Non-Discrimination Issues Resource Non-Discrimination Is the Act

Non-Discrimination Issues Resource Non-discrimination is the act of treating people in fairness without prejudice. Non-discrimination policies are laws that prohibit discrimination in cities, state, schools, universities, colleges and workplaces. Federal laws and state laws forbid discrimination in employment.

Different states have different rules in place to guard against discrimination, example, the California Fair Employment Practices Act prohibits discrimination in employment on the grounds of religion, age, sex, race, color, medical condition, physical handicap, marital status, and national ancestry or origin, and this applies to all employment agencies, employers and labor organizations. Federal 1964 civil rights act Title Vii (42 U.S.C. Section 2000e-17) prohibits discrimination in employment because of religion, sex, race, color or national origin.

This applies to all employers that are in-charge of at least 15 workers on each working day. Apart from these two laws which serve general application, there are other State and Federal laws that forbid employment discrimination in other particular areas. The main purpose of these laws is to eliminate discrimination by making it illegal and promoting equality among all people. Discrimination in a healthcare setup affects the patient negatively at the time of discrimination and also, it discourages that patient from seeking health care in the future.

It can also affect the health care providers if the discrimination happens to them Lippert-Rasmussen, 2006() Organizations position in response to nondiscrimination issues The organization should express itself explicitly on all issues regarding nondiscrimination. They should leave as little as possible for the staff to translate. This includes stating all protected classes. The organization should treat all people with respect and dignity and give all equal employment opportunities. Expectations should be well explained, and company policies be indicated. These policies include termination policies, good work ethics and expectation.

The organization should promote consistency and transparency in its operations. Favoritism should not be shown to any person, and the consequences should be spelt out of not complying with the policies. Every action that is against the organizations policies should have its punishment spelt out explicitly. This ensures that nothing is left to interpretation. The organization's policies should be in line with the state laws or federal laws. The organization should carry out competency training.

The training ensures that staff members realize the importance of putting aside their personal beliefs and instead adhere to the organization's inclusive policies when dealing with other people including the patients and other workmates. This way the organization is able to create an environment that is inclusive and respectful to all patients. This makes the organization friendly and reduces any obstacle that any individual may face while seeking medical attention. This improves the patient's experience and the employees working environment.

The organization should lay down a grievance procedure that makes it easy for any complaint to be forwarded and be addresses efficiently. The procedure should be friendly and not tedious. The resolution of these grievances should also be efficient, and it should be clear what should happen if the complaints are not addressed e.g. An alternative means of problem resolution. The organization's nondiscrimination policies should not interfere with its normal operations.

They should be able to blend with the operations, and not affect performance Department's 1991 title II, 2010() How nondiscrimination policy limit the organization's liability Non-Discrimination policy can cut back on the liabilities incurred by an organization in a great way. If the policies are followed well, the company can avoid unnecessary lawsuits, and subsequently reduce its liabilities that could be incurred from the lawsuit. The lawsuit may require a company to compensate for monetary losses, which include current and future losses. Other compensations include mental anguish or inconveniences.

These compensations that will increase the organization's liabilities include: unplanned hiring, back paying of salaries, monetary compensations, front payment, promotion, or reinstatement of the person who has filed a discrimination complaint. Other charges may include attorneys' fee, court costs and expert witness fees Carrington, McCue, & Pierce, 2002() How nondiscrimination policies enhance employee morale and professionalism These policies increase employees' productivity. This is because they feel valued and comfortable at their place of work. With nondiscrimination policies in place, employees become more productive.

They have lower levels of anxiety and subsequently lower stress levels. When all employees are treated equal, they tend to get engaged more and are able to work as a team. With the policies in place, employees tend to relate better in the work place, and this leads to fewer conflicts in the work place, greater job satisfaction, and a higher self-esteem. The diversity that nondiscrimination brings along brings together many people from different places with different ideas. This brings growth to the organization.

With job satisfaction, employees take upon their duties more seriously. This means employees are in a position to share the employers' goals, therefore, perform the job better. It also boosts their self-esteem and generally improves their physical health Deslippe, 2004() Address state and federal laws regarding nondiscrimination When creating organization nondiscrimination policies, state and federal laws should be adopted. The policies should be measured by the human rights and guarded by the Corporate Equality Index.

The Employment Non-Discrimination Act is an act written to protect all workers, and as a company makes its policies, they should keep this act in mind. Any penalty that should be imposed upon a person who does not adhere to the rules should be within acceptable limits in regards to the state and the federal laws. All types of discrimination should be well addressed in the organizations policies and the consequences of not following should also be stated.

The nondiscrimination policies should cover not only current employees, but also applicants and even.