Domestic Partners And Benefits
“Diversity” has been an increasingly popular buzzword in the workplace over the last several years. Traditionally, approaches to diversity primarily referred to the manner in which companies addressed legislative and regulatory issues of equal employment opportunity and affirmative action related to race and gender. In today’s business culture, diversity has become a strategy that will increase a company’s ability to remain competitive in the face of changing demographics and the rapid globalization of business. Many companies, both public and private, have recognized the need to take advantage of the variety of skills and experiences that today’s diverse workforce offers. Recognition of this diversity has brought to the forefront new issues that employers must address. Equitably managing the employee benefits portion of a compensation package is one such issue. Since employee benefits can account for 30 to 40 percent of an employee’s compensation, the manner in which these benefits are offered and administered can have a significant impact for both the employer and the employee (Isaacson 1). In particular, the issue of offering domestic partner benefits has caused considerable d
While it is easy to point to all of the statistical data gathered over the past few years to alleviate concerns of significant cost increases, the moral issues continue to be the seed of much debate. Many people feel that offering domestic partner benefits promotes homosexuality and will lead to the breakdown of the family unit and the institution of marriage. They also feel that their freedom of religion is being violated because making domestic partnership equal with heterosexual marriage runs contrary to most religious beliefs (Levada 2). They must accept as moral what they feel is immoral. Robert Regier of the Family Research Council writes that “most companies and business leaders recognize that marriage is an institution worth encouraging and protecting” (Regier 1). Benefits are meant to help families when one spouse chooses to stay at home and raise the children. In addition to religious groups, there are also those in the political arena, such as former California Governor Pete Wilson that consider domestic partner benefits as a means to “undermine the sanctity of marriage” (Freedberg 2). There are also many other members of society, in general, that believe that it takes a strong family unit to ensure the continued survival and progress of such a society. The conclusion to those opinions: homosexuals and domestic partners do nothing to positively contribute to society; therefore they do not deserve to receive these benefits. As demographics have changed, so has the public’s acceptance and understanding for domestic partners and homosexuality, in general. This is evidenced by the failed boycott of Walt Disney World in Florida by the Southern Baptists. The boycott generated substantial publicity, but Disney experienced no real economic backlash. This was not surprising for some people. In 1989, a Time/CNN survey showed that 54 percent of 1,000 surveyed “agreed that homosexual couples should be permitted to receive medical and life insurance benefits from their partner’s insurance policies” (Isaacson 4-5). Dr. Gregory Herek, a Research Psychologist, points out that “heterosexuals and homosexuals have been found to differ from each other consistently in only two significant ways: the sex of the people to whom they are sexually attracted and with whom they establish intimate relationships; and the fact that lesbians and gay men experience widespread hostility, differential trea
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Approximate Word count = 1642
Approximate Pages = 7 (250 words per page double spaced)
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