Introduction
The modern workplaces in most organizations need help to create an inclusive, family-friendly culture that offers supportive care services to children, adaptable schedules, and family advantages. The study investigates equity concerns that are related to family advantages or benefits. The study investigates a US case study related to discrimination and integrates a biblical worldview. In addition, the study incorporates the risks and benefits that are related to the initiatives under study. Employees must be treated equally to minimize turnover and promote an effective work culture that embraces organizational goals.
Equity Issues for Employees That Do Not Have Children
Different factors, such as flexible schedules, family-friendly benefits, and child support, are utilized to offer supportive services to employees who do not have children. Discrimination can be caused by unfairly treating employees without children. Employees who do not have children are undervalued since their counterparts are treated fairly and honorably. This imbalance has created detrimental effects that hinder job performance, kill morale, and do not support motivation, especially among employees without children.
Supporting employees without children enables such employees to work while motivated and honored. Discrimination of employees without children includes penalizing them, failing to promote them, and failing to offer them professional growth (Ronnie & Philip, 2021). Employers should evaluate workers based on performance, experience, and skills to minimize such issues.
US Case Study
The US case study that fits the scenario is the case of Smith v. City of Hudson. The case involves parental discrimination in public management. The case identifies issues firms face when executing family-to-friendly benefits that do not treat people equally.
In a lawsuit, employees who did not have children claimed that Hudson City’s designed policies did not favor them. This led to discrimination against employees without children in workplaces. The case provides the significance of treating employees fairly and minimizing unfair treatment characterized by parental status.
The court made a decision that stressed the urge for firms to treat all employees fairly. The court acknowledged Hudson City’s family-friendly policies since they effectively supported employees in their workplaces. However, the court decided that any action that discriminates against employees without children causes a violation of anti-discrimination regulations (Aaron v. Hudson, 2022). Hence, it is the role of employees to treat workers equally by offering equal promotions and recognition.
Biblical Worldview
The biblical teaching states that people should be treated equally through offering fairness, loving one another, and bringing justice to one another. In the biblical context, God is, and He values the dignity of people. Therefore, employers incorporate workplace equity and reward them for their efforts (Sifunda-Evelia, 2017).
According to Bible teachings, employers should build workers by taking care of their needs and listening to them (English Standard Version Bible, 2001, Eph. 4:29). This enables employees to create a just and equitable environment for all employees. It is the role of employees to identify the abilities and talents of their employees since the bible recognizes stewardship (Thoroughgood et al., 2020). This creates a work environment where employees know what is expected of them.
Risks and Benefits
Acknowledging family-friendly benefits, children’s care services, and adjustable schedules promotes job satisfaction, retention of employees, and motivation of employees without children. This enables employers to create a fair workplace culture that attracts top-level employees and retains good-performing workers (Nigro et al., 2014). Such initiatives have different risks, such as creating employee inequalities if employers do not acknowledge them. Firms need help to create a balanced work culture since employees create discomfort without children (Friedman et al., 2020). This minimizes this; firms require open communication and an equitable sharing of resources.
Conclusion
In conclusion, adjustable schedules, family-friendly benefits, and childcare-supportive services are critical in minimizing discrimination against employees without children. Employers must minimize discrimination by offering an equal share of the firm’s resources, encouraging equal professional development, and offering recognition and promotion fairly to all employees. Policies like those in the Smith v. Hudson case that ensure fair treatment of employees must be embraced. Additionally, biblical perspectives like justice promote equal treatment of employees.
References
Aaron v. Hudson, No. 6: 21-cv-01058-LSC (N.D. Ala. 2022). Web.
English Standard Version Bible. (2001). ESV Online. Web.
Friedman, S. R., Krawczyk, N., Perlman, D. C., Mateu-Gelabert, P., Ompad, D. C., Hamilton, L., & Cerdá, M. (2020). The opioid/overdose crisis is a dialectic of pain, despair, and one-sided struggle. Frontiers in public health, 8, 540423. Web.
Nigro, L. G., Nigro, F. A., & Kellough, J. E. (2014). The new public personnel administration. Cengage Learning.
Ronnie, J. B., & Philip, B. (2021). Expectations and what people learn from failure. In Expectations and actions (pp. 207-237). Routledge.
Sifunda-Evelia, M. (2017). Human resource management practices: A biblical perspective. Singapore: Partridge
Thoroughgood, C. N., Sawyer, K. B., & Webster, J. R. (2020). Creating a trans-inclusive workplace. Harvard Business Review, 98(2), 114–123. Web.