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Implementing a Diversity PolicyTerm Paper

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Diversity and Equality Policy

Business Description

Statement of intent

General terms of the policy

Forms of Discrimination -- Principles

Equality and diversity in recruitment, selection, development and training

Disability

Bullying and harassment

Human rights

Fixed-term employees and agency workers & Part time Work

Monitoring

How to make a complaint

Equality and the law

Implementation Strategy

Monitoring and Reviewing mechanisms

Stakeholder Consultations on Diversity and Equality

Business Description

For this topic, a company was chosen that is into retail business offering a variety of products both through the brick and mortar system and online. The company has its outlets in all major cities and towns and requires a large workforce. The workforce comprises of employees of both permanent and part time nature and relies on a large network of suppliers and distributors. Hence, the company recruits people from all walks of life and belonging to multiple cultures and societies. The purpose of a diversity and equality policy which is applicable to all stakeholders engaged with the company is intended to generate an atmosphere of trust, dependability and assurance on the company and its business functions. The company also intends to use the policy for the recruitment and retention of the right people while encouraging them to achieve their full potential. This is also applicable to suppliers of the company. This attribute is necessary for the company to be a success and hence this policy (Ben-Galim, Campbell, & Lewis, 2007).

Diversity and Equality Policy

Statement of intent

The company does not discriminate amongst its employees and stakeholders on the basis of "protected characteristics." These include gender, disability, nationality, ethnicity, race, color, or national origin, gender reassignment, religion or belief, sexual orientation, marital status or civil partner status, disability, maternity and pregnancy, and age. The policy is applicable equally to the treatment of the company and its employees towards clients, visitors, customers and suppliers and treatment of employees by these stakeholders. The company tries to manage the diversity issues in a sensitive and fair manner. It is implied that it is the responsibility of everyone to act in according to the policy and treat colleagues with complete dignity at all times (Smith, 2011). The company has the right to take action in case of violation of this policy. For employees, this policy does not form a part of their employment contract and this policy can be amended and changed according to situations and circumstances.

General terms of the policy

It is the responsibility of the company to:

Ensure all employees are given equal opportunity and encouragement to develop and progress within the organization.

All are directed to get personally involved to successfully implement this policy (Smith, 2011)

Distribute copies of this policy throughout the company as well as make it available on the company website and through the company intranet.

Employees at the management level have to lead by example and have a larger responsibility to ensure the practical implementation of the policy (Ben-Galim, Campbell, & Lewis, 2007).

The company recognizes all legal obligations hat fall under the Workplace Gender Equality Act 2012, the Workplace Gender Equality (Matter in relation to Gender Equality Indicators) Instrument 2013 (No. 1) and the Workplace Gender Equality (Minimum Standards) Instrument 2014 along with other acts as enlisted at the end of the policy and the other Equality Acts and legislations.

Forms of Discrimination -- Principles

Discrimination can happen intentionally or unintentionally and may be direct or indirect.

Victimization id also a form of discrimination and would be deemed to have been done when a person is subjected to a detriment due to the fact that he/she has done a protected actor has acted according to regulations on equality.

Harassment is also included in discrimination that is identified by an unwanted conduct that is related to any of the relevant 'protected characteristic' and the conduct potentially violates the person's dignity and creates intimidating, hostile, humiliating, degrading or offensive environment (Mahadevan, 2015).

Equality and diversity in recruitment, selection, development and training

The policy is applicable at all stages of recruitment starting with job advertisements, to recruitment and the final selection of employees, followed by training and development, and presentation of opportunities for promotion, the conditions of service, pay and benefits, the conduct at work and the disciplinary and grievance procedures and ends with the termination of employment (Peterson, 2015). The company strictly implements the policy at all the above-mentioned stages of the life span of employees and his/her relation with the company. The company intends to recruit the most suitable person for any vacancy in a manner that is fair and nondiscriminatory and wants to ensure that the recruitment and selection procedures as well as the personal work development, training and promotions are based on objective criteria that are related to the requirements of the job and such requirements or criteria would be applied equally at all the stages of the life cycle of employment of an individual with the company.

Disability

In the eventuality of someone being a disabled or is disabled during the course of employment, the individual should inform the company as soon as possible to enable the company to support the individual and give considerations about making reasonable adjustments (Mahadevan, 2015).

Bullying and harassment

The policy is intended to eliminate bullying and harassment from the corporate culture o of the company. Respect and dignity should be accorded to everyone as one would expect to be accorded to himself/herself. the Companies' disciplinary procedures would form the basis of dealing with any allegations of bullying and harassment. These could be considered to be acts of gross misconduct and can even result in dismissal or termination of employment or contract or engagement with the company.

Human rights

All the business activities of the company are conducted keeping in mind the upholding of human rights of everyone. Hence, the company, as well as the employees and other stakeholders, should strive to treat each other and everyone else in a fair, legal manner with respect and dignity. The company strives to uphold the regulations and principles of the United Nations Universal Declaration of Human Rights and the core principles of the International Labour Organisation Convention with relation to freedom of association, non-discrimination, collective bargaining, prohibition of forced and child labor, etc.

Fixed-term employees and agency workers & Part-time Work

To ensure that employees engaged under fixed-term contracts, agency workers and part-time employees are offered appropriate access to their benefits, promotions and training the company regularly evaluates the conditions of service and under the Flexible Working Policy.

Monitoring

Starting at the recruitment stage and throughout the tenure of employment of an employee, the company would carry out regular monitoring of policy and its implementation standards as a part of the commitment towards equality and diversity. The company would create regular reports particularly on the gender composition of the workforce, the age, race and ethnic origin, sexual orientation, religion and belief, aboriginal status and disability. This would be prepared on the basis of information supplied by job applicants and employees for the purpose of monitoring and protected according to the Data Protection Acts (Peterson, 2015).

How to make a complaint

In the case of someone having allegations of violation of this policy, he or she should approach the concerned manager and ask for such treatment to cease. In approaches to the director or managing director or a member of the HR can also me made so seek guidance for resolution of the issue as soon as possible. The grievance redress procedure of the company can be used by employees or other stakeholders to request a formal hearing according to procedures laid out in the employee handbook. Strict confidentiality would be maintained for dealing with complaints and grievances related to equality and diversity (Peterson, 2015).

Equality and the law

The diversity and equality policy is based o the following laws and regulation, some of which have been mentioned already. These include but are not restricted to:

Workplace Gender Equality Act 2012

Workplace Gender Equality (Matter in relation to Gender Equality Indicators) Instrument 2013 (No. 1)

Workplace Gender Equality (Minimum Standards) Instrument 2014

Racial Discrimination Act 1975 (Cth), the Disability Discrimination Act 1992 (Cth), the Sex Discrimination Act 1984(Cth), the Age Discrimination Act 2004 (Cth)

Government Sector Employment Act 2013

Australian Human Rights Commission Act 1986, Age Discrimination Act 2004, Disability Discrimination Act 1992, Racial Discrimination Act 1975, Sex Discrimination Act 1984 and Fair Work Act and National Employment Standards (NES) State- based anti-discrimination and OH&S laws ("Equity & Diversity - Public Service Commission," 2016).

Implementation Strategy

To successfully implement the diversity and equality policy of the company, one needs to analyze the current employee population and prepare a detailed employee report so that the various ratio pertaining to women employees, disabled employees, aborigine employees, minorities etc. can be found out. A diversity and equality committee needs to be formed that would deal with all aspects of the efficient implementation of the policy. Such a committee should be formed with representatives from as diverse… [END OF PREVIEW]

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