Introduction

            The city’s HR manager and other neighbouring administrators have insisted on Affirmative Action(AA) compliance by making it a fundamental organization objective, establishing separate systems for sexual harassment complaints to be made and ensuring underutilised classes are not forgotten during employment programmes. However, there are complaints. Managers are encouraging the use of other harmonious ways of resorting the issues rather than using costly administrative procedures while the employees want to be all treated equally despite their ethnicity, gender or race. The AA regulations do not seem to be working efficiently.

Background

            Dealing with diversity in an organization is one of the biggest challenges Human Resource teams face (Klingne, Llorens, & Nalbandian, 2015). To start with, there are responsible for ensuring that all employees feel like equals while at the same time meeting the diversity requirements. This prompted the city to implement AA regulations to guarantee that diversity is achieved. However, the AA regulations are not being met well by employees or supervisors. Employees feel like in the [rocess of trying to meet the needs of the minority, they are being discriminated further and demand to be treated as equals. On the other hand, managers are requesting the HR to come up with a more harmonious and less costly way of dealing with the issue.