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Additional resources for Mastering diversity: managing for success under ADA & other anti-discrimination laws
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NAAFA activists pointed to a Harvard University study, published in the New England Journal of Medicine, indicating that overweight people might not be able to control their condition. The study tracked more than 10,000 adolescents, comparing those with similar educational and so- Page 27 cioeconomic backgrounds but different weights. After seven years, overweight men and women were less likely to have married, had completed fewer years of education, and had lower household incomes, lower self-esteem, and higher rates of poverty.
Discrimination claims are usually contested by insurers. " Insurers will sell separate employment practices liability insurance. But this is also an unpredictable prospect. There is no standard EPL policy form. Thus, not only do policy terms and condi- Page 12 tions vary from insurer to insurer, but even the name given to the various policies is not uniform. Common exclusions that limit EPL coverage Although policy language varies, the most significant provisions are common to virtually all EPL policies, at least in some form.
You want to comply with the spirit of workplace diversity law. Save the legalisms for their properand unfortunateplace. The bottom line What's the return on an investment in mastering diversity? Reduced exposure to discrimination claims, lower absenteeism and turnover, full use of human resources, fewer conflicts and possible market growthto name a few. In September 1992, the Indiana-based Hudson Institute released updated results of Workforce 2000, its ongoing report on how the labor pool has changed.