*Please write a response of 100 – 150 word count with one scholar reference using apa format in text citation.
1. Do the employerâ€™s actions here seem reasonable to you (both those in response to diversity and those in response to the employeeâ€™s reaction)?
The employerâ€™s response to diversity as well as the employeeâ€™s reaction seem reasonable. The diversity campaign paid special attention to combating discrimination against homosexuality, but in no way is that illegal. Title VII and various state statutes prohibit discrimination on the basis of religion and require an employer to reasonably accommodate an employeeâ€™s sincerely held religious beliefs (including religious practices and expressions) in the workplace, as long as the accommodation does not cause an â€œundue hardshipâ€ for the employer (Religious Discrimination and Accommodation in the Federal Workplace, n.d). â€œHowever, an employer is not required to grant any accommodation requested. In evaluating whether the accommodation creates an undue hardship, an employer may assess how the requested accommodation might impact the employerâ€™s business, including its customers or other employeesâ€ (Long, 2018). Hewlett-Packard spoke with he employee numerous times about the issue in order to come to a conclusion that would work for both parties. Mr. Peterson was not able to compromise which led to his termination.
2. Would you have balanced the two sides here the same as the court? Explain.
I agree with the courts decision. â€œWhile Hewlett-Packard must tolerate some degree of employee discomfort in the process of taking steps required by Title VII to correct the wrongs of discrimination, it need not accept the burdens that would result from allowing actions that demean or degrade, or are designed to demean or degrade, members of its workforceâ€ (Bennett-Hartman, 2015, p. 533). It is understandable that Mr. Peterson would be uncomfortable with the messages of the diversity posters. But the program/ posters are not illegal or even unethical. I strongly believe that gravy should not go on biscuits. My work cafeteria serves biscuits and gravy every day. Even though I am highly offended that this is even a dish, I canâ€™t condemn my peers for eating it. â€œTherefore you have no excuse, O man, every one of you who judges. For in passing judgment on another you condemn yourself, because you, the judge, practice the very same thingsâ€ (Romans 2:1).
3. How would you design a diversity program that no employee would have problems with?
I donâ€™t believe there is a way to create a diversity program that every employee is happy with. We all have our personal beliefs. Just like the biscuit and gravy example may sound ridiculous to some, others may completely agree with me. The only way to have a program the makes everyone happy is by only hiring people that think the same and have the same beliefs. That would be a problem in itself. However, in order to prevent situations like this case from happening, I would have a few focus groups of diverse pools of employees weighing on ideas for the program.