In any company it is important that everyone complies with the laws and regulations set in place. These laws protect both the employer and the employees and are the basis to a safe and healthy work environment. Communication, education, and understanding of these regulations are vital aspects of controlling discrimination and harassment.
As the new employee advocate I can see that it is obvious that the Mitsubishi plant is struggling to get a handle on sexual harassment and discrimination. While some changes have been made and implanted there is a need for more. I can see that there are some legal issues that are affecting the current employment relationships. Some of these issues would be that there is not complete compliance from the company as a whole with the civil rights act, which is legislation enforced by the Equal Employment Opportunity Commission (EEOC) which prevents discrimination, and sexual harassment (Mathis, R. L., & Jackson, J. H., pg 78-79).
I think that there is more that can be done to prevent sexual harassment and discrimination in the Mitsubishi plant. In terms of sexual harassment I would like to recommend that the plant firstly set up a sexual harassment policy, then after that is established it is important that it is communicated to everyone often so that everyone is aware of the policy (Mathis, R. L., & Jackson, J. H.,pg.88). Then educate managers and employees on ways to prevent and avoid sexual harassment, and lastly always follow through and investigate any complaints (Mathis, R. L., & Jackson, J. H., pg.88). I understand that some of these changes have been implanted already but it is vital that all steps be followed in order to really have a handle on sexual harassment. These steps can also be followed for discrimination.
It is important that when implementing these policies they are communicated throughout the entire company often. The best way to avoid any sort of harassment or discrimination is to make sure that everyone understands that it is unacceptable and that the company absolutely will not tolerate it. The best way to do this is to incorporate these regulations, polices, and viewpoint into the organizations culture, which is the “values and beliefs of an organization” (Mathis, R. L., & Jackson, J. H., pg.7). If a company as a whole has the understanding that discrimination and harassment is not acceptable it is less likely to happen, and when or if it does this company culture will help individuals to be knowledgeable about how to handle the
