Discussion Thread Two Managing the Health Care Workforce.pdf

Discussion Thread Two: Managing the Health Care Workforce

Title VII of the Civil Rights Act of 1964 is a federal law that prohibits employment

discrimination based on race, color, religion, sex, and national origin (McConnell, 2021, p.39).

The law applies to employers with 15 or more employees and prohibits discrimination in all

aspects of employment, including hiring, firing, promotion, and compensation (p. 40). One of the

most significant impacts of Title VII is that it has provided legal recourse for employees who

have experienced discrimination in the workplace. Prior to the passage of Title VII,

discrimination based on race, sex, or religion was often considered a social norm and was not

illegal (Wingfield & Chavez, 2020). According to McConnell (2021), Title VII made it illegal for

employers to discriminate against or classify employees or job applicants on the grounds of race,

workplace diversity by encouraging employers to consider candidates from diverse backgrounds.

While Title VII provides important protections for employees, some organizations and

associations may choose to supplement legal requirements by implementing their own policies to

protect their employees or members from discrimination (Grissom, 2018). For example, an

organization may choose to implement policies that go beyond the requirements of Title VII to

ensure that all employees are treated fairly and with respect. According to Grisson (2018), one

way that an organization can supplement legal requirements is by implementing a diversity and

inclusion policy. A diversity and inclusion policy can help to promote greater diversity in the

workplace by encouraging the recruitment and retention of employees from diverse backgrounds.

This type of policy can also help to foster a more inclusive workplace culture by encouraging

employees to respect and value differences (Grisson, 2018).

According to Kang and Kaplan (2019), a diversity and inclusion policy can be beneficial

for organizations in promoting an inclusive work environment. Such policies can help

organizations to identify and address areas of discrimination, as well as develop strategies to

promote greater inclusion. The authors argue that while Title VII has been effective in providing

legal protections against discrimination, it has not done enough to promote greater diversity in

the workplace, and individual organizations must supplement legal requirements to better protect

rates of employee turnover and absenteeism. The authors suggest that a zero-tolerance policy can

be an effective tool for promoting a positive workplace culture and reducing the negative impacts

of discrimination on their employees and clients.

Employers can also take steps to provide training to their employees on diversity and

inclusion. This type of training can help to promote greater awareness and understanding of

diversity issues and can help to prevent discriminatory behavior from occurring in the workplace.

Additionally, employers can provide training on how to report incidents of discrimination or

harassment, which can help to ensure that these incidents are addressed promptly and effectively.

In a study by Arvizo and Garrison (2019), the authors found that organizations that provided

diversity and inclusion training had lower rates of discrimination complaints and lawsuits. The

authors suggest that diversity and inclusion training can ensure that the organization’s policies on

diversity and inclusion are a part of their culture and practices by all of their employees. In

Proverbs 22:6 it is stated, "train up a child in the way he should go; even when he is old he will

not depart from it" (English Standard Version, 2001). This verse emphasizes the importance of

providing instruction and guidance so that one may develop the skills, knowledge, and habits one

needs to live a fulfilling life. The training provided can have a lasting impact on a person's

character and values, shaping their future decisions and actions. This verse reminds us that

issues, and establishing zero-tolerance policies for discrimination and harassment, organizations

can help to ensure that all employees are treated with respect and dignity, and can help to foster a

more inclusive workplace culture.

Revelation 7:9 exclaims "after this I looked, and there before me was a great multitude

that no one could count, from every nation, tribe, people, and language, standing before the

throne and before the Lamb" (English Standard Version, 2001). This verse describes a vision of

heaven, where people from all nations, tribes, and languages are united in worshiping God. It

emphasizes that diversity is not only accepted but it is also celebrated in the kingdom of God.

This verse reminds us that our differences are a reflection of God's creativity and that we should

embrace diversity and work toward unity as we await the coming of Christ's kingdom.

References

Arvizo, C., & Garrison, E. (2019). Diversity and inclusion: the role of unconscious bias

on patient care, health outcomes and the workforce in obstetrics and gynecology. Current

Opinion in Obstetrics & Gynecology, 31(5), 356–362.

https://doi.org/10.1097/GCO.0000000000000566

McConnell, C. (2021). Human resource management in health care: principles and

practice. Jones & Bartlett Learning.

Wingfield, A., & Chavez, K. (2020). Getting In, Getting Hired, Getting Sideways Looks:

Organizational Hierarchy and Perceptions of Racial Discrimination. American

Sociological Review, 85(1), 31–57. https://doi.org/10.1177/0003122419894335

Yeboah, J., Ezzedeen, S., Shu, C., Gopalakrishnan, P., & Aiman-Smith, L. (2021). Zero-

Tolerance Policy for Discrimination: An Empirical Investigation of Its Impact on

Employee Turnover and Absenteeism. Journal of Business Ethics, 169(1), 81–94.

Discussion Post Two: Managing the Health Care Workforce - Peer Response

Thank you, Wesley, for the informative discussion post on the Americans with

Disabilities Act and its role in workplace diversity. The Americans with Disabilities Act (ADA)

is a federal law passed in 1990, which prohibits discrimination against individuals with

disabilities in employment, public accommodations, transportation, and other areas of daily life

(McConnell, 2021, p. 46). The law defines a disability as a physical or mental impairment that

substantially limits one or more major life activities, such as walking, seeing, hearing, or

speaking (p. 46-47). McConnell (2021) states that the ADA requires employers to provide

not covered by the ADA. For example, some states have passed laws that protect individuals

with disabilities from discrimination based on their genetic information or their use of medical

marijuana (Cascarado, 2020). These protections are not included in the ADA, but health care

associations or employers can adopt policies that prohibit discrimination based on these factors.

Another way that health care association policies or employer policies can supplement

the ADA is by providing more specific guidance on what constitutes a reasonable

accommodation. While the ADA requires employers to provide reasonable accommodations to

qualified individuals with disabilities, it does not provide specific guidance on what

accommodations are considered reasonable (Pavlik et al., 2019). Health care associations or

employers can adopt policies that provide more detailed guidance on what accommodations are

reasonable in different situations. For example, a policy might provide guidance on what

accommodations are reasonable for employees with visual impairments or for employees with

hearing impairments. This concept reminds me of the story in 1 Samuel 17, in the story, the

Philistine army and the Israelite army were preparing for battle. The Philistines sent out a giant

warrior named Goliath, who challenged the Israelites to send out a champion to fight him. David,

a young shepherd boy, heard about the challenge and volunteered to fight Goliath. Despite being

small and inexperienced, David trusted in God's strength and defeated Goliath with a single stone

providing more robust training and education for employees on disability issues. While the ADA

requires employers to provide reasonable accommodations and prohibits discrimination based on

disabilities, many employees may not fully understand their obligations or may not be aware of

the various disabilities that are covered by the law (Iezzoni et al., 2022). By providing more

robust training and education on disability issues, health care associations or employers can

ensure that their employees are better equipped to provide appropriate accommodations and

avoid discrimination.

In conclusion, while the Americans with Disabilities Act provides some protections

against discrimination for individuals with disabilities, health care association policies or

employer policies can be used to supplement legal requirements and protect employees or clients

from discrimination beyond the law. By providing additional protections, more specific guidance

on reasonable accommodations, and more robust training and education, health care associations

or employers can create a more inclusive and welcoming environment for individuals with

disabilities. Romans 10:12-13 states, “for there is no difference between Jew and Gentile—the

same Lord is Lord of all and richly blesses all who call on him, for, ‘Everyone who calls on the

name of the Lord will be saved’” (English Standard Version, 2001). This passage emphasizes

that salvation through Christ is available to all people, regardless of their ethnic background or

References

Cascardo, D. (2020). Medical marijuana: To prescribe or not to prescribe? That is the

question. The Journal of Medical Practice Management, 35(4), 201-204.

English Standard Version Bible. (2001). ESV Online. https://esv.literalword.com/

Iezzoni, L., Rao, S., Ressalam, J., Bolcic-Jankovic, D., Agaronnik, N., Lagu, T., Pendo,

E., & Campbell, E. (2022). US physicians' knowledge about the Americans with

disabilities act and accommodation of patients with disability. Health Affairs, 41(1), 96-

22. https://doi.org/10.1377/hlthaff.2021.01136

McConnell, C. (2021). Human resource management in health care: principles and

practice. Jones & Bartlett Learning.

Pavlik, D., Melcher, B. Q., Agnew, D., Smith, D., & Marciante, K. (2019). The

Americans with disabilities act, reasonable accommodations, and medical education. The

Journal of Physician Assistant Education, 30(4), 214-218.

https://doi.org/10.1097/JPA.0000000000000277

Discussion Post Two: Managing the Health Care Workforce - Peer Response

policies can be used to supplement legal requirements to protect employees or clients from

discrimination.

One way in which health care associations or employer policies can supplement legal

requirements is by implementing clear and comprehensive anti-discrimination policies. These

policies can provide guidance on what constitutes discrimination, how to report incidents of

discrimination, and what the consequences of discrimination are (Loder & Vgontzas, 2022).

Additionally, policies can help ensure that all employees receive equal pay and opportunities,

regardless of their race, gender, or other protected characteristics.

Another way in which health care associations or employer policies can supplement legal

requirements is by providing training and education to employees on the importance of diversity,

equity, and inclusion (Cox, 2022). By promoting a culture of diversity and inclusion,

organizations can create a more welcoming and supportive environment for all employees,

regardless of gender. Research has shown that diversity training can lead to increased awareness

and sensitivity to issues of discrimination, as well as improved attitudes toward underrepresented

groups (Cox, 2022).

Finally, health care associations or employer policies can supplement legal requirements

by promoting transparency and accountability. This can be achieved by regularly monitoring and

policies can be used to supplement legal requirements to protect employees or clients from

discrimination. Anti-discrimination policies, diversity training, and transparency and

accountability measures can all help create a more equitable workplace and ensure that all

employees and clients are treated fairly and equitably. The research into the Equal Pay Act of

1963 sparks thought on the instances in the Bible where God was clear that, while women and

men have specific roles, they are equally important and loved by God. In 1 Corinthians 11:11-12

it is stated, “nevertheless, in the Lord woman is not independent of man nor man of woman; for