Family and Medical Leave
Diversity focuses on the “otherness” or differences between individuals and has a goal of making sure, through policies, that everyone is treated the same. While this is the legal and the right thing to do, multiculturalism looks at a system of advantages based on race, gender, and sexual orientation called power and privilege. In this system, the advantages are based on a system in which one race, gender, and sexual orientation is predominant in setting societal rules and norms. The interesting thing about power and privilege is that if you have it, you may not initially recognize it, which is why we can call it invisible privilege (Dias, 2011, p. 65).
Traditional Versus Non-Traditional Families
Numerous articles have been written addressing family leave failing the needs of American people. The current Family and Medical Leave Act (FMLA) excludes around 40% of the American workforce (Eisenberg, 2014). Eisenberg (2014) explains how the FMLA excludes American workers including new hire employees, small business, and caregivers, which makes leave financially impossible. According to Dias (2011) the diversity and multiculturalism aspect of business are important to ensuring a healthy organization.
In Vincent’s (2014) article he examines how invisible non-traditional families are constants in the American workforce. These non-traditional families are composed of, but not limited to, relationships that are “male-male, unmarried or lesbian, and the company rules only make allowances for ‘spouses’ (Vincent, 2014).” It is important to seek out the invisible privilege that we have been privy to through socio-economical norms. These non-traditional families need to be embraced as the new American family in the spirit of diversity.
Diversity and Multiculturalism
Diversity is the real or perceived differences between individuals. Diversity can include race, gender, sexual orientation, size, cultural background, and many other differences. Multiculturalism is similar to diversity but focuses on the development of a greater understanding of how power in society can be unequal because of race, gender, sexual orientation, power, and privilege (Dias, 2011, p. 89).
Gleckman (2015) embarks on how family care should be defined outside of the barriers of childcare. Through the practice of diversity and multiculturalism, childcare should also be outlined through caregiving for a child, parent, spouse, and a person with disabilities (Gleckman, 2015). By applying the Human Resource Management (HRM) principles of diversity and multiculturalism we can redefine the terms of family leave and create a more just society. Social justice is equated with the concept of equal opportunity in society (Robinson, 2015). We will explore numerous articles that have numerous examples of how family leave in America does not encompass the needs of the American family and how small businesses can do their part.
Vincent’s article (2014) explores the way companies view men in non-traditional relationships. How the tendency of a "hetero-centric, marriage-centric” language permeates our workplace. When people exist outside of this language there are no allowances. These allowances are based on societal views that may render someone lazy or unprofessional for taking family time. These views tend to suspend the evolution of the America family and make these non-traditional families appear as less of a family in the realm of family leave. That time off could be used for adoption, taking care of elderly, or taking on the responsibilities typically deemed for “mom” in a traditional family (Vincent, 2014).
Exploring Family Leave Law in America
“The FMLA just celebrated its 20th anniversary, but I’m not celebrating. It’s failing for many working Americans in their 50s and 60s who need time off to care for their parents, spouses, or partners (Eisenberg, 2014, p.1).” The FMLA isn’t working for the United States 42 million caregivers (Eisenberg, 2014). In as little as 98 countries women are offered at least 14 weeks of paid family leave (The New York Times, 2007). Americans want to know why we don’t have national policies that protect workers. Many are hoping that the recently introduced Family Act bill will help caregivers and help the FMLA (Eisenberg, 2014).
Numerous people are asking for greater government involvement but many businesses are resistant to the concept of being required to give paid time off (The New York Times, 2007). Many employees that do have paid time off cannot afford it or are influenced by the traditional family stereotype in America (The New York Times, 2007). The paid leave law is experiencing changes at the state level it still isn’t a reflection of the “reality of working families (The New York Times, 2007, p. 2).”
There are small businesses that are taking the concept of family leave and weaving it into their company culture. Laughing Planet Café, which has numerous locations in Oregon and Nevada, has decided to take action after a manager had expressed concerns about family leave (Peterson, 2015,). The owners “did the math and determined that the costs of hiring and training a new employee would likely outweigh the costs of paying a worker parental leave (Peterson, 2015, p. 2).” The new policy entitles full-time employees to a full salary for three months and part-time employees an average of their last 6 months of income (Peterson, 2015).
Diversity focuses on the “otherness” or differences between individuals and has a goal of making sure, through policies, that everyone is treated the same. While this is the legal and the right thing to do, multiculturalism looks at a system of advantages based on race, gender, and sexual orientation called power and privilege. In this system, the advantages are based on a system in which one race, gender, and sexual orientation is predominant in setting societal rules and norms. The interesting thing about power and privilege is that if you have it, you may not initially recognize it, which is why we can call it invisible privilege (Dias, 2011, p. 65).
Traditional Versus Non-Traditional Families
Numerous articles have been written addressing family leave failing the needs of American people. The current Family and Medical Leave Act (FMLA) excludes around 40% of the American workforce (Eisenberg, 2014). Eisenberg (2014) explains how the FMLA excludes American workers including new hire employees, small business, and caregivers, which makes leave financially impossible. According to Dias (2011) the diversity and multiculturalism aspect of business are important to ensuring a healthy organization.
In Vincent’s (2014) article he examines how invisible non-traditional families are constants in the American workforce. These non-traditional families are composed of, but not limited to, relationships that are “male-male, unmarried or lesbian, and the company rules only make allowances for ‘spouses’ (Vincent, 2014).” It is important to seek out the invisible privilege that we have been privy to through socio-economical norms. These non-traditional families need to be embraced as the new American family in the spirit of diversity.
Diversity and Multiculturalism
Diversity is the real or perceived differences between individuals. Diversity can include race, gender, sexual orientation, size, cultural background, and many other differences. Multiculturalism is similar to diversity but focuses on the development of a greater understanding of how power in society can be unequal because of race, gender, sexual orientation, power, and privilege (Dias, 2011, p. 89).
Gleckman (2015) embarks on how family care should be defined outside of the barriers of childcare. Through the practice of diversity and multiculturalism, childcare should also be outlined through caregiving for a child, parent, spouse, and a person with disabilities (Gleckman, 2015). By applying the Human Resource Management (HRM) principles of diversity and multiculturalism we can redefine the terms of family leave and create a more just society. Social justice is equated with the concept of equal opportunity in society (Robinson, 2015). We will explore numerous articles that have numerous examples of how family leave in America does not encompass the needs of the American family and how small businesses can do their part.
Vincent’s article (2014) explores the way companies view men in non-traditional relationships. How the tendency of a "hetero-centric, marriage-centric” language permeates our workplace. When people exist outside of this language there are no allowances. These allowances are based on societal views that may render someone lazy or unprofessional for taking family time. These views tend to suspend the evolution of the America family and make these non-traditional families appear as less of a family in the realm of family leave. That time off could be used for adoption, taking care of elderly, or taking on the responsibilities typically deemed for “mom” in a traditional family (Vincent, 2014).
Exploring Family Leave Law in America
“The FMLA just celebrated its 20th anniversary, but I’m not celebrating. It’s failing for many working Americans in their 50s and 60s who need time off to care for their parents, spouses, or partners (Eisenberg, 2014, p.1).” The FMLA isn’t working for the United States 42 million caregivers (Eisenberg, 2014). In as little as 98 countries women are offered at least 14 weeks of paid family leave (The New York Times, 2007). Americans want to know why we don’t have national policies that protect workers. Many are hoping that the recently introduced Family Act bill will help caregivers and help the FMLA (Eisenberg, 2014).
Numerous people are asking for greater government involvement but many businesses are resistant to the concept of being required to give paid time off (The New York Times, 2007). Many employees that do have paid time off cannot afford it or are influenced by the traditional family stereotype in America (The New York Times, 2007). The paid leave law is experiencing changes at the state level it still isn’t a reflection of the “reality of working families (The New York Times, 2007, p. 2).”
There are small businesses that are taking the concept of family leave and weaving it into their company culture. Laughing Planet Café, which has numerous locations in Oregon and Nevada, has decided to take action after a manager had expressed concerns about family leave (Peterson, 2015,). The owners “did the math and determined that the costs of hiring and training a new employee would likely outweigh the costs of paying a worker parental leave (Peterson, 2015, p. 2).” The new policy entitles full-time employees to a full salary for three months and part-time employees an average of their last 6 months of income (Peterson, 2015).