You are the new Team Leader of the Diversity, Equity and Inclusion (DEI) Specialists at the Tallendale Research Facility, a large research organization focusing on social justice, equity and inclusion. On your second day, you were advised by Lindsey McIntyre, Assistant Team Leader of the Diversity, Equity and Inclusion Specialists of issues involving employees being treated disparately and terminated after disclosing genetic information on health forms. Lindsey was not sure if the action taken would fall within the scope of the DEI department but noted that she believed the actions taken were diversity and inclusion issues as well as wrongful terminations. According to Lindsey, it appears that Kendra Livingston, a young Black woman, applied for a research position and was hired. However, on the fourth day of work, she was informed that she needed to take a mandatory physical. The request for the physical was deceptive as the goal was to determine if the statement Kendra provided on the "Employee Emergency Information" form was accurate, which noted that she suffered with Sickle Cell Anemia. During the physical, Kendra disclosed that she suffered from Sickle Cell Anemia, was tested, and her condition confirmed. Weeks later, she was informed by Ingrid Bethel, manager of the Survey Research Division that she needed to report to the human resources department immediately. Upon arriving at the human resources department, her employment was terminated because she was considered a high insurance risk. Jenna Kazi, a new research data analyst was also terminated after disclosing that she suffered from Tay Sachs Disease on her "Employee Emergency Information" form. She was also scheduled for an employment physical and completed testing for her condition. One week later, Jenna was also terminated for being a high insurance risk. Both employees were told by Miriam Younger, the new human resource manager that their conditions made them susceptible to missing several days of work due to being sick and that both positions required reliable employees. They were also told that they were considered health insurance risks and that the firm's portion of insurance premiums for coverage was triple the amount of one employee. The employees were notified that the decision to terminate their employment was based on genetic test results. Explain how you would apply "Mindfulness-based DEI" strategies to help you manage the issues noted in the scenario.
You are the new Team Leader of the Diversity, Equity and Inclusion (DEI) Specialists at the Tallendale Research Facility, a large research organization focusing on social justice, equity and inclusion. On your second day, you were advised by Lindsey McIntyre, Assistant Team Leader of the Diversity, Equity and Inclusion Specialists of issues involving employees being treated disparately and terminated after disclosing genetic information on health forms. Lindsey was not sure if the action taken would fall within the scope of the DEI department but noted that she believed the actions taken were diversity and inclusion issues as well as wrongful terminations.
According to Lindsey, it appears that Kendra Livingston, a young Black woman, applied for a research position and was hired. However, on the fourth day of work, she was informed that she needed to take a mandatory physical. The request for the physical was deceptive as the goal was to determine if the statement Kendra provided on the "Employee Emergency Information" form was accurate, which noted that she suffered with Sickle Cell Anemia. During the physical, Kendra disclosed that she suffered from Sickle Cell Anemia, was tested, and her condition confirmed. Weeks later, she was informed by Ingrid Bethel, manager of the Survey Research Division that she needed to report to the human resources department immediately. Upon arriving at the human resources department, her employment was terminated because she was considered a high insurance risk.
Jenna Kazi, a new research data analyst was also terminated after disclosing that she suffered from Tay Sachs Disease on her "Employee Emergency Information" form. She was also scheduled for an employment physical and completed testing for her condition. One week later, Jenna was also terminated for being a high insurance risk.
Both employees were told by Miriam Younger, the new human resource manager that their conditions made them susceptible to missing several days of work due to being sick and that both positions required reliable employees. They were also told that they were considered health insurance risks and that the firm's portion of insurance premiums for coverage was triple the amount of one employee. The employees were notified that the decision to terminate their employment was based on genetic test results.
Explain how you would apply "Mindfulness-based DEI" strategies to help you manage the issues noted in the scenario.
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