1 Diversity Dilemmas Diversity Dilemmas Anthony C Long Eastern Gateway Community College 2 Diversity Dilemmas As someone who has two children, I do not see that Aimee should be overlooked for the promotion due to her new life addition. Having children is a career on its own and should be viewed as such. You have no idea the situation that she could be in at the time, and while having a child is a choice, it is not something that should be dictated by your current job. If anything, I would continue to watch her average production to see if her quality or quantity of work has diminished by the hour with the exception of fatigue having an effect on her production due to having a new child. Let her work answer for her promotion. If she can handle a new child and keep the same quality and quantity average of work done in a day, then that says more than just the hours that she now works. With John being single, it adds a level of convenience to the matter but still does not make it right by any means. Jack and his family may be willing to move for various reasons. Marriage does not mean that Jack is held down to where he is because, for many couples, when amazing opportunities arise, it is hard to say no to them. If Jack’s overall performance is better than John’s, I would still offer it to Jack first. I would still let John know about the possibility of an opportunity to allow him to have the time to go ahead and process it as well. Doing it this way allows the best employee to have first choice and gives the second choice a chance to weigh his options long enough to make his decision faster. I would investigate the situation to a certain extent. I would find out just enough to know that a religion does exist where Wednesdays are a needed day off. Pay attention to social media to see if the time off is used for anything other than religious opportunities with exceptions of time frames of alleged services or definitions of the day used. Religion is personal and a touchy subject in the professional world and should be treated carefully when handling employees and their needed time off to follow their religion as needed. 3 Diversity Dilemmas I understand this situation creates a major dilemma in the company. Her migraines can be easily faked in the eyes of the other employees. She would need to visit a doctor to have tests ran to show proof the severe migraines. While I do not feel allowing her to nap on the job is acceptable, an intermittent FMLA is easily approvable with proper documentation from the doctor to allow her to clock out or leave, as necessary. If she were salaried, different accommodations could be made. As salaried, she would most likely be able to work from home if needed on an at will basis. Even though I would allow this, tighter regulations on the actual job performance would be upheld and any exemptions needed from tasks will require a doctor excuse to prove that she needed the exemption from said job task. I am someone who believes that you will never find an employee with experience if you never create an experience. This ideology leans more toward the side of hiring the employee with only six months of on-the-job experience versus the applicant who has an astounding thirty years of experience as a cashier. The thirty year applicant may be able to bring over ideas from previous experiences to improve our day to day lives at this company, but if we train the six month applicant into our ideology, we can mold them to keep improving the job with our standards of quality and speed without any sort of compromise. Although, some compromise would be fine if the outcome ended up being more positive for the company than negative. It would all depend on the circumstances from what the compromise was and if it directly changed the company’s overall ethics code to a major degree or if it was a localized compromise that could easily be contained in a general area.
