Week 10 Discussion 1
First: Review Chapter 3: Generational Differences and the Public Sector Workforce and Chapter 6: Lesbian, Gay, Bisexual, and Transgendered Employees in the Public Sector Workforce.
In recent years, much emphasis for training has been placed on the need to understand evolving demographic changes in the workplace. Both public and private sector administrators often hear about the need for better understanding and managing different generations represented in today’s economy. In practical terms, there are some stereotypes which suggest that generations are completely different in their worldviews, work ethics and values. Recent research, however, indicates there may be more similarities than differences among the generations. At least much is the same in the top tiered priorities represented by the different generations representing today’s workforce.
As public administrators, it is essential that we understand the importance of generational differences but also those similarities that are shared among employees. If too much emphasis is placed on differences, perhaps there is a risk of not bridging the generational gap due to a lack of celebrating and leveraging commonalities that bring employees together.
With all this in mind, it is important that while researchers continue to find answers on behaviorisms and preferences of the generations, practitioners must be discerning and avoid falling into a trap of discrimination based upon stereotypes. Each individual in the workplace has his or her own work style preferences, weltanschauung and values. Perhaps it’s time to focus on similarities while sorting out the differences.
Ely, M. (2015, June 16). Generational Similarities Trump Differences in Workplace. Retrieved February 23, 2017, from http://patimes.org/generational-similarities-trump-differences-workplace/
A new report by AFSCME and the Center for American Progress (CAP) shows that when lesbian, gay, bisexual and transgender (LGBT) public workers experience on-the-job discrimination, it isn’t only the workers who suffer, but taxpayers, too.
The report states that many gay and transgender public-sector employees arrive at work each day fearing that they may lose their job due to discrimination. Moreover, these workers often have little or no legal recourse when discrimination occurs. Research and data reveal that gay and transgender employees experience rates of discrimination on the job comparable to other protected groups, but they lack the same legal protections afforded to those groups.
Rather than being evaluated on their skills, qualifications, and ability to contribute on the job, gay and transgender workers are all too often not hired, not promoted, or, in the worst cases, fired from their jobs based solely on their sexual orientation and gender identity characteristics completely irrelevant to job performance. Sadly, for gay and transgender workers discrimination results in significant job insecurity and makes it more difficult for them to make ends meet and provide for their families.
Government employers who discriminate have a harder time recruiting and retaining the best workers, according to the report, as they suffer from diminished workplace productivity. They expose themselves to costly litigation. In short, discrimination against LGBT workers makes government inefficient, which, in the end, costs taxpayers.
USA: Gay and transgender discrimination in the public sector. (2012, September 12). Retrieved February 23, 2017, from http://www.world-psi.org/en/usa-gay-and-transgender-discrimination-public-sector
Second: Take a position for or against this statement: religious organizations have a right to be exempt from federal guidelines regarding the employment of lesbians, gay, bisexual, and transgendered people. Provide a rationale for your views.
According to a new Harris poll released Thursday, two-thirds of Americans support federal legislation that would bar employers from discriminating against workers on the basis of sexual orientation and gender identity, and 55 percent reject exemptions for any employers even churches.
The online survey, conducted Sept. 10-18 with Out & Equal Workplace Advocates and Witeck Communications, found that only 35 percent of Americans think religious organizations are legally justified to discriminate against lesbian, gay, bisexual and transgender workers on faith-based grounds. Slightly fewer respondents, 30 percent, made the same exception for privately held businesses. About 1 in 5 Americans said publicly held businesses should be able to claim a religious exemption as well, according to the survey, which interviewed 2,543 adults in the United States.
“I think there’s a broad consensus that the rules should apply to everyone, which is why we withdrew our support from ENDA,” Jennifer Pizer, senior counsel at Lambda Legal, explained in an Associated Press interview earlier this month. “If you have different standards, then it communicates a message that some kinds of discrimination are not as serious as others.”
Ashtari, S. (2014, October 31).Most Americans Don’t Think Churches Should Be Exempt From LGBT Non-Discrimination Laws. Retrieved February 23, 2017, from http://www.huffingtonpost.com/2014/10/31/lgbt-employment-discrimination-
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Human Resources Management in Nonprofit Organizations.docx