Agency 's Law And Ethics Of Hiring A Diverse Workforce

A great amount of problems still exist in LGBT workplaces, rights in the sphere have evolved and there are signs for a better and brighter future for the community. “The government has announced that it will be advancing legislation to amend section 37.1 of the employment equality act, which currently allows religious—run institutions, such as schools and hospitals to discriminate against LGBT employees. But the amendment will not protect every worker, as Rob Buchanan reports.” (BUCHANAN)

Over the last several decades, workplace issues have become an area of controversy for most employers. This is because the regulations surrounding what practices are considered to be discriminatory have increased dramatically. To enforce these issues, the Equal Opportunity Employment Commission (EEOC) is playing a central role in making employers follow these provisions of the law. A recent example of this occurred, with the case EEOC v. HCS Medical Staffing Inc.

1. What changes are occurring in our workforce today and are likely to continue into the future?

The U.S. Department of Health and Human Services (HHS) is the U.S. government’s principal agency for protecting the health of all Americans and providing essential human services, especially for those who are least able to help themselves. HHS is responsible for almost a quarter of all federal outlays and administers more grant dollars than all other federal agencies combined. The mission of the U.S. Department of Health and Human Services (HHS) is to enhance the health and well-being of Americans by providing for effective health and human services and by fostering sound, sustained advances in the sciences underlying medicine, public health, and social services. In addition, HHS is also responsible to provide better services to people by adapting to new technologies to keep pace with the advancement in technology. As we compare the health and human services from last ten years to present, it is very clear to analyze how health and human systems have improved over the years. The Department manages programs that cover a vast spectrum of activities that impact health, public health, and human services outcomes throughout the life span.

Although, an employee’s sexual orientation/identity isn’t a visible characteristic, it should be considered an important of diversity management. Bower and Blackmon (2003) states that managing diversity, particularly when it comes to sexual orientation diversity, may be just as significant as managing visible diversity (as cited in Ozeren, 2014, p. 1203). Research of those who identify as LGB (not T), indicates that they’re a sizeable population. Gates (2015) states that “it is generally thought that between 8.2 to 8.7 million United States citizens identity as LGB citizens (transgender number are less well-known), or between 3.5 to 3.7 percent of the population” (as cited in Shrader, 2016, p. 181). For my term paper, I will explore the following questions: How is the U.S. currently responding to complaints filled by LGBT employees? What is the government doing to improve policies, laws, initiatives or statutes to protect this population? I will answer these question by performing

The U.S. Department of Health and Human Services (HHS) has the mission of enhancing the health and well being of all Americans. HHS is the U.S. government’s principal agency for protecting the health of Americans and is responsible for providing essential human services for all and especially for those who are least able to help themselves. The Department manages programs that cover all spectrums of activities that impact health care, patient safety, and public health. HHS, though its programs and partnerships, provide health cover to more than 100 million people through Medicare and Medicaid, promote patient safety and health care quality in health care settings, protects vulnerable individuals and communities from poor health treatment, and leverages health information technology to improve the quality of care for all (HHS, 2015). Though it’s programming and other activities, HHS works closely with state, local, and federal agencies to strengthen health care, advance scientific knowledge, advance health care and safety, and ensure transparency, accountability and effectiveness of all HHS programs. HHS’s overall mission is to help American’s live healthy lives by providing millions of children, families, and seniors with access to high quality health care, affordable child care, and by pushing the boundaries of how we diagnose and treat disease.

The United States Department of Health and Human Services (HHS) is the federal government’s primary organization that aimed at safeguarding the well being of all individuals living/working in the U.S. furthermore delivering necessary individual services, particularly to individuals who are least able to help themselves. The United States Department of Health and Human Services is accountable for approximately a fourth of all federal out lays and manages additional grant dollars than all other federal organizations combined. The operation of the United States Department of Health and Human Services (HHS) is to improve the health and welfare of individuals by offering effective health and human services and by continuous improvement in the fundamental

Business environments today display diversity, a numerical composition that reflects different kinds of people, such as men and women of different ethnic origins, educational experiences, and professional backgrounds (Beamish, Morrison, Inkpen, & Rosenzweig, 2003). A vast amount of organizations are emulating a diverse workforce. Fair treatment of employees is the responsibility of the human resource management team within a firm. Footsteps of past generations are the facilitating mechanism allowing today’s generation to participate in a safe and fair workplace. Specific rules and regulations assist in equal employment opportunities for every employee. The Equal Employment

Today, many Americans are affected by health care decisions made without their prior knowledge. More than likely most Americans are unsure how those decisions are decided and who is responsible for making those decisions that ultimately affect how health care is administered. The Department of Health and Human Services (HHS) is the United States government’s principle agency for protecting the health of all Americans and for providing essential human services, especially to those who are unable to help themselves. HHS administrators over two hundred programs and it accounts for almost forty percent of all United States federal government spending. HHS mission is to keep Americans safe and healthy through effective health and human service programs. The department has five strategic goals: strengthen health care, advance scientific knowledge and innovation, advance the health, safety, and well-being of the American people, increase efficacy, transparency, and accountability of HHS programs and strengthen the Nation’s health and human service infrastructure and workforce (Department of Health and Human Services, (n.d.).

This paper will address the homework assignment in week two. As noted in the Equal Employment Opportunity Commission (EEOC) tutorial, candidates for the Director of Human Resources (HR) position of the newly merged company, ZAB, are being asked to prepare a presentation about Title VII of the Civil Rights Act of 1964, as it pertains specifically to disparate impact and disparate treatment policies that should be implemented to avoid liability for potential Title VII violations. This paper provides the result of my research to prepare for this presentation; answers to the required four questions are below.

7.Recommend two (2) types of reasonable accommodations for both disabled applicants and applicants needing special religious considerations. Argue two (2) legal reasons for not being able to sufficiently provide such reasonable accommodation for each group.

Organizations, the world over, are embracing innovation in order to stay competitive by putting into action organizational management that includes, among others, culture, workforce diversity, and diversity management (Marsella, 2009). Although not much has been written about the interconnection of managing diversity (cultural, and workforce included) and organizational competitiveness (Cox & Blake, 1991), the contemporary way of conducting business calls for a large globally diverse workforce from various cultures, backdrops, beliefs, and ethnicities (Mazur, 2010). However, there are challenges associated with organizational management pertaining to culture, diversity workforce, and diversity management that conflict, or are at odd with national employment laws, as well as international labor law. This article deliberates over legal considerations while taking pertinent organizational managerial practices on culture, workforce diversity, and diversity management.

The topic that I’m choosing is Chapter 17, “Managing a Diverse Workforce.” Although there is an improvement in the diversity in the workforce, there is still room for change. Businesses have made many changes to help enforce the laws that were passed regarding diversity in the workforce. Women have been integrated into the workforce and there also have been many immigrants from other countries that have been given a new start to the workforce in the United States. Laws of equal opportunity have been made to help increase the workforce diversity. The goal for full equality of women and persons of color in the workplace has not been fully met; however, the United States’ workforce has made a lot of progress.

1) This company will not discriminate in hiring practices or procedures based on race, religion, marital status, sexual orientation, age, gender, political affiliation, or country of origin.

Diversity in workforce “include, but are not limited to: age, ethnicity, ancestry, gender, physical abilities/qualities, race, sexual orientation, educational background, geographic location, income, marital status, military experience, religious beliefs, parental status, and work experience”(Thomas 1992). Diversity in the workforce is initially perceived as a response toward the increasing diversity of the consumers in the market (Agocs & Burr, 1996). From there, it has been observed that capitalizing on existing differences among the employees provide benefits to the organization. Diversity in workforce fosters and encourages