Some European countries have been experiencing a string of protests from immigrants. These immigrants sought to express their dissatisfaction with their current employment status and lack of consideration from employers when applying for jobs for which they met the required qualifications.

This has prompted employers to reconsider their past and current practices in the management of workforce diversity and to reduce the economic and cultural differences that exist in these types of egalitarian societal organizational environments. The main problem derives apparently from a wide range of discriminatory employment practices inherent in European companies. These practices would set the tone for possible lawsuits from immigrants rejected as potential employment candidates and opportunities.

Consider this example. Ewe Kikuyu graduated from a well-known European university with a degree in Architecture in 2007 and spent a full year sending out her Curriculum Vitae. Ewe is the daughter of South African immigrants and did not receive a single chance, call, or interview.

At one point, Ewe attended an architecture job fair, where she witnessed one of the company recruiters to whom she had submitted her CV glance at her and immediately dump her CV into a waste receptacle. Ewe commented that, throughout her entire life of struggles, hard work, and commitment to achieve a good education, she never thought that her name, race, and nationality would become an issue in obtaining a decent job for which she would be qualified.

Some of the major obstacles for managing diversity in European countries derive from the legal system, inherent employment practices, lack of accountability and existing laws, and regulations. Some of the requirements currently in place in some European countries when candidates are seeking employment opportunities are to reflect on and submit their CV information related to their nationality, religion, race, marital status, and a picture.

These employment requirements and practices have set the tone for many potential employment discrimination acts. As a result of these discriminatory acts, complaints, and lawsuits, some European countries and employers have been mandated to institute and comply with some strict laws and regulations, and to introduce and manage proactive solutions to attract, recruit, select, and retain a qualified, diverse workforce to meet the supply and demand of a globalized, changing workforce.

Consider this: Some European multinationals started to send managers to high schools in order to train students in writing résumés and provided proper etiquette and training tools to successfully achieve a job interview and enhance their employability. In addition, some of these companies initiated a national campaign to work with colleges and universities to recruit disadvantaged or minority students for potential internship or /full-time opportunities.

Some major multinationals jumped on the bandwagon and implemented strict guidelines to eliminate personal and biased information from the candidates' professional profile (CV), such as any racial or ethnic data, before forwarding them to recruiters or head hunters. These new practices would make it more difficult for any prospective employer to discriminate on the basis of nationality, religion, race, or ethnic background.

Case Study Requirements

You will be working as the VP of HR for one of these major multinationals. Your new tasks will be to (1) analyze and identify major problems in managing, attracting, recruiting, selecting, and retaining a diverse workforce; (2) provide recommendations and solutions; and (3) provide a solid conclusion to this case study. You will be required to provide a minimum of five references to support your findings when analyzing this case.

Consider the following questions when you conduct your analysis and findings:

What techniques and training tools are necessary to change the organizational culture and create a cohesive environment that manages a diverse workforce and provides opportunities that would recruit qualified talent?

What measures and mechanisms are necessary to develop and institute a proactive affirmative action program that would secure and protect the rights of employees?

What type of training and development, policies and procedures, compliance regulations, and communication programs are required to ensure that the organization meets the goals and objectives of seeking and maintaining a global, diverse workforce to meet the future business and HR demands of a competitive global sector?

What is the role of the organization, management, and employees at large to ensure that these employment practices would cease to ensure compliance of the law?

Students are required to work on, develop, and read the Case Study "Workforce Diversity Challenges in European Countries." Please consider and answer the above referenced questions 1-4 as part of your analysis, recommendations, and conclusions. Please see the case study guidelines and format instructions in Doc Sharing.

A cover page and references page are excluded from the three to five page requirements. The written summary must meet the APA style format.