Unit VII Discussion md&o

BSL 4000, Managing Diversity in Organizations 1

Course Learning Outcomes for Unit VII Upon completion of this unit, students should be able to:

2. Assess the benefits of organizational diversity. 2.1 Summarize steps for improving organizational diversity in an executive summary.

8. Critique federal legislation related to workplace discrimination.

8.1 Compare legislated workplace issues to ageism in youth and elderly populations.

Course/Unit Learning Outcomes

Learning Activity

2.1 Unit Lesson Unit VII Project

8.1 Unit Lesson Chapters 13 and 14 Unit VII Project

Required Unit Resources Chapter 13: Age, pp. 358-379 Chapter 14: Physical and Mental Ability, pp. 384-403

Unit Lesson Society requires participation from all people to continually advance. For a community to aspire to its greatest ability, all must be active, engaged, and invested. The story by Dr. Seuss of Whoville, a world living on a speck that lands on a flower in the Jungle of Nool in the children's classic Horton Hears a Who, goes far beyond a simple story. "A person is a person, no matter how small," according to Horton (Dr. Seuss, 1954, p. 6). He understands that no matter who we are, individuals matter. We have a responsibility to protect those who cannot speak for themselves (Bell, 2017). This premise holds true in business and in life. The government at all levels in the United States establishes legislation as a structured guideline with regard to rights and protections for those who are diminished in the capacity to speak for themselves. Populations such as the unborn, the aged, and children need representation to serve and protect their needs. The case of Mary Ellen Wilson in the 1870s was the first court case in the United States on child abuse. Up until this point, there were no child abuse laws, thus no premise for a court case. The precedent was founded on the laws for the protection of animals from cruelty and abuse. The United States had laws to protect animals before it had laws to protect human children. Societies treat the elderly in a wide variety of ways. Many Asian civilizations treat the elderly with great respect. The elderly are valued for their knowledge, wisdom, and experience. The elderly are held in high regard; they are honored and treated as valuable. In some cultures when the elderly and infirm people are no longer capable of contributing to the community, they are released from the community to go out on their own, thereby no longer burdening the community. The infirm or disabled can be viewed as a strain on society. The view is that if the individual cannot contribute to society, then he or she is a drain on the community, requiring resources that can be used better elsewhere for greater results. Past generations have demonstrated across cultures and national societies how to be contributors in different ways. The use of technology has improved opportunities for those who before would be considered incapable. How disabilities are viewed impacts thinking and perception because American

UNIT VII STUDY GUIDE

Ageism and the Disabled

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society teaches us to strive for perfection. The commercialization of the perfect body image and perfect personality portrayal inundate the mind; the image of the perfect employee or client is shared through the different media outlets. Competitions for who is prettiest, strongest, or most fit fill publications, the Internet, and video outlets. Rarely do we hear of the smartest, the over-comers, or the disabled who rose to challenges and surpassed the odds. The occasional story of the individual who competes in Special Olympics, is the oldest competitor, or overcame a deadly diagnosis is heartwarming. The media will often portray these images as stories of overcoming imperfection. It is not uncommon that these stories are followed by an endorsement of some product that has helped the individual with overcoming the perceived disability. The news becomes an advertisement that places emphasis on a more perfect image. Talk shows are filled with how to improve our looks or fitness. Every individual is unique, but striving for perfection is subjective. One individual's concept of perfection is not another's, thus invalidating both individuals and proving imperfection. Perfection is not to be attained by its very definition. Everyone is unique in physical, mental, and emotional characteristics (Bell, 2017). Intelligence is measured not only by standardized tests but also through skills, traits, and abilities. An individual may not be strong in math, reading, or writing, but the individual's intelligence according to leading theorists may be in other areas such as kinesthetic, interpersonal relationships, or art. Stories of individuals such as Abraham Lincoln, Albert Einstein, and Henry Ford have told us that they were not considered educable, frequently scoring the lowest marks in their classes. Each of these examples soared in other areas of their lives, achieving greatness others could only dream of. Intellectual ability was not discoverable in the way they were tested or taught by a handful of individuals. Each of them overcame obstacles, and they rose above the criticism to succeed—even though they were told they never would. The United States has had only one president elected to be a four-term president: Franklin Delano Roosevelt. While he was not able to serve his fourth term, he did nearly complete his third term before passing away. FDR was elected to office in 1932 after being diagnosed with a disabling type of polio, greatly limiting him physically. He went on to lead a nation out of a depression and a world war (The Office of the White House, n.d.). Stephen Hawking, one of the most famous physicists of the late 20th century, contracted motor neuron disease (Stephen Hawking Foundation, n.d.). The disease, which limits his physical and speech abilities, has not negatively impacted his intellect, which is ranked among the most advanced in human abilities. Hawking continues to write, publish, and present globally even though his disability limits his actions. To the world, he is considered severely disabled, yet he is one of the greatest minds of the late 20th century in physics, math, and cosmology. An individual may see his or her psychological diagnosis as a death sentence. Comic entertainer Robin Williams made an amazing career despite his attention deficit disorder. He used this to his advantage as his mind often processed so quickly that his improvisation abilities were staggering. His thought processes would move quickly, becoming a whole train of thought before most would get the first joke. Other entertainers and business professionals have used their perceived cognitive disability to focus where they were strongest. Disabilities are in the eye of the beholder. Society states that a disabled person is someone physically, intellectually, or emotionally incapacitated. Legislation over recent years has addressed empowering individuals with diagnosed disabilities to receive treatment or accommodations that allow the individual to be included in the workforce. Discrimination and prejudice will continue if disabilities are subjective. According to Bell (2017), many accommodations for an individual cost less than $50 and few amount to a cost over $300. An employer cannot ask questions regarding the cause or details of one’s condition. In most cases, the organization is not qualified to assess these issues. The organization is charged to provide accommodation for the individual. One’s condition is not the reason he or she is hired but their assets that will effectively contribute to the bottom line. The generation known as the baby boomers are nearing retirement age. There are some from this generation who are leaving an organization they worked at for years to reinvent themselves in a new career. Retirement will look very different for this generation. There will be the wealthy who travel or develop an enterprise. Some retirees will consult, not wanting to be tied to an employer and all that it entails. Other baby boomers will need to supplement their income just to make ends meet or to give some breathing room. Retired individuals also may choose to find a job of lesser responsibility or that is different from what they did for a career. These individuals may choose to perform these activities to stay active and keep their minds sharp. The attitude of it

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is better to wear out than to rust out is the mantra. Older employees bring a wealth of knowledge and experience that creates a knowledge base to become a resource for the organization. Blending older employees with younger employees builds communication, and mentoring each other bridges the respected resourcefulness and potential for innovation. Technology provides creative solutions for all workers. Technical solutions may assist with voice activation; tactile and kinesthetic controls may also open opportunities to be successful where significant difficulty existed previously. Individuals with limited physical abilities may be able to work remotely in their own home or work setting with hours that would adjust for the needs of the employee who may require eight hours of work over a longer timeframe with frequent breaks. The key is emphasis on what can be done instead of what cannot be done. Young employees are a product of a society that has shifted as more low-paying, blue-collar, physical-labor- oriented positions are offered to older employees, thus gaining work experience creates a unique challenge. Younger employees may have education but lack experience. Youth will frequently not be aware of these limitations; however, the young employee may bring in ideas and innovations that older, established employees might not consider. The younger employees will focus on the possibilities instead of what has happened in the past. Young employees of the current generations have less loyalty to an organization as they have seen organizations become less loyal to their employees due to rightsizing or corporate restructuring. Younger employees understand that options are available, and they are entrepreneurial and might not depend on a single source of income. Legislation addressing age discrimination generally is towards the older employee. Discrimination of younger employees citing inexperience may not be accurate as they have education and cross-functional skills. Opportunities of job skills training in fields such as fast food, newspaper, service delivery (pizza, newspaper), or general business are offered to adults with families they are supporting in a low wage position. Legislation for raising wages in these positions is being introduced at the state and federal level, and organizations are responding to these potential rising costs by reducing the work force and introducing more technology. In places where technology cannot lower costs and workers are not customer-facing, labor costs are being outsourced. Legislators continue to listen to the expressed needs from the advocates for those who cannot speak for themselves. Meeting the needs of special populations is an ongoing issue. Laws such as the Americans with Disabilities Act and age discrimination for those 65 and older serve a unique purpose. There is a need for such legislation rather than allowing businesses to self-govern. The question becomes this: when does government intrude on private corporations’ affairs regarding hiring practices and maintaining quality employees and human resources? Legislation is not going to address every possible situation, scenario, and population. Common sense and sound reasoning as to what is right and what is wrong on an ethical and moral basis should be determining factors; otherwise, we support greater government control in business and society. The key is to shift the paradigm to balance the needs of society with the needs of different populations and how they can impact the workforce in the communities in which individuals with disabilities reside. Legislation is intended to empower, not entitle. Business owners and senior leadership have a responsibility to capitalize on the resources available to them and look beyond appearances to see what is true potential and opportunity.

References Bell, M. P. (2017). Diversity in organizations (3rd ed.). Cengage Learning. Dr. Seuss. (1954). Horton hears a who! Random House. The Office of the White House. (2016). Franklin D. Roosevelt.

https://www.whitehouse.gov/1600/presidents/franklindroosevelt Stephen Hawking Foundation. (n.d.). Home. http://www.hawking.org.uk/

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Suggested Unit Resources In order to access the following resource, click the link below. The following article offers a glimpse into how discrimination can affect the hiring process. Sink, J. K., & Bales, R. (2016). Born in the bandwidth: "Digital native" as pretext for age discrimination in

hiring. ABA Journal of Labor & Employment Law, 31(3), 521–536. https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=http://search.ebscohost.com/logi n.aspx?direct=true&db=bth&AN=118547713&site=ehost-live&scope=site