How to Write a Reflection Paper

One of the laws that I find intriguing and of great importance to humanity is the Equal Employment Opportunity Act of 1972, which for decades has continued to safeguard the rights of workers in America. This act gives the Equal Employment Opportunity Commission (EEOC) authority to sue in federal courts when it finds reasonable cause to believe that there has been employment discrimination based on race, color, religion, sex or national origin. (D’Aiuto, Smith, & Paludi, 2010). This act bears much significance because it seeks to safeguard equality, as is dictated by the Equality Act of 2010. This act applies across various disciplines and fields because employment discrimination occurs across any and every field. No area is immune to prejudice, and as such, there is the need to establish a check balance. In professional settings, some organizations or establishments may not provide equal employment opportunities to all the potential workers. It is not any different in an academic environment. Learning institutions may not offer equal employment opportunities or tenders to the general public based on one or more of the reasons aforementioned. The law comes in handy in such a case to hold the said establishments accountable for their actions. 

Since this law is very crucial in the employment sector, it is imperative to adopt a strategy that best tracks changes in policies of this law. Some aspects or clauses of the Act may be reviewed over time, which may have a lasting impact on how it functions. As such, it is essential to keep track of these changes to be able to understand how it affects the general outcome of the act. One effective way of staying on top of these changes in regulations is the adoption of better automated policy management software by establishments which guides their compliance policy to the act. According to 2016 Ethics & Compliance Policy Management Benchmark Report that surveyed business establishments globally, the primary executive challenge on compliance is keeping up with the ever-changing policies as advocated for by the act. This research covered industries such as healthcare, manufacturing, the banking industry, to mention but a few. The solution that was universally accepted was the use of automated policy management software that automatically updates the establishments on the changes and how they are supposed to shift compliance. On a personal level, the general public needs to establish a pathway of accessing these changes since they directly impact on their employment. One way they can do this is through forming a watchdog campaign. This means having representatives in the EEOC to interpret the policies periodically and provide updates on changes in policies to the general public, thus keeping them up to track. 

The business community, on the other hand, keeps shifting their best practices to conform to the changes in the market. Some of these changes, if not all affect their compliance with the act in place. Again there is the need to be up to date with these changes in best practices to better adopt a strategy that ensures compliance with the Act policies. One of the approaches to doing this is through benchmarking, which entails track checking the policies implemented by the establishment to ensure they conform to the set expectations. This can be done through agents sent to organizations to study the systems in place. The second way is performance monitoring. By considering how businesses perform, it sets the foot for the best policies to be adopted. Not all policies that advocate for equal employment reflect well on the performance of an organization. To provide exceptions to some extent of this act, it is important to monitor performance to establish how much the policy advocated for impacts the organization regarding output. 

References 

D’Aiuto, J., Smith, S. B., & Paludi, M. A. (2010). Equal Employment Opportunity Commission.  Praeger Handbook on Understanding and Preventing Workplace Discrimination [2 volumes] ,  2 , 313.