Prevention includes a wide range of activities — known as “interventions” — aimed at reducing risks or threats to health. You may have heard researchers and health experts talk about three categories of prevention: primary, secondary and tertiary. What do they mean by these terms? Primary prevention aims to prevent disease or injury before it ever occurs. This is done by preventing exposures to hazards that cause disease or injury, altering unhealthy or unsafe behaviors that can lead to disease or injury, and increasing resistance to disease or injury should exposure occur. Examples include: education about healthy and safe habits (e.g. eating well, exercising regularly, not smoking) and immunization against infectious diseases. Secondary prevention aims to reduce the impact of a disease or injury that has already occurred. Examples include: regular exams and screening tests to detect disease in its earliest stages (e.g. mammograms to detect breast cancer).
Related to the mini-case discussed in class today: Is non-discrimination on the basis of classifications such as those protected under in the EEOC reading a fundamental universal right, regardless of the country/location/culture/religious context of a business or its home country? Or is such non-discrimination variable as a right, depending on culture, etc.? What if customers in a particular country or culture have a discriminatory preference-for example, if customers in a particular industry or culture statistically have a greater preference for interaction with someone of a specific gender, race, nationality, etc.? Should companies be permitted to consider such a customer preference in their hiring and employment practices? Why or why not?
Under the laws enforced by EEOC, it is illegal to discriminate against someone (applicant or employee) because of that person’s race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to retaliate against a person because he or she complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. I believe that this should be enforced regardless of the country/location/culture/religious context of a business or its home country.
In the case, “Protecting Against Birth Defects”, discussed in class, the company had policies that prohibited women without proof of infertility from working with chemicals associated with birth defects. I disagree with the policy of this company because it discriminates on the basis of gender. Although the risks associated with the children of women working around these chemicals was higher, the offspring’s of men also faced similar risks. It is unfair to have this policy in place only for women. A fair policy would have been demanding proof of infertility irrespective of gender. The company will need to protect itself from future litigations if a child was born with defects. Although the company could have clearly stated the risks involved to all employees regarding birth defects, it does not protect the company against future lawsuits by th
