Liberty University - BUSI 342
BUSI 330-D02
Discussion Board 1 thread paper
March 27, 2019
Topic: You are the senior Human Resources representative in a large organization with locations
throughout the United States. The company has a long history of taking conservative views or
positions on social issues. However, as economic compression strengthens, the senior leadership
in the company recognizes that the conservative reputation of the organization is limiting entry in
to various markets. The decision has been made to make changes throughout the organization’s
approach to these issues, starting with its people programs. Specifically, the organization has
selected to approve the offering of health benefits to domestic partners. You’ve been tasked with
preparing the roll-out of this new initiative to the employees at all locations. Discuss how this
will impact the organizations diversity training – what will need to change? Provide specific
elements of how you will handle the concerns of current employees, over this new direction the
leadership is taking. Finally, how will you personally balance this shift in the organizations’
direction, with your biblical worldview?
Organizations that offer health benefits to domestic partners often have several reasons for doing
so. One of the most influential factors that organizations consider whether to offer domestic
partner benefits is the trend in the organization’s competitive market. Since our organization has
a conservative reputation and has a history of taking conservative views and positions on social
issues, our organization has limited it entry in to various markets. In response to the changing
social climate and in accordance with newly passed legislation, our organization will be offering
health benefits to the domestic partners of our employees.
These domestic partner health benefits will be made available to all unmarried employees,
including those employees in opposite-sex relationships as well as same-sax relationships. We
will require the employee and their domestic partner to sign an affidavit of domestic partnership
as proof that the domestic partner is the equivalent of a spouse, attesting that he or she has been
, in a relationship with the domestic partner for at least twelve months and that they have shared a
common residence for 12 months. The health benefits offered to domestic partners of our
employees will include our company’s health, dental, and vision plans, allowing the employees
to pay an “employee plus one” premium for coverage.
In order to make the roll-out of these new changes in health benefits offered by our organization,
there will need to be changes made to our organization’s Diversity Training Program. In order to
develop an inclusive corporate culture, the diversity training will be revised in order to be sure to
address ethnic, religious, disability, gender differences, as well as sexual orientation and gender
identity differences. The goal of the new training will be to make sure that all employees will
feel welcome and create a since of inclusiveness of all employees no matter their race, gender,
religious affiliation, disability or sexual orientation. This diversity training will be included in all
new-hire employee orientations as well as being included each year in the annual employee
training modules to be completed online.
In order for our organization to foster diversity in the workplace, the diversity training will
include LGBT employees in that diversity. That may spark some backlash and resistance from
current employees of the organization. There may be those employees who, based on their
religious beliefs and/or conservative views, may vocalize their anti-LGBT beliefs in the
workplace. While as an organization we acknowledge that those with religious objections have a
right to those convictions, we will use leadership on the various levels to help foster a LGBT-
friendly environment that will not infringe on the rights of LGBT employees and that will
contribute to the efficiency of the organization and compliance with newly passed employment
regulations. As part of the diversity training, managers will need to be able to articulate to their
subordinates why the inclusion of the LBGT diversity is important to our organization’s strategic
objectives of entering into various new markets. Also, management can solicit opinions and
ideas from employees in order to help with any accommodations with regard to religious beliefs
towards LGBT diversity.
Lastly, as the senior Human Resource representative, I have to follow the current regulations
regarding employment issues, regardless of my beliefs or opinions on the subject of diversity.
BUSI 330-D02
Discussion Board 1 thread paper
March 27, 2019
Topic: You are the senior Human Resources representative in a large organization with locations
throughout the United States. The company has a long history of taking conservative views or
positions on social issues. However, as economic compression strengthens, the senior leadership
in the company recognizes that the conservative reputation of the organization is limiting entry in
to various markets. The decision has been made to make changes throughout the organization’s
approach to these issues, starting with its people programs. Specifically, the organization has
selected to approve the offering of health benefits to domestic partners. You’ve been tasked with
preparing the roll-out of this new initiative to the employees at all locations. Discuss how this
will impact the organizations diversity training – what will need to change? Provide specific
elements of how you will handle the concerns of current employees, over this new direction the
leadership is taking. Finally, how will you personally balance this shift in the organizations’
direction, with your biblical worldview?
Organizations that offer health benefits to domestic partners often have several reasons for doing
so. One of the most influential factors that organizations consider whether to offer domestic
partner benefits is the trend in the organization’s competitive market. Since our organization has
a conservative reputation and has a history of taking conservative views and positions on social
issues, our organization has limited it entry in to various markets. In response to the changing
social climate and in accordance with newly passed legislation, our organization will be offering
health benefits to the domestic partners of our employees.
These domestic partner health benefits will be made available to all unmarried employees,
including those employees in opposite-sex relationships as well as same-sax relationships. We
will require the employee and their domestic partner to sign an affidavit of domestic partnership
as proof that the domestic partner is the equivalent of a spouse, attesting that he or she has been
, in a relationship with the domestic partner for at least twelve months and that they have shared a
common residence for 12 months. The health benefits offered to domestic partners of our
employees will include our company’s health, dental, and vision plans, allowing the employees
to pay an “employee plus one” premium for coverage.
In order to make the roll-out of these new changes in health benefits offered by our organization,
there will need to be changes made to our organization’s Diversity Training Program. In order to
develop an inclusive corporate culture, the diversity training will be revised in order to be sure to
address ethnic, religious, disability, gender differences, as well as sexual orientation and gender
identity differences. The goal of the new training will be to make sure that all employees will
feel welcome and create a since of inclusiveness of all employees no matter their race, gender,
religious affiliation, disability or sexual orientation. This diversity training will be included in all
new-hire employee orientations as well as being included each year in the annual employee
training modules to be completed online.
In order for our organization to foster diversity in the workplace, the diversity training will
include LGBT employees in that diversity. That may spark some backlash and resistance from
current employees of the organization. There may be those employees who, based on their
religious beliefs and/or conservative views, may vocalize their anti-LGBT beliefs in the
workplace. While as an organization we acknowledge that those with religious objections have a
right to those convictions, we will use leadership on the various levels to help foster a LGBT-
friendly environment that will not infringe on the rights of LGBT employees and that will
contribute to the efficiency of the organization and compliance with newly passed employment
regulations. As part of the diversity training, managers will need to be able to articulate to their
subordinates why the inclusion of the LBGT diversity is important to our organization’s strategic
objectives of entering into various new markets. Also, management can solicit opinions and
ideas from employees in order to help with any accommodations with regard to religious beliefs
towards LGBT diversity.
Lastly, as the senior Human Resource representative, I have to follow the current regulations
regarding employment issues, regardless of my beliefs or opinions on the subject of diversity.
