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Please write a discussion post reply to the attached discussion post. Must be at least 450 words with at least 3 scholarly citations in APA format. Sources must have been published within the last five years. Must also integrate a minimum of 2 citations of scriiptural support as well as the textbook. Bible is not a reference.
Instructions for post are here: Diversity of the healthcare workforce is a current trend as detailed in Module 1: Week 1. The Equal Employment Opportunity Commission (EEOC) enforces Title VII of the Civil Rights Act of 1964 (Title VII), the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), the Equal Pay Act of 1963 (EPA), and the Rehabilitation Act of 1973. Select 1 law you believe is important to employees and provide a brief descriiption of that law and its impact on employees. How can association policies or employer policies be used to supplement legal requirements if an organization would like to protect its employees or clients from discrimination? Defend your answer(s).
Post you will reply to is here: The Equal Pay Act of 1963 (EPA) is one of the most important laws to me as a working woman. The EPA was an amendment to the Fair Labor Standard Act (FLSA) and prohibited the payment of unequal wages because of gender who worked in the same company perform equal work on jobs that require equal skills, knowledge, effort, responsibility, and performing under the same working conditions (McConnell, 2023, p. 39). Sixty-one years later, since the passing of the Equal Pay Act in 1963, the pay gap between men and women remains the same and continues to be controversial (Shippey, 2019). Despite all the efforts from the government, women are still underrepresented in leadership positions. In 2020, reports show that women represent 44.7% of employees in S & P 500 companies, with 36.9% of first and mid-level managers. That dwindles down to 26.5% of senior-level managers, 11% top earners, and only 5.8% of chief executive officers (CEOs) (Richard et al. 2022). The role congruity theory explained that leadership roles are hard for women compared to men because, even with the progress women have made over the past decades, men typically hold higher-level leadership roles and the de-facto leaders (Richard et al., 2022). Another factor is that people associate leadership with masculine traits, and this creates bias against women in leadership positions. Furthermore, research shows that women are selected for leadership positions only when the organization is not doing well, and the firm wants to try something new (Richard et al., 2022). This can be a set-up for failure. Sadly, equality of pay is also not universal, and many men continue to receive higher pay than women for the same jobs.
Most states have acted to minimize the pay gap between men and women (Shippey, 2019). One example is that states have prohibited employers from basing employee’s current salary on the employee’s past wages at other jobs. In organizations, finding ways to break the gender-based glass ceiling is an important human resource management (HRM) issue. To ensure non-discriminatory practices during the recruitment and hiring process, HRM has a moral responsibility and duty to treat all applicants, regardless of their gender, race, age, and disability, with fairness, equality, and respect that is guided by basic ethical principles (Yu et al., 2021). HRM can support pay equality with a strong commitment to formalized, consistent, and transparent pay practices for men and women by focusing on job-related performance and limiting managerial discretion (Ugarte and Rubery, 2020). Examples include written policies and organizational processes that can mitigate gender biases.
I Corinthians 11:12 of The New International Version Bible (2011) says, “For as woman came from man, so also man is born of woman. But everything comes from God.” This passage applies to my discussion post about equality because God sees all His children as equal. No man or woman can be superior to each other because we need each other. God brings all His children together in Christ. Every man and woman is an important and necessary part of the church as well as society.
References:
McConnell, C.R. (2023). Human Resource Management in Health Care. Published by Jones & Bartlett Learning. https://mbsdirect.vitalsource.com/reader/books/9781284205329/epubcfi/6/62[%3Bvnd.vst.idref%3Di10_Chapter3_02]!/4/2[ch3lev1sec2]/10/18/2/2/1:18[196%2C3%5E). Links to an external site.
Richard, O., del Carmen Triana, M. & Stewart, M. (2022, March 28). Store leader gender and store sales performance: when and why do women and men underperform? Human Resource Management (61)6 pp. 623-641. https://onlinelibrary.wiley.com/doi/full/10.1002/hrm.22108Links to an external site..
Shippey, I.P. (2019, March 01). Pay history and wage discrimination: can state pay history laws survive present judicial construction of the Equal Pay Act? American Journal of Trial Advocacy (42)2, pp. 411. https://web.p.ebscohost.com/ehost/pdfviewer/pdfviewer?vid=0&sid=7599794f-6c17-43aa-987c-5f5b17676b75%40redisLinks to an external site..
The New International Version Bible. (2011). New International Version Online. https://www.biblegateway.com/passage/?search=Joshua%201%3A9&version=NIV.Links to an external site. (Original work published in 1973). Ugarte, S.M. & Rubery, J. (2020, June 14). Gender pay equity: exploring the impact of formal, consistent, and transparent human resource management practices and information. Human Resource Management Journal (31)1, pp. 242-258. https://onlinelibrary.wiley.com/doi/full/10.1111/1748-8583.12296Links to an external site.. Yu, I.Y., Yang, M.X., Chan, H. & Barnes, B.R. (2021, October 26). Promoting sustainable human resource management by reducing recruitment discrimination: a cross-cultural perspective. Sustainable Development (30)4, pp. 503-512. https://onlinelibrary.wiley.com/doi/full/10.1002/sd.2245Links to an external site..
Textbook is: McConnell, C.R. (2021). Human resources management in Healthcare Management: Jones & Bartlett. ISBN: 9781284155136. Link for textbook: https://mbsdirect.vitalsource.com/reader/books/9781284205329/epubcfi/6/2[%3Bvnd.vst.idref%3Dicover]!/4/2/2%4051:3 Login credentials for textbook: