Assignment 1: Create a Diversity Office Shortly after the CNO (Chief Nurse Officer) completed her annual performance appraisal and salary evaluations, as required by the Joint Commission; you are confronted by a minority female RN that claims that her wages are substantially less than her male RN counterpart who is performing the exact same job in the oncology department. She feels as if she is being discriminated against. You realize you have no procedures in place to address these issues. Although minorities continue to be underrepresented within the healthcare workforce, your healthcare systems has continued to diversify with an increased number of ethnic and racial employees. You are aware that minorities and women will continue to comprise the highest percentage of new entrants into the labor force. You also notice that this is a pattern as this is the fourth employee that has confronted you with an issue regarding diversity (i.e. specifically differences in racial, ethnic and cultural backgrounds) in the last six weeks from the oncology department. Directions: By Saturday, June 29, 2013, create a 15-20 slide PowerPoint Presentation to make a recommendation to the CEO to create a diversity office. The presentation should include the following: · Explanation of the issues associated with awarding pay increases as it relates to performance appraisal to ensure consistency. · Identification of components of compensation. · Determination of the impact on diversity in the healthcare organization. · Discussion of the role leadership plays in managing diversity and strategies to employ to effectively manage diversity · Identification of major laws impacting the healthcare industry as it relates to hiring, terminating, and discriminating against employees. Assignment 1 Grading Criteria Maximum Points Explained issues associated with awarding pay increases. 44 Identified components of compensation. 44 Determine the impact on diversity in the organization. 36 Discuss role of leadership in managing diversity. 40 Recognize strategies to effectively manage diversity. 36 Identify major laws impacting healthcare industry. 36 Style (8 points): Tone, audience, and word choice Organization (16 points): Introduction, transitions, and conclusion Usage and Mechanics (16 points): Grammar, spelling, and sentence structure APA Elements (24 points): In text citations and references, paraphrasing, and appropriate use of quotations and other elements of style 64 Total: 300 West University is a large college located in Phoenix, Arizona. Since its inception, the university experienced tremendous growth. The campus is located on 1,200 acres with more than 20,000 students providing on-campus housing to more than 11,000 students. Residential Life, a department within Housing Services, provides support for all aspects of the student's experience in the residence halls. There were 30 residence halls supervised by area directors (ADs), 23 resident directors ...

1. Assignment 1: Create a Diversity Office
Shortly after the CNO (Chief Nurse Officer) completed her
annual performance appraisal and salary evaluations, as
required by the Joint Commission; you are confronted by a
minority female RN that claims that her wages are substantially
less than her male RN counterpart who is performing the exact
same job in the oncology department. She feels as if she is
being discriminated against. You realize you have no
procedures in place to address these issues. Although minorities
continue to be underrepresented within the healthcare
workforce, your healthcare systems has continued to diversify
with an increased number of ethnic and racial employees. You
are aware that minorities and women will continue to comprise
the highest percentage of new entrants into the labor force. You
also notice that this is a pattern as this is the fourth employee
that has confronted you with an issue regarding diversity (i.e.
specifically differences in racial, ethnic and cultural
backgrounds) in the last six weeks from the oncology
department.
Directions:
By Saturday, June 29, 2013, create a 15-20 slide PowerPoint
Presentation to make a recommendation to the CEO to create a
diversity office. The presentation should include the following:
· Explanation of the issues associated with awarding pay
increases as it relates to performance appraisal to ensure
consistency.
· Identification of components of compensation.
· Determination of the impact on diversity in the healthcare
organization.
· Discussion of the role leadership plays in managing diversity
and strategies to employ to effectively manage diversity

2. · Identification of major laws impacting the healthcare industry
as it relates to hiring, terminating, and discriminating against
employees.
Assignment 1 Grading Criteria
Maximum Points
Explained issues associated with awarding pay increases.
44
Identified components of compensation.
44
Determine the impact on diversity in the organization.
36
Discuss role of leadership in managing diversity.
40
Recognize strategies to effectively manage diversity.
36
Identify major laws impacting healthcare industry.
36
Style (8 points): Tone, audience, and word choice
Organization (16 points): Introduction, transitions, and
conclusion
Usage and Mechanics (16 points): Grammar, spelling, and
sentence structure
APA Elements (24 points): In text citations and references,
paraphrasing, and appropriate use of quotations and other
elements of style
64
Total:
300

3. West University is a large college located in Phoenix, Arizona.
Since its inception, the university experienced tremendous
growth. The campus is located on 1,200 acres with more than
20,000 students providing on-campus housing to more than
11,000 students. Residential Life, a department within Housing
Services, provides support for all aspects of the student's
experience in the residence halls. There were 30 residence halls
supervised by area directors (ADs), 23 resident directors (RDs)
supervising the staff and office operations, and 32 graduate
student assistant resident directors (ARDs) who reported to and
assisted the RDs and co-supervised 300 RAs . Resident
assistants (RAs) are undergraduate students who live on a floor
in a residence hall.
The major responsibilities and duties of RAs can be broken into
eight areas:
1.University Community building.
2.Resource and referral agent.
3.Crisis intervention and management.
4.Administrative duties.
5.Staff meetings and schedule coverage.
6.Training.
7.Performance appraisals.
8.General 0olicy management.
RAs hired were required to sign a job description and a resident
assistant Memo of Understanding (MOU). The MOU outlined
the terms and conditions of the position including
compensation, work hours, GPA standards and several other
requirements. An RA who worked a minimum of two semesters,
was enrolled in the university with at least a 2.5 GPA, and not
received formal punishment from the university could be
considered for a community development assistant (CDA)

4. position. The CDA was a mentor to RAs and assisted with
problems. CDA compensation and other work-related
requirements were identical to those of RAs.
Human Resource Policies for RAs and CDAs
RAs and CDAs had mandatory requirements to arrive on campus
three days before each semester begins for mandatory training
and building preparation. There was a 20-hour-per-week time
commitment that included a stipend of $1,820 for the academic
year with deductions for federal and state income taxes. RDs are
their direct supervisors, conducted their performance reviews,
and maintained their personnel files. RAs and CDAs who
violated disciplinary guidelines were subject to a progressive
disciplinary procedure.
Collective Bargaining on the West University Campus
Public employees were granted the right to join unions, present
proposals to public employers but there were no obligations for
these employers to engage in bargaining with these public
employee unions. A few unions were active at the West
University. Collective bargaining rights were granted to most of
the public employees by passage of the state's general law
allowing them to form, join or participate in unions. The law
also granted bargaining collectively over terms and conditions
of employment.
West University recognized the Graduate Employee
Organization (GEO), an affiliate of the United Auto Workers, as
the collective bargaining representative for a variety of graduate
student positions including teaching assistants, research
assistants and ARDs. The West University now had a workforce
that was predominantly unionized and a climate where
unionization and collective bargaining were common aspects of
university life.

5. RA Challenges
The RAs are challenged with disciplining residents, dealing
with the retaliation and disgruntled residents. There was a 55
percent RA turnover rate. RAs were fired and some felt this was
questionable and unwarranted when a resident doing the same
thing was given a written warning. Grievance committees were
formed and many meeting occurred but to no avail. There were
also concerns with compensation. Some RAs approached the
GEO to discuss the opportunity to form an RA union. The GEO
agreed the concerns and complaints were similar to other
workers. A committee was organized to gather enough
signatures to declare representation by the United Auto Workers
for collective bargaining. The majority of the RAs and CDAs
signed and the request was sent to the University for voluntary
recognition and it was denied because undergraduates are
students. Those RAs/CDAs who opposed the union
representation thought the others were over reacting. During the
last hiring, twice as many applicants applied than positions
available. As for firing, 12 out of 600 RAs were terminated over
the last two years.
The University contacted the state labor relations commission
(LRC) to dismiss the petition because the law did not require
collective bargaining for those who perform services as
students. The commission determined that the RAs and CDAs
could legally organize and engage in collective bargaining. A
secret ballot election was to be held to determine the preference
of the employees.