96 Human Resources Management for Public and Nonprofi t Organizations
existing system, time is lost in an emergency, and the cost of the service
is expensive.
9. Training. Job skills training is offered at the police facility.- Partnership with the regional community policing institute. As a result of this
partnership, a video and printed material to assist other law enforce-
ment agencies has been developed (Clearwater Police Hispanic Out-
reach) ( http://www.clearwaterpolice.org/hispanic/index.asp )
In the examples cited, the demographics of the community, as well as the
clients of public and nonprofi t agencies, have changed from the past. San
Francisco ’ s Asian & Pacifi c Islander Wellness Center, the Jewish Board of
Family and Children ’ s Services, and the City of Clearwater recognized
the changing demographics and needs in their communities and made
changes to become more effective in the delivery of their services.
Nevertheless, not everyone is convinced that diversity makes good
business sense. Moreover, explaining, demonstrating, and achieving the
benefi ts of diversity is multifaceted, complex, and diffi cult (Bell & Berry,
2007; Kalev, Dobbin, & Kelly, 2006; Klein & Harrison, 2007; Wise &
Tschirhart, 2000).Sexual Harassment
The daily routines of employees must be free from intimidation and the dis-
traction brought about by sexual harassment. Employers have become more
sensitive to the growing need for policies and procedures to eliminate sexual
harassment in the workplace. Today, most organizations have sexual harass-
ment policies in place and are demanding that managers and supervisors
enforce them.
Sexual harassment is considered to be a form of sex discrimination,
falling within the protections of the Civil Rights Act of 1964, Title VII.
The Supreme Court ruled in Meritor Savings Bank v. Vinson (1986) that
sexual harassment is a form of sexual discrimination and therefore il-
legal under Title VII of the Civil Rights Act of 1964. Any workplace
conduct that is “ suffi ciently severe or pervasive to alter the conditions
of employment and create an abusive working environment ” constitutes
illegal sexual harassment. Sexual harassment constitutes discrimination
with respect to a person ’ s conditions of employment.
The Equal Employment Opportunity Commission (1989) has defi ned
sexual harassment as unwelcome sexual advances, requests for sexual favors,