Human Resource Management Promote Rights of LGBTS & Marginalized Groups (Research Paper Sample)

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Human Resource Management
Creating a favourable working environment where both men and women work freely is the objective of every organization, and its human resource managers. However, this has not been the case in many offices. According to Hennekam (2), gender inequality in the workplace is one of the most pervasive problems facing many organizations, and it has continued to cripple the career growth of most women globally. Gender balance and in particular women empowerment is a philosophy that world leaders in the political arena seek to champion to promote equity and diversity in the workplace. Human resource management models can promote a harmonious work environment where marginalized workers (women and LGBT) have the same rights and opportunities towards career growth. 
           In most countries, some laws seek to ensure that in every election, women are given a fair share of parliamentary seats. These laws were put in place because most countries have a patriarchal society, and prior the passing of the gender laws, men took almost all of the elective seats. In the working world, the same scenario occurs because the world is patriarchal, and women are often disadvantaged. It is often said that when women are empowered, it is the entire community that benefits. Thus, ensuring gender and sexual equality in the workplace is critical to creating a harmonious and productive working environment. 
           One of the ways a soft HRM model can promote gender and sexual equality is by passing policies and regulations that promote a fair working environment. Promoting a friendly workplace that is not patriarchal or matriarchal based will ensure that both men and women work freely without any gender discrimination (Stamarski,1). According to Garcia, (1), gender inequality is a grave issue facing many organizations globally. However, by creating an environment that fosters professional identity, human resources managers can promote gender and sexuality equality where an individual’s professionalism is valued and respected. Professional identity is core in promoting a friendly workplace because workers get to enjoy beliefs, motives, attitudes, and values of their professional life without experiencing gender biases (Khapova, 1). For instance, General Motors has a female CEO, Mary Teresa Makela, from 2014 to date. One of the attributes that have promoted female leadership is a skills-based hiring process that is not discriminative on one’s gender and sexuality. As the CEO of General Motors, Ms Mary Teresa Makela was given this job because she possesses what it takes to be a leader, and the managers and the Board did not discriminate her because of her gender. In so doing, the company has paved way for equality and high professionalism. 
            Additionally, creating a favourable socialization environment can be achieved through rethinking the hiring process to foster sexual and gender equality. Having an open-minded hiring process can be an excellent way to eradicate gender inequality, whereby only merits and not the sexuality elements are taken into account. Besides, managers can foster gender equality by being an example in promoting equality in the top managerial positions (Stamarski, 2). For instance, an organization that has 50-50 men to women ratio, creates a positive image of equality, and it fosters effective industry socialization. Through industry socialization, human resource managers can create a setting in which both male and female workers adapt and adjust to the organization’s norms, belief, culture, and values such as gender balance policies (Garcia, 2). More so, the decision to create strict disciplinary laws against harassment and discrimination ca