Diversity Policy
Discuss about the Manage Diversity in the Workplace for Physical Disability.
The company needs to ensure that it communicates effectively with employees, policies, and regulations to manage diversity at the workplace. It is designed in such a way that language and cultural barriers can be eliminated. The diversity at the workplace is managed by emphasizing communication, encouraging employees to work in the diversified groups and resemble employees as individuals. The diverse workplace can better support a culture of an organization. This report reviews the diversity policy and determines the specific policy in the context of the case. It also defines the specific actions to ensure implementation of the diversity policy. Further, the feedback and ideas from various sources are collected to ensure efficiency of the diversity policy. The training needs are also addressed to identify issues of difference within the team. The report has also explained the allegations of harassment and addressed diversity issues. Finally, the key features of current legislation are described to address the diversity issues and complex situations.
The diversity policies are part of the framework for good practices. These policies act as preventive to discrimination against the individuals such as age, gender, class, culture, health, HIV, marital status, physical disability, race, religion, sexual orientation and political beliefs. The businesses find ways to incorporate diversity without causing major changes at the workplace. The workplace diversity encourages a positive outlook among the employees (Annan, Addai & Tulashie, 2015). It is also observed that the companies which overcome the diversity issues achieve more productivity and profits. The diversity can be incorporated without causing major changes in the operations of the company. it adds perspectives to the workplace. It is also beneficial to improve operations in the local and international market.
The workplace diversity and equal employment opportunity policy recognizes the value of individual differences. This policy ensures that all policies that the workplace is free from unlawful discrimination and harassment so that employees can enjoy equal access to the employment and the relevant opportunities and benefits. It has some other benefits such as increased innovation and improved understanding. The acts such as discrimination and harassment are not only unlawful but are totally unacceptable (Gröschl & Bendl, 2015). If a person faces such issues then that person has to face disciplinary procedures which can also result in termination of employment.
The policy ensures specific actions to offer an inclusive and flexible environment for the employees. It identifies and removes barriers to the equitable access and progression in employment so that they have the opportunity to give their full contribution. It ensures that employees are aware of their rights and responsibilities being a part of the organization. The policy provides an effective mechanism to resolve complaints of harassment, unlawful discrimination, bullying, and victimization. It creates a culture of support for the employees who belong to the different communities. It also educates employees for the implementation of policy and goals of equal opportunity and social justice (Knights & Omanovi?, 2016).
Specific actions to ensure understanding and implementation of diversity policy
The employees are also equally responsible for the understanding and application of the principles of equal opportunity, equity, and justice. The higher authorities are also required to take a practical step to ensure that learning and working environment is safe and free from discrimination and harassment. The equal opportunity has set the standard for the employees in the organization for the way to treat with each other. The policy also focuses on providing remedies for the people who are treated unfairly. It also makes an organization to take all the appropriate steps to prevent and eliminate discrimination and harassment against the employees in the work and learning environment. The equity at workplace diversity ensures that the people have equal opportunity to participate in the activities aiming to promote the development of the organization (Benschop, 2016).
There are various ways to collect feedback and ideas from various sources to ensure efficiency of a diversity policy.
Press release to the local media: The press release should be related to the development and establishment of a diversity policy. It stresses on enhancing culture and effectiveness of the business (Ravazzani, 2016). The various ways can be listed in the press release to implement plans.
Survey for employees: The employees should be encouraged to provide feedback on the diversity policy. When the employees are involved in the policy from the beginning then they will more adhere to the rules, regulations and the policies. When the final diversity policy is in the place then it is useful to hold education sessions to ensure employees understand the policies and are able to communicate with each other with the due respect (Choi & Rainey, 2014).
Design marketing materials with diversity in mind: The ideas used in the company advertisement should feature relationship of employees, diverse culture and the environment that company is aiming to promote. If the company preaches diversity in the advertisement but features white males aged 40-50. In this case, the image of the company will fall as it will not consist with the message.
Education classes for community and employees: Holding a seminar at a workplace about the benefits of diversity can be helpful in not only education but collecting feedback and ideas from the employees. A class on diversity can help a company to establish itself as a leader in the diversity planning and an appealing place to work (Guillaume, et. al. 2017).
Feedback and ideas
The HR policies and practices should be reviewed and barriers should be identified to create opportunities for the improvement. There are two types of discrimination which are found at workplace direct discrimination and indirect discrimination. The people are treated with a less favorable protected characteristic in the direct discrimination. For instance, a recruiter refuses to appoint a woman at a managerial post thinking that she will not have the same leadership quality as a man (Borden, 2017). The associative discrimination n is treating a person less favorable and associated with someone with protected characteristics such as the carer of a disabled person. The perceptive discrimination is found because the persona treats them less favorable because he thinks that he has the protected characteristics however they do not have. The indirect discrimination takes place when the employees are treated in the same way by employers. The result of the treatment results in a particular group being disadvantaged. The discrimination in recruitment is also faced due to sex that is characteristics of a man or woman. A person is attracted towards own sex, the opposite or both sexes (MA, 2016).
It is essential to have diversified staff in a company. Having diversified staff in a company enables to understand the need of people from the diversified perspective. It creates an atmosphere of positive ve relationship and wide networking. It has been also noticed that staff from different background leads to a variety of innovative ideas, knowledge, and ways of performing tasks. The team members take a decision on the basis of their experiences. By making a reputation for the valuing differences, the company can attract talent that company can appreciate and utilize the talent. The company can bring the employees who can make community broader by making the recruitment and selection diversified (Harvey & Allard, 2015). The negative attitude and behavior such as prejudgment, stereotyping and discrimination are not promoted during the recruitment and the selection process.
The diversity is an important issue of management and training is essential to manage diversity in the workplace. There is a need for cultural diversity to address issues of culture. The culture impacts at work and fundamentally it influences the behavior. The issues should be addressed that arises from a culture such as religious beliefs. It helps to set critical sets that are needed for a project to succeed. It provides a perfect opportunity to develop an understanding of the influence of culture. It helps managers to effectively manage diverse workforces. The training enables a person to understand basic assumptions and values of a team member working with. It redefines the way of teaching culture to the employees. It helps to understand that how to communicate and manage people within the organization (Guillaume, et. al. 2014). The training addresses the issues like workplace misconducts. The anti-harassment compliance policies are guided in the training to protect legal interest of the company. The training is dedicated to preventing sexual harassment misconduct pivots. The anti-harassment training is an extension of a workplace culture that prioritizes the well-being of employees. Such training redefines the workplace culture to it’s employees. The training at the workplace can reduce lawsuits and increase opportunities and image of the company. The training is more about equal employment opportunities and affirmative actions. It promotes a safe environment for the employees to communicate. The changes are also encouraged. The legislation is also guided which has made discrimination illegal in the workplace. These legislations specify right and responsibilities at the workplace (Martin, 2014).
Diversity in recruiting and selecting staff
It is seen that most employers are apprehensive when discrimination and harassment complaints are faced. The employer needs to take the complaint seriously and need to take steps to prevent harassment at workplace. It can reduce the likelihood of a lawsuit and improve employee relationships. The allegations of harassment can be managed by keeping an open mind. The employer is required to investigate complaints received by him. The conclusion should be made only after the investigation is complete. The complainer should be treated with respect and compassion. The employees feel vulnerable to complain about discrimination and harassment (Gunn, Peterson & Welsh, 2015). The employer needs to see the problem as soon as possible because it can have a negative impact on the quality of work. The employees like to escalate issues less to the government if these are tackled seriously by the employer. It is required to follow the policies of discrimination and harassment. The employer should not claim any unfair treatment by bending the rules. The harassment complaint should be kept confidential to diverge in a workplace. It may accuse the reputation of the organization if the complaints are leaked. The outside help can also be taken such as experienced investigator to investigate the harassment issues and for addressing diversity issues. The diversity issues can be addressed by defining issues. These issues can include disabilities, gender issues, sexual harassment, religion and more. However, the goal is to overall acceptance and equal opportunities for everyone. The cultural sensitivities training and the diversity programs can help to address the issues (Hale, Borys & Adams, 2015). The prevention of gender discrimination and maintenance of equity in the terms of salary, authorities, and opportunities can also be supportive to prevent gender equality issue of diversity.
The practices are required to ensure that discrimination is eliminated and the prospects of equality are met at the workplace. The legislation is required to put in place to ensure that working environment is always promoted. There are various legislations which ensure that company adheres to the minimum standards. It includes equality act, human rights act, sex discrimination act, race relations act and the disability discrimination act. These legislations protect staff from the discrimination and harassment. It guarantees that all the members of the organization are treated equally (Byrd, 2014). The legislation supports anti-discriminatory practices and foster equal opportunity. It also reinforces compliance with the human rights. It also ensures that the potential employees are chosen. These laws protect individuals from the unfair treatment and promote a fair work environment. It also encourages a diversified and effective legal profession and works environment. It focuses on providing equal treatment and opportunities to the members of the workplace (Mullen, Kelloway & Teed, 2017).
Conclusion
A diversified workplace is consideration of changing world and marketplace. With the changing business environment, the organizations are adopting diversity policies to petition employees, clients, and suppliers. The diversity brings potential benefits in the workplace. It also makes business managers face potential conflicts. The diversity is more concerned with the ethnicity. The diverse work team contributes more value to the organizations. The individual differences can result in benefiting the organization by creating a safe environment. Such workplace provides access and opportunities to everyone. The workplaces made up of diverse culture are more successful.
References
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