EEO, Diversity, and Affirmative Action: Building Equitable Workplaces

This essay critically examines equal employment opportunity (EEO), diversity, and affirmative action within the Malaysian context. It defines EEO, identifies relevant Malaysian laws, and discusses the responsibilities of various entities in ensuring EEO. The essay also defines and operationalizes different types of employment discrimination, such as disparate treatment and disparate impact. Furthermore, it explores affirmative action policies in Malaysia, explaining their rationale and implementation. Finally, the essay delves into the concept of diversity, examining the elements of a diverse workforce and arguing for the importance of diversity management in multicultural Malaysian organizations. The document is available on Desklib, a platform offering a wide range of study resources for students.

HUMAN RESOURCE

Table of Contents
Introduction................................................................................................................................1
1. Concept, laws and authorities for equal employment opportunity....................................1
2. The types of employment discrimination such as disparate treatment and disparate
(adverse) impact.....................................................................................................................5
3. Affirmative action, how and why Malaysia is using affirmative policy............................7
4. Concept of diversity, elements of diversity workforce and how the diversity
management is meaningful for multicultural organization of Malaysia................................9
Conclusion................................................................................................................................13
References................................................................................................................................15

Introduction
Equal employment opportunity is an employment process that used by the
organizations for offering the competitive and healthy working environment legally and
ethically. The aim of this practice is to overcome the level of discrimination and create equal
opportunities for people for employment. There are various laws are developed and
implemented for managing such issues and maintain the smooth process of recruitment,
hiring, promotion and offering the training and benefits to the employees. Apart from that,
affirmative action refers to the policy that helps the racial minorities and woman to get the
job. This policy is design and developed to counter discrimination against minority groups to
maintain equal opportunities for them. The current report will explain the concept of Equal
Employment Opportunities (EEO) in Malaysia and identify the laws that affecting these
employment opportunities. The report will also discuss the types of discrimination and
adverse impact on the EEO. Moreover, the report will define and discuss the affirmative
action and explain why Malaysia is using this policy. In the end, the report will describe the
concept of diversity and examine the various elements of the diverse workforce. Additionally,
it will provide the critical arguments for the development of multicultural workforce at the
organization.
1. Concept, laws and authorities for equal employment opportunity
Concept of equal employment opportunity (EEO)
In the early 1960s, the Civil rights Act entitled the discrimination among employees
on the basis of protected classes as a federal crime. The equal employment opportunity or
EEO is basically a right provided to the job applicant throughout a hiring process. The law is
not just focused with hiring and firing process but also involves the policies for harassment,
promotions, getting training and wages specifically. It is mainly referred to the protection
against the discrimination based on the religion, race, sex and nationalities provided to the job
candidates. It is important for the state, federal and local entities along with employment
agencies to abide by the standards strictly (Pedriana and Stryker, 2017, pp.86-135). The
concept also covers the employees against the discrimination for pay, benefits, promotion or
discharge. The equal employment opportunity provides with the equal access to all the
training, jobs and promotional opportunities. It serves with the similar benefits and services
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to each and every candidate. The human resource implements the policies and practices
consistently to the applicants and staff.
The EEO concepts do not differentiate between the applicants or the employees
according to the nationalities, race, sex, mental or physical disability, marital status or age. It
is even considered to be the set of policies and laws which requires the rights and equal
opportunities of individual at workplace against the discrimination. In other words, the EEO
hinders the employment discrimination at the workplaces and provides the candidates or
employees with appropriate rights. It has been commonly seen that every workplace includes
people coming from diversified religions, cultural and social backgrounds (Leibbrandt and
List, 2018, pp.15-18). These diversities might give rise to the discrimination acts based their
differences, regardless of the facts that many of the economies had enacted the regulations to
restrain from its occurrence. It is essential for the HRM professionals to ensure that the
employment decisions are been made on the basis of who is best qualified rather than the
differences.
The governmental authorities of Malaysia had initiated to address the law against
inequality in both public and private sectors. The establishment of equal employment
opportunity enables to ensure the fairness and address the excessive discrimination in case of
the abuses by any dominant groups (Burton, 2017. pp. 157-164). The practices generally do
not aims to extract the equal results but seeks to make sure that all the job applicants or
employees gets equal opportunity or getting engaged in the labour market. Moreover, the
emergence of the concept of equal employment opportunity had proved to be beneficial to the
great extent.
The EEO compliance had led towards the mutual trust and understanding between
the employees and the employers at the workplaces. It even helps in reducing the workplace
conflicts as EEO practise enforces the fair and equal treatments of the candidates or
employees at the workplaces. Another substantial benefit of the EEO practices includes the
minimization of fees for the legal expenses and the related cost incurred in defending the
employment actions (Connolly Jr, Connolly and Feinstein, 2018, pp. 20-25). It is also
observed that the ensuring the compliance of EEO practices helps the employers in boosting
the trust and goodwill among the employees and making the workplaces more productive.
Laws in Malaysia affecting equal employment opportunity
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The Malaysian governmental authorities had initiated to reduce the discrimination
acts over the workplaces and make sure to provide the candidates or employees with the
equal opportunities in their fields. There are immense numbers of law being imposed into the
human resources areas to be practiced and abide to avoid any of the discriminations (Fauzi,
2018, pp. 10-12). The job applicants or employees are provided with the rights out of the
laws so that to stand against the unwanted practices of discrimination. Following are the laws
that affect the equal employment opportunity in Malaysia:
Employment Act 1995: The act includes the regulations that the diversified genders of
employees working in similar situations and at same locations must be paid similar
remunerations. The law mainly enforces the human resources to provide the employees with
equal pay rights and do not discriminate the candidates based on gender. However, the
unequal pay is been granted in some specific situations such as merit, seniority and other
quality parameters (Landau and Cooke, 2017, p. 30-35). It is been considered that
Employment Act, 1955 is the most important piece of legislation for Malaysian employees.
Moreover, this act is usually applicable to the employees whose wages do not exceed
RM2000.
Title VII of the Civil Rights Act of 1964, amended in 1972: This act had led a great impact
over the EEO practices and had made the workplaces more productive. The act considers the
discrimination of any employee in its employment in terms of privileges, hiring,
compensating firing and retributions as illegal. An equal employment opportunity
commission had been created so that to monitor the practices more effectively. However, this
act does not cover the aspects such as merit systems, seniority, bone fide employment and
testing and educational requirements at the workplace (Cavico and Mujtaba, 2017, pp.670-
691). It is been also identified that the act protects the applicants or employees from
discrimination in the activities such as hiring, promotions, training, wages or benefits,
harassments and other employment terms and conditions.
Age Discrimination in Employment Act (ADEA) of1967: The Malaysian authorities had
initiated to eradicate the acts of discrimination based on age of employees seeking
retirements or other related plans between the ages 40 to 65 years old. The policies even had
some additions like Minimum Retirement Age Bill 2012, Pension Act 1980, Pensions
Adjustment Act 1980 Statutory and Local Authorities Pension Act 1980. The authorities have
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amended the act and had included the age to eat least 40 to 70 lying under these acts (Cobb,
2017, p. 25-28).
Persons with Disabilities Act 2008: The human resources departments of Malaysian
organizations are strictly instructed to abide by this act as it prohibits the discrimination of
qualified individual on the basis of disability (Wahab and Ayub, 2017. pp. 217-232). It is
been ensured that no biasness is been performed within the hiring practices leading to
rejection of the candidate based on any kind of disability.
Equal pay Act 1963, amended in 1972: This act is the amendment of the fair labor
standards Act and mainly prohibits the employer from discriminating the employees on the
basis of gender. It forbids the employer to pay the employee of one sex less money than the
employee working in similar condition of another sex. The act has been passed with the
intention to ensure equal opportunity and equality of employees at the workplace regardless
of any gender. For instance, the Hotel Hilton of Malaysia ensures to include the same wage
rate of the both the male and female employee employed in same working conditions
(Sloane-White, 2018, pp.89-116). Moreover, the act include four exceptions which allows
unequal pays for equal work like merit system, seniority system, the system based on the
earnings by quality and quantity of the production and any relevant factor other than sex.
Authorities responsible for ensuring equal employment opportunities
Ensuring the laws and practices requires specific authorities who hold the
responsibility of making those laws effective and useful. It is very important for the
authorities to make sure that the laws or regulations are been abide by every individual
having an impact of the policies. In respect to the equal employment opportunities in
Malaysia, there is a huge list of responsible who look after the legal regulations and ensures
to meet its requirements as well. Every state and territory acquires separate administered
court system and tribunal supervising these laws. The employees have the rights to make use
of the federal court and tribunal system in any of the territory or state specifically (Ashe and
Nazroo, 2017, p. 45-52). Considering the consequences and criticality of the equal
employment opportunity, each and every sector is believed to be responsible to ensure the
practices.
The major responsible authorities ensuring EEO are identified as the government,
employer, employee or the society. The governmental authorities such as EEO commission,
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Human Rights Commission of Malaysia, Federal Constitution, EEO tribunal, Ministry of
Labour and Employment, Labour Department, Malaysian Employers’ Federation, Malaysian
Trades Union and other concerned departments are liable to look after the EEO regulation.
These departments and authorities ensures that the human resources in Malaysian
organizations are adapting the laws making sure that no breaches are been conducted over the
same (Mohamad-Yusof, Wickramasinghe and Zaman, 2018, p. 35-45). It is been observed
that EEO commission implies specific penalties over the offenses conducted against the law
leading any discriminations at the workplace. The Federal government of Malaysia is much
concerned towards the protection of employee rights and ensures to provide them with the
equal opportunities regardless of any unethical conducts.
In addition to this, the employers are also considered to be responsible for ensuring
the EEO practice at their levels and establish healthy work environment. It is essential for the
authorities that they comply with the regulations and follow the same while carrying out
hiring or recruitment processes. For instance, It is the duty of the human resource manager of
Hotel Hilton to ensure that no discrimination is been practiced within the recruitment or any
other activities (Cheung, Baum and Hsueh, 2018 pp.1468-1485). The employers requires to
make additions of the legal practices in their clause so that to avoid any kind of offenses to
the equal employment opportunity policies. Along with this, the employees or general society
is also meant to be responsible for ensuring equal employment opportunity by acquiring
sufficient knowledge about their rights towards the employment practices. Having adequate
understanding and knowledge about the rights and the regulations would make the employees
more aware about the acts.
It would help them avoid any of the illegal or discrimination practices during their
recruitment or throughout the working periods at the workplace (Player and Sperino, 2017.p.
50-55). In many cases of discrimination, it is been observed that the employees are not aware
about their rights and the acts formulated against the illicit practices which leads them to
undergo bad experiences at the workplace or in different cases related to employment.
2. The types of employment discrimination such as disparate treatment and disparate
(adverse) impact.
The discrimination in terms of employment is been found in two major forms such as
disparate impact and disparate treatment. The disparate treatment is been mainly defined as
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the discrimination in which the employees are treated less favorably than others by the
employers due to their sex, religion, color or nationalities. The employers might be held
responsible if the treatment is been caused by the discriminatory motives rather than the
genuine reasons. It has been seen that the employers could be found liable depending on the
intents to discriminate is at the issue (McLaughlin, 2018, p. 10-15). In other words, the
disparate treatment is a claim of discrimination in which the victim or employee complains to
have been treated differently as compared to other in same situations. For instance, it has
been found that nearly about 40% of the women reports to be treated differently at the
workplaces due to either pregnancies and their personalities or complexions as compared to
others. The disparate treatment is usually a common element of demonstrating the
employment discrimination (Chambers, 2017, p.141).
The disparate treatment is found in case the employers make only the African
applicants to appear for pre test employment assessment test and not the Malaysian citizens.
Moreover, in order to complain for the discrimination, it requires for the individual to provide
with the adequate evidences to the court that there is at least the appearance of the disparate
treatments at the workplace. The employer in return must then defend the actions by
providing the reasonable evidences and the non discriminatory reasons for the act specifically
(Evans, A., 2018.p. 32-35). It is been found that the disparate treatment claims are mainly
classified among three types such as termination, failure to hire and the terms and conditions
of employment. Thus, the employees are been regulated with the legal system to avoid the
disparate treatment claims and practice discrimination at the workplaces.
On the contrary to this, the disparate impact is been defined as an adverse impact of
the standards or practices which is natural and non discriminatory in the intents but however,
unduly affects the individual having any disability or belongs to a specific group of race, sex,
age or ethnicity. It basically occurs when the policies, actions or terms and conditions of the
processes of the employers unintentionally results in the discrimination against the people of
protected class (Chouldechova, 2017, pp.153-163). In other words, it is a legal doctrine which
affirms that a policy could be considered as discriminatory if it laid an adverse impact over
the specific protected class i.e. based on color, race, sex and religion. It is very important to
ensure that any of the action or practice do not impacts the candidate in negative aspects and
make it feel discriminated out of the acts. The disparate impact occurs in case of one of more
protected class is adversely affected as compared to the others.
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It mainly focuses upon the outcome of the act and not the intentions. It is found that
the actions or policies of organization could appear to be neutral completely but still lays a
disparate impacted at the time of execution. This type of discrimination considers the
disparate consequences of the action of employers on the candidates of protected class
specifically. For example, the negative impact led over the female candidate due to the
discrimination based on their pregnancy could make them de-motivated in their work. This
discrimination includes specific employment practices and policies which are facially
impartial but acquire more impacts over the candidates of protected class (Williams and
Seicshnaydre, 2017, p. 10-20). It is very important for the human resources team of Hotel
Hilton to avoid the cased of any disparate impact discrimination so that to keep the
employees motivated and enthusiastic at the workplace.
It has been identified that the human resource team and manager requires
understanding these types of discrimination and the related terms. The understanding would
help them evade any kind of the occurrence of discrimination at workplace. It is very
important to consider that the disparate impact could take place even if there are no intentions
for discriminations. Moreover, both the terms disparate treatments and disparate impacts are
been categorized under the types of discrimination which could face severe claims if occurred
at the workplaces. Any of the discriminatory act could result in claims to the employer
leading huge punishments as well (Fisher, et al, 2017, pp.316-327). The employers or
managers must not overlook the consequences of the impact of discrimination and avoid
conducting any such act at the workplaces. It is essential to ensure that both the disparate
treatment and disparate impact is been avoided at the workplace either intentional or
unintentional.
3. Affirmative action, how and why Malaysia is using affirmative policy
The term affirmative action refers to providing the opportunities and jobs to members
of groups such as minorities and women who might not get those opportunities in other
manner. The national and local governments of different counties are considering this rule for
providing the employment and education to such people and overcome the discrimination
level. The program is helping governments for correcting the effect of discrimination in
various sectors of employment and education institutes for the certain members of groups.
The aim of this regulation and action was to overcome the issues regarding discrimination
based on race and gender (Ma and Schapira, 2017, p. 20). The implementation of affirmative
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action is helping to maintain the equal opportunities for all people for getting the job,
promotion, benefits, and power to raise the voice against the discrimination. The affirmative
action was implemented in Malaysia in 1957 but it was accelerated in the form of NEP.
The Malaysian New Economic Policy (NEP) serves the different form of affirmative
action for maintaining the equality in employment. However, Malaysia is a multi-ethnic
country and having the lower percent of income level for people. The majority of the
population of the country belong to the Chinese and Indian descent. The Chinese people are
generally involved in the business and industries of the country and other people are workers.
The national government has analyzed the current situations of the local population and
implemented the affirmative action to increase the level of income for the local population
(Arcidiacono and Lovenheim, 2016, p. 3-51). To increase the independent level and restoring
the proper place in the economic operations considering the impact of non-Malays, the
government is applying this policy for the welfare of society and economy. The action that
has taken by the national government to increase the social and economic culture of people
through affirmative policy worked positively at the beginning. The NEP has specifically
targeted the Bumiputeras to achieve 30% ownership in corporate activities and overcome the
impact of non-Malaya percentage.
However, the government is applying this policy for improvement in equal
opportunities and providing the sustainable place for all types of people but some people are
not accepting this action. The Malays are claiming the right to preferential treatment through
affirmative action as they are indigenous (Jain, Sloane, and Horwitz, 2015, p. 27). The
intention of the government was good for implementing the action to overcome the structural
weakness of the employment and social system. The major intention of implementing the
affirmative action was to make the balance in the lower income people and the working class.
In spite of that, some Malays have moved from the country due to affirmative action. This
was the major reason that has raised the questions on the implementation of affirmative
action in Malaysia. In addition to this, the international audience of Malaysia specifically the
business leaders are looking for the transformation in the affirmative action to increase the
skilled labour percentage and encourage their production (Ibañez and Riener, 2018, p. 437-
478). The policy of affirmative action is influenced gap in education and employment of
skilled and qualified labour. However, the aim of affirmative action was to develop a vibrant
pro-growth policy to develop a stable and clear business environment but the discrimination
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level on the basis of colour and the born area has affected the actual outcome on the
affirmative action of the Malaysian government.
In the current scenario, the Malaysian people are facing several issues due to
affirmative action that increases the social and economic imbalance. The policy of this action
is dominated by the political parties and the required benefits are not received by the majorly
of groups and individual. The intent of implementing affirmative action was to develop a
better workplace for all in the country but the discrimination due to the colour of skin and
born certification has affected the process of developing the equal opportunities for people
(Miller, 2017, p. 152-90). Apart from that, the Malaysian government has re-established the
affirmative action by developing the contract for job and education sector to provide the
facilities to people who are marginalized and come from rural areas. The intention of
implementing affirmative action was to increase the opportunities for the population which
under-privileged and facing the high discrimination issues.
The action was applied to overcome ethnic-based issues and providing better
employment opportunities for the people. In spite of this, the consideration of different vision
and pervasiveness of ethnic-based discrimination has disturbed the compliance with the
organizational employment process and offering the equal opportunity for Malaya people
(Antman and Duncan, 2015, 710-713). The national government still has to believe in
affirmative action and following the policy for maintaining structural balance and encourage
the poor racial groups for earning their livelihood and contribute to the economic welfare
action of government. It can be considered that after implementation of affirmative action the
Malaya people are in better position as they were in late 1960 (Lee, 2015, p. 615-634).
4. Concept of diversity, elements of diversity workforce and how the diversity management is
meaningful for multicultural organization of Malaysia
The development and consideration of workforce diversity are essential for the
organizations for improving the effectiveness of working, decision making, planning and
analysis of the performance of staff members. The term diversity refers to respect and
acceptance of all with the working environment. The discrimination is having the negative
impact on the planning and development of a highly skilled workforce that can manage the
operation and contribute to the growth of the organization. The concept of diversity is helpful
for understanding the needs and value of an individual and differences. These can be along
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with the dimensions of race, ethnicity, gender and socio-economic status. Moreover, diversity
also considers the physical abilities, political belief, and ideologies (Ahamat, Rahman, and
Mohamed, 2015, p. 23). The concept of diversity is used to overcome the gaps of individual
regarding the identified functions and support them to increase their tolerance level. The
proper knowledge and understanding of diversity management is beneficial for the
organizations to balance the work and develop the healthy and competitive working
environment that helps to meet their objectives.
The workforce diversity in organizational behavior is defined as the development of
the organizational climate in which a heterogeneous workforce performs to its best potential.
The approach of top management for managing such an environment needs to be free from
biasness. The aim of implementing workforce diversity is to rules out the discrimination
among employees in any respect. In addition to this, the workforce diversity concept is
supporting the organization to achieve the goals and objectives of the company in the best
manner (Lee, and Mondi, 2018, p. 229). The proper consideration of workforce diversity
management within organizational working is helpful for increasing the ability to deal with
the diverse market situation, better decision making, encouraging the relationship with the
customers and building of goodwill of enterprise. Following are the key elements diverse
workforce:
Age diversity:
This is important factors that have the significant impact on planning and
management of diverse workforce at the workplace. For example, in hospitality organization
like Hilton Malaysia, there are many employees from different age groups are working for
managing the operations and contributing in the offering of standard products and services to
the visitors (Blancero, Mouriño-Ruiz, and Padilla, 2018, p. 3-21). The age difference has the
vital impact on capacity, hard-working, and acceptance of changes regarding technology and
new working regulations. It is essential for the HR manager of the hotel to manage the
balance among various age group members to improve the diversity in the workforce.
Gender:
This element is having the vital role in discrimination issues that faced by the
organizations. The male staff tries to dominate and have certain changes in benefits and
promotion for female employees. The HR policies are also having differences for male and
10

female staff that increasing the dissatisfaction level of staff in working with the diverse
workforce (Conway, and Monks, 2017, p. 585-606). The concept of diversity has the special
emphasis on gender equality and offering of equal opportunity for male and female staff for
gaining the benefits according to qualification and performance. It is the responsibility of the
HR manager to develop and maintain the harmonious relationship among employees of both
genders.
Education level:
The elements that have the impact on development and management of diverse
workforce team at workplace involve the level of education. The organization has the range
of less to highly educated people in different departments. For example, the highly educated
people in the Hilton hotel are broad-minded and having wide perspective for seeing and
understanding the operations (Harvey and Allard, 2015, p. 39). Apart from that, the less
educated and conservative employees are having issues with caste, color and religious
approach of others. This kind of thinking creates the negative impact on the working culture
and development of a diverse workforce that can support in the achievement of goals and
objectives.
Diversity of abilities:
In a medium and large size organization, the numbers of employees are high that
involve people who are disabled in some ways but can perform the task allocated to them.
The disability and multi-talented personality create the difference in employees and affect the
approach of developing the diverse workforce that could support, coordinate and manage the
organizational work by offering the respect and overcome the psychological barriers (Al
Ariss, and Guo, 2016, p. 579-588). In addition to this, key in managing diversity in having
concern over matching the disability of co-workers and encourage them for better working.
Apart from that, the training about the sensitivity can help to overcome the issues related to
discrimination and lack of support for the employees who are disabling.
Ethnic diversity:
The approach of diversity at workplace involves proper consideration of the ethnic
factors that have the direct impact on the mental process and perception of the co-workers. In
the different socialization and global management activities, the ethnic changes and diversity
are having the significant impact on the competencies of the individual (Martin, 2014, p. 89).
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The lack of understanding and highly religious employees are having issues with the ethnic
approach and affect the team working approach for the particular reason.
Social diversity:
Diversity element related to social status and knowledge about various functions
related to local culture is one of the traditional discussions for workplace diversity. The top
management of the organization is having the good understanding of managing balance
among employees related to the social differences (Greene, and Kirton, 2015, p. 41). For
example, the Hilton hotel management is aware of this social discrimination for developing
the diverse workforce to offer international standard services. However, the lifestyle of local
employees and staff from other nation and social areas working for Hilton Malaysia to
manage the work but changes in the social status and perception about employees from
foreign countries is affecting the development of the diverse workforce.
Need of workforce diversity for multi-cultural organization:
The diversity in the workforce is having the significant impact on the business process
and understanding of the market and customer needs. The international organizations are
adopting and encouraging the diverse workforce culture for improving brand image and
managing their operations more effective manners. The hospitality industry is concern about
the development of the diverse workforce to understand and meet the expectations and needs
of international and local visitors (Thomas, and Peterson, 2017, p. 37). The Hilton hotel
management of Malaysia is having a good plan and understanding of developing the diverse
working team to achieve the business goals more efficient and professional manner.
Following are the benefits that an organization has from managing the diverse workforce:
Ability to deal with diverse market:
The development and management of a diverse workforce are useful for the
organization like Hilton hotel to deal with the diverse market like proper handling of the local
and international visitors and tourists. For example, the culturally diverse team of the hotel is
able to understand the needs and attitude of the culturally diverse customers. The culturally
diverse team is helpful for increasing the competence of the hotel to deal with the market
trends and managing the diverse customer's groups in respect of age, gender, and religion
(Livermore and Soon, 2015, p. 14).
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Better decision making:
The workforce from the heterogeneous background is able to help management is
better decision making about the operations and offering of products and services to the
customers. The Hilton hotel management is collecting the suggestions from the team
members and having the knowledge about the different perspectives to make the decisions
about the services (Deresky and Christopher, 2015, p. 43). The diverse workforce is
supporting organization to increase the creativity and innovation in solving the issues and
betterment of organizational services.
Better human relations:
The aim of increasing workforce diversity at the workplace is to develop the highly
competitive working environment that improves the knowledge of employees and support
them to understand the different values. The good understanding of value and respect for all
types of co-workers is helping them to build good relationships and follow the common
organizational culture (Jenifer and Raman, 2015, p. 348-351). This kind of approach through
diverse workforce management is leading Hilton hotel staff to maintain better human
relations.
Building of goodwill:
The organizations that have good diverse workforce management tactics and strategy
have positive market value. For example, the culturally diverse people are getting attracted to
the Hilton hotel to get employment. This kind of goodwill of Hilton hotel is helping to
develop the good teams that have skills and knowledge of handling the customers more
professional manner. Apart from that, the consideration of diverse team management is
supporting the hospitality organization to overcome the rate of turnover of staff (Luthans,
Luthans, and Luthans, 2015, p. 78). The large organization Hilton is managing the workforce
in the better manner that aid organization for retaining the skilled staff by providing the better
working place free from discrimination and issues related to equal employment opportunity
in Malaysia.
Conclusion
From the study, it has been carried out that equal employment opportunities and
approach of organization considering the law and regulations are helpful for maintaining the
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growth and developing better relationships with staff. The report has provided detail
information about the employment laws of Malaysia and critically discussed the employment
discriminations. Moreover, the report has explained the concept of the affirmative action and
impact of it on the population and employment level in the country. Furthermore, the report
has analyzed the concept of diversity and its elements that have the significant impact on the
organizational working.
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