You should encourage and manage diversity in your workplace — not because it’s politically correct (and the right thing to do), but because it helps you improve and maintain your competitive advantage. Today’s fast-paced business world and ever-changing technology have taken employers beyond traditional boundaries, sometimes forcing you to adjust to differences in culture quickly. For example, an international buyer who saw your web page may want to propose a contract for your company’s product or services. Here are some reasons you should consider developing a diversity program.

Encourage Diversity

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It seems that the number of people with allergies or sensitivities to various scents and smells has grown substantially. Some of those allergies can be severe, causing severe respiratory difficulties and other serious health issues. Questions continue to arise about the often competing rights of allergic employees and coworkers who wish to be able to eat what they want and use whatever hygiene and personal products they choose. Read on for the most recent information on this conflict for employers.

Are ‘Scent’ Allergies Protected Under the Law?

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The Department of Labor (DOL) has released a report evaluating its Limited English Proficiency and Hispanic Worker Initiative project.The program was launched in 2006 with $4.9 million awarded to organizations in California, Minnesota, Nebraska, New York, and Texas so they could test innovative strategies for delivering language and employment services to limited English proficient and Hispanic workers.

The findings highlight both challenges and successes of the pilot project, which will serve as a guide for similar future employment programs and provide insight for employers seeking to offer occupational skills to prepare workers for jobs in high-demand industries. According to the report, factors critical to the success of the program include active engagement by employers to adapt a curriculum tailored to meet their specific workplace requirements and employers’ ability to provide incentives for program completion to limited English-proficient and Hispanic program participants.

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By Keeya M. Jeffrey

The U.S. District Court for the District of Colorado recently approved a consent decree resolving a lawsuit filed by the Colorado Department of Justice against a Colorado Springs lawyer who refused to allow a woman, her husband, and her lawyer access to his office for a deposition because the woman brought her service dog. The lawyer feared the dog would ruin his newly installed carpeting. The Justice Department argued that the lawyer’s refusal to allow the woman and her dog access was a violation of Title III of the Americans with Disabilities Act (ADA).

Under the consent decree, the lawyer will pay the woman and her husband $40,000 in damages, pay $10,000 in civil penalties, and adopt and enforce a policy compliant with the ADA’s provision on service animals. Given the penalties and damages assessed against the lawyer, one can only hope the carpet was of really good quality. What follows is a primer for employers on federal and the applicable Colorado state law concerning service animals.

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