The difference between the actions an employer must take to comply with federal statutes for equal employment opportunity and actions that would promote creating and maintaining a diverse workforce
An employer must first understand the EEOC laws and regulations, which guide against any forms of discrimination and differentiate between myths and facts (U.S. Equal Employment Opportunity Commission: U.S EEOC 2016). It is also necessary that employers implement affirmative action plans, which are meant to increase participation of the minorities and women within the workplace. Affirmative action applied should comprise of equal opportunity policy statement, analysis of the present workforce, identification of the problem areas, an establishment of the internal audit, and support of the community action programs. Employers are called to create similar working conditions that guide against discrimination based on benefits and wages for jobs, which require equal skills, efforts, responsibility, and working conditions.
To promote creation and maintenance of a diverse workforce, employers are expected to improve the organizational performance, prevent unlawful harassment incidents, develop efficient work teams, and enhance organizational problem solving and customer services (U.S. Equal Employment Opportunity Commission: U.S EEOC 2016). Managers should ensure that employees are accepted and respected irrespective of their background, race, and gender. This is because, through diversity, personal and intellectual differences can be explored in a protected, constructive, and fostering environment. Understanding of different groups can be accomplished easily so the organization can move beyond simple tolerance to appreciating and celebrate rich dimensions of the work place.
How management can audit compliance
Management can conduct the comprehensive review by first evaluating the strengths and thoroughness of the compliance preparations (Workforce Planning 2016). Managers ought to understand the surrounding environment, document and measure the organizational strength and weaknesses with respect to the organization’s goals and objectives. They can review security policies, access controls, and risk management procedures in the process. To adhere to modern standards, the administration can apply updated audit management software, which will enable them to evaluate whether the communication has a backup and secured with a recovery infrastructure. Having the requirements according to HIPAA, the management can additionally assess personal health information as documented in the system (Coffey 2015). The management can also ensure that the organization has an audit trail, which can be generated from the event log management software. Compliance auditors can enquire on pointed areas such as employees with access to critical systems. Using event log and change management software, managers can successfully track and document authentication and control in the IT systems.
How globalization of the healthcare workforce influences diversity
Globalization of the healthcare sector offers profound opportunities for any workforce to swiftly develop their products and develop customer network (Mike 2011). Globalization has further resulted in increased social policy because of worldwide concern, and further affected consolidation of the global policies at the national and state levels to countries worldwide. In addition, globalization in healthcare influences the delivery of services such as disaster relief management and information technology. This has, in turn, led to enhanced healthcare quality, reduction of medical errors, and healthcare costs. There is a widespread increase of cultural diversity, which calls for enhanced skills in managing such diversity and adoption of new policies and principles. Globalization results to new insights on managing diverse cultures. This diversity calls for employee training to protect against discrimination and application of healthcare ethics and guidelines (Levine & Montcalmo 2015).
Why diversity is a benefit to the workplace
Diversity results to increased standards as countries tend to adopt western standards thus providing better safety and condition standards. The employees directly benefit from such conditions, especially for organizations in developing countries. Due to improved working conditions, employees benefit from increased rates due to increased diversity of employees. This is especially apparent in large organizations in developed countries. In developing nations that outsource for workers, companies often offer wages at reduced rates thus benefiting instead. This affects most organizations in the U.S as there are greater profit margins and reduced earnings for the health workers.
Benefits to an organization to take on a strategy to promote diversity
The achievements and competitiveness of an organization are dependent on the capability to embrace diversity and appreciate its benefits. In promotion of diversity, a greater supply of solutions is experienced in problems related to sourcing, overhaul, and distribution of resources. Diversity will combine different talents and experiences that employees are equipped with. These assist organizations to adapt to fluctuating markets and clients’ demands. Diversity results in a friendly atmosphere for the employees, which in turn attracts and retains cohesive, diverse workforce, and greater innovation. There is reduced employee turnover, which in turn benefits the organization, as there will be increased cooperation, teamwork, and communication among the employees, and reduced absenteeism. A diverse assortment of skills and experiences such as cultural understanding is experienced which further enables organizations to offer services to their customers on a global basis. within a diverse workforce, comfort is realized especially in communicating varying points within a larger pool of ideas. This, in turn, permits such businesses to meet business strategically requirements and customers desire more efficiently. Employees are besides inspired to perform to their highest abilities in such organizations, causing enhance productivity, profit, and return on investments.
References
Coffey, G. (2015). Strategic Action Planning for Diversity & EEO. on October 3rd, 2016
Levine, M. J. & Montcalmo, A. J. (2015). The Equal Employment Opportunity Commission:
Progress, Problems, Prospects. Labor Law Journal. Vol. 22. Issue 12 :pp 741-779
Mike, D. (2011). The Globalization on Healthcare and the Impact on Patient Care. Healthcare
Finance News. Retrieved on October 3rd,
U.S. Equal Employment Opportunity Commission. (2016). Laws & Guidance. on October 3rd, 2016.
Workforce Planning. (2016). Affirmative Action/ Equal Employment Opportunity.