Diversity of the healthcare workforce is a current trend as detailed in Module/Week 1. The Equal
Employment Opportunity Commission (EEOC) enforces Title VII of the Civil Rights Act of
1964 (Title VII), the Age Discrimination in Employment Act (ADEA), the Americans with
Disabilities Act (ADA), the Equal Pay Act of 1963 (EPA), and the Rehabilitation Act of 1973.
Select 1 law you believe is important to employees and provide a brief description of that law
and its impact on employees. How can association policies or employer policies be used to
supplement legal requirements if an organization would like to protect its employees or clients
from discrimination? Defend your answer(s).
Your replies to your classmates' threads must be substantive.
Healthcare as an industry is one that includes a large variety of people, each with their
own unique tasks that either directly or indirectly affect the quality of care provided throughout
the healthcare facilities in this country with all of these individuals sharing in a common interest
of improving the health and wellness of our communities. Living in an era that has constantly
shown to be ever evolving, there is a need for swift and efficient changes to adapt to the level of
evolution seen. In healthcare today, technological advancements are held as a primary need to
improve the overall quality of healthcare available. Ongoing efforts to improve all aspects of
patient care, both directly and indirectly, is a key focus within this industry, with improved
outcomes being held in the highest regard. With the increase in both the need for and availability
of services there is also a need to increase the staff to meeting those needs. Individuals placed in
these roles each have a uniqueness that only they possess. Compensation for time spent, as well
as services and efforts put forth should be based on the level of knowledge and skillset of the
individual. Even with the advancements made in equality within the United States, research has
shown that gender inequality is still a major challenge facing modern societies [Quf16]. Even
though there are multiple areas where gaps may be seen, the gap in pay between genders is one
of the most notable.
The Equal Employment Opportunity Commission (EEOC) administers and enforces
Federal laws that govern compensation, and require all employers to comply with two laws, the
Equal Pay Act (EPA) and Title VII of the Civil Rights Act of 1964 [Fed]. The EPA prohibits
employers from paying female employees a lower wage than their male counterparts when
performing the same duties requiring equal levels of skill, effort, and responsibility, where Title
VII encompasses a broader focus including race, color, national origin, religion, and sex. [Fed].
The EPA was a 1963 amendment to the Fair Labor Standards Act (FLSA) established in
1938[Fed]. The focus of the FLSA was on establishing provisions related to minimum wage,
overtime pay, and child labor rules as well as providing equal pay stipulations [Pyn11]. There
will still be differences in wages between individuals who hold the same position within a
company. These differences are able to be justified based on different criteria such as seniority,
merit or pay for performance guidelines, the use of a piece-rate payment system, or a variety of
other factors [Pyn11].
The benchmark position method is utilized within a well-known healthcare facility, Mayo
Clinic. This method incorporates pay grades, which are assigned based on duties,
responsibilities, and qualifications, with each grade level containing examples of the type of
work to be performed[Pyn11], the wages for each pay grade falls within a range minimum to
maximum. Determining the pay grade to be assigned to a specific job is accomplished by looking
at nine factors and levels of these factors, including knowledge required, supervisory controls,
guidelines, complexity, scope and effect, personal contacts, purpose of contacts, physical
demands, and the work environment[Pyn11]. Once the pay grade is assigned to a job description,
determination of how much a new employee is to be paid is based on that individual’s experience
and skill level pertaining to the position in question, using a point system, which falls within the
minimum and maximum range of the wage scale. In most cases the individual within human
resources making the wage determination will base the points by the job history and education –
never seeing or speaking to the person being offered the job.
“Differing weights and differing measures - the Lord detests them both” (Proverbs 20:10,
NIV). This scripture provides a very clear picture of treating each other equally, no matter what
race, demographic, and/or religion we are. When looking at equality from a human resource
management perspective, the enforcement of the organization’s policies and procedures should
not only be what is monitored, but also the needs and concerns of the employees and compliance
in all federal laws and regulations. The compensation system utilized should focus on the
recruitment, motivation and retention of skillful employees [Pyn11]. As healthcare professionals,
in order to achieve our goal of providing high quality care to all patients, we must also
understand and identify equality amongst the employees within our organization. Keep a high
level of equality will only assist in maintaining quality employees and lead toward future
successes within the healthcare arena.
References
Feder, J., & Collins, B. (2016). Pay equity: Legislative and legal developments. (CSR Report No.
RL31867). Retrieved from Congressional Research Service website:
https://fas.org/sgp/crs/misc/RL31867.pdf
Pynes, J. E., & Lombardi, D. N. (2011). Human resources management for health care
organizations: A strategic approach. San Francisco, CA: Jossey-Bass.
Quffa, W. A. (2016). A review of the history of gender equality in the United States of America.
Social Sciences and Education Research Review, 3(2), 143-149. Retrieved from
https://doaj.org/article/55d77c4f55294abcaf4899b7099b93f9
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