Reference no: EM132202247

How can a manager turn the accommodation of employees’ religious or spiritual perspectives into a competitive business advantage? There are a lot of different practices and beliefs; however employees are not allowed to discriminate against any religion. The organization must have exceptions with policies for employees who have opinions and practices(Canas and Sondak, 2014). However, a significant concern should be not following the federal and state laws that protect any religious groups. Accommodating any employee with their belief should be an effective way to make sure the organization is practicing diversity.

Can a public company openly discriminate against gays and lesbians in the workplace? What influence do shareholders have in such decisions? A public company or any company should not discriminate against gays or lesbian in the workplace. Sexual orientation and gender identity can influence the shareholder by having a nondiscrimination policy, having domestic partner benefits, mentoring for all employees, and marketing the LGBT community (Canas and Sondak, 2014).

How can organizations most effectively create accessibility within their companies for people with disabilities? The Americans with Disability Act of 1990 (ADA) has five sections that prohibit any discrimination based on disability (Canas and Sondak, 2014). Organizations most effectively create accessibility within their companies for people with disabilities by including sign language interpreters, assistive listening devices, telecommunications device for the deaf. Also, comfortable asses to facilities are required. (WC 228)

References:

Canas, K. and Sondak, H., (2014) Opportunities and Challenges of Workplace Diversity, 3rd Edition, Pearson.