIQ Recruitment and Selection.

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LGBTIQ Recruitment and Selection
Introduction (200)

In this era of globalisation, organisations can no longer ignore the need for diversity in
their workplace. Organisations are moving from their home market and to survive in foreign
culture, they require a diversity competent workforce. A diverse competent organisation is one
that considers the different facets of diversity and creates conducive working environment from
people from different diversities (Summerskill, 2018; Fassinger, Shullman, & Stevenson, 2010).
Diversity management calls for organisation to have working policy that protects groups of
workers who are at risk of marginalisation. One such group is the lesbian, gay, bisexual,
transgender/transsexual, intersex and queer/questioning (LGBTIQ). This is a group of people
whose sexual orientation differs from the rest of the society and are sometimes seen as social
misfits or immoral in religious realms (Summerskill, 2018; Dispenza, Watson, Chung, & Brack,
2012). However, they have rights and equal protection under the discrimination laws (Schmidt,
Miles, & Welsh, 2011). LGBTIQ are least represented in the workforce because they are
discriminated against during recruitment or they face workplace harassment and end up resigning
from jobs. Others live in silence for fear of victimisation. For an organisation to be considered
LGBTIQ competent, it must start right from the recruitment and selection process and replicate
the same practices throughout the employment continuum. This study will analyse and
recommend strategies to strengthen LGBTIQ recruitment and selection……….

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