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Workplace Diversity


Employment of people with disability

The facts sheet is authored by the U.S Equal Employment Opportunity Commission and it responds to issues about health care workers and the Americans with Disabilities Act (ADA). The ADA is a law that forbids discrimination against people with disabilities. Health care employees are likely to experience impairments of any type in the same way as employees in other fields. However, certain injuries prevail more in the healthcare sector. The nature of the work presents some unique disabilities for health care workers in different settings. For instance, needle injuries can only occur within a hospital setting.

Diversity Management for disadvantaged populations

The long-lasting solution to attaining diversity in the healthcare industry relies on significant reforms the country’s precollege education system. Adequate provision of healthcare that is culturally competent to the minority groups is possible if the racial and ethnic diversity of the workforce is increased. Research can also be supported in these ignored sectors of social needs so that the managers and policy makers can have enough information to satisfy the needs of a varied population.

Employment Diversity and Discrimination

Dan Woog talks about the healthier workforce by underpinning the notion that the quality and access to healthcare services diminish as less numbers of African Americans, Latinos and American Indians qualify to be doctors, dentists, or nurses. The writer suggests that there is underrepresentation of the minority groups in the healthcare sector. However, there has been some progress in employing older workers and those with disabilities in the nursing area. Hospitals are creating a working environment for older employees.

Theoretical Perspectives on diversity and exclusion

This piece of article addresses the concept of cultural competence in the provision of healthcare services. It proposes that healthcare and culture are directly linked. The model of cultural competence involves cultural knowledge, cultural encounters, cultural desire, cultural skill, and cultural awareness. Having a diverse workforce promotes interaction with patients from diverse cultural sectors, hence it modifies and sharpens one’s beliefs about a particular cultural group which prevents them from stereotyping.

Legal Context

This article discusses the challenges facing work/life programs and in particular averting discrimination. According to the Civil Rights Act (1964), title eight necessitates equal treatment and prohibits discrimination regarding the terms and conditions of employment. Most programs permit managers to consider whether the worker’s requests for an accommodating schedule are coherent with the requirements of the business and if they should be allowed. It also discusses the Americans with Disabilities Act with regard to requests by people with disabilities to be provided with a flexible schedule unless such accommodation can cause excessive difficulties to the employer.

Issues of Older Adults in the Workplace

This article by Laurie Harrington and Maria Heidkamp discusses the implications of an ageing population for the health care industry. The authors suggest that there are significant employment challenges expected in the foreseeable future based on the demographics and current trends of the US health care industry. A substantial number of skilled workers must be retained at all levels so as to meet the rising need for high-quality medical attention. The health care industry is regarded as being vulnerable to the impacts of an aging population.

Diversity Management for an Inclusive Workplace

This article stipulates that all employees should have the opportunity to contribute to, and take part in the success of the organization. It also proposes that open communication is essential in supporting a transitioning worker. Also, it provides guidelines for enhancing the inclusion of employees with disabilities where the employee is visually impaired, deaf, has a physical disability, has a development or learning disability, and has a mental illness or where the employee has a language or speech impediment.

Managing workforce diversity through international collaborations

This article by Marisa Lauri discusses why diversity is important for achieving international collaboration. She stipulates that the working age population is increasing tremendously in developing countries. However, the fertility rates are diminishing, while life expectancy is increasing at a high rate causing us pressure to seek for workers elsewhere. Hence, Africa and Asia are the potential sources of new employees in the foreseeable future. The article also suggests that variations in social roles especially for the women has resulted in their high inclusion in a broader range of occupations.

Managing Workplace Diversity within organizations and between organizations

This article by Rhoby Tio, 2014, proposes the fact that the generational gap created between older patients and younger health care providers due to disparities in patient and workforce demographics will affect the quality of care provided in hospitals. The boomer generation is expected to retire at an earlier age causing shortage among health care providers, despite their longer life span. It also brings forth suggestions on how to maintain an intergenerational workforce including developing generational competence, creating efficient generational management practices, and constructing a strong generational foundation.

Using Assistive Technology in the workforce

The article is about overcoming technological barriers at the workplace by accommodating the needs of workers with disabilities to assist them achieve their full potential. It is a process whereby people with certain disability are enhanced to perform their jobs better thus maximizing the firm’s productivity. Assistive technology involves a range of items ranging from software to personalized computers. However, the employer should work with the employee and identify the functional gaps in their competitive performance of their jobs or they can conduct a needs assessment.