Unit 16 P2

To resolve the disparate impact and to alleviate any discrimination all hiring managers must complete training in Equal Opportunity and diversity, this will emulate the best staffing practices by eliminating general barriers and bias, and reduce chances of unintentionally or intentionally discrimination in staffing. A recommendation to establish

2.1 Identify the main principles of discrimination law in recruitment and selection and in employment.

1.3 Analyse the impact of legislation and policy initiatives on the promotion of equality, diversity and inclusion in own area of responsibility

6. Briefly explain the benefits of making sure equality and diversity procedures are followed in a business environment. Your answer should include one benefit for the employer, one benefit for the employee and one benefit for the overall organisation.

The policies that incorporate and promote diversity within the DOC and FBP are listed within the Personnel and Staff Management Policies. These are incorporated in individual policies that include and are not limited to: (1) Affirmative Action; (2) Anti-Discrimination; (3) Discrimination and Retaliation Complaints; (4) Employee Development; (5) Human Resources Management; (6) Employee Conduct; (7) Physical and Medical Standards; (8) Upward Mobility; and (9) Workplace Violence Prevention. Each of these standards ensures diversity is promoted throughout the organization. Also, specific requirement dictated by each document ensure inclusive equal opportunity and treatment for all and by all employed (Affirmative Action and Diversity Management

P2 which is full annealing of the material after the operation P1, an operation P3 which is mechanical processing the material after operation P2, and an operation P4 which is soft annealing the material after operation P3.

opyright- Copyright gives the creators of some types of media rights to control how they're used and distributed. Music, books, video and software can all be covered by copyright law. They also affect other things such as names and logos, if a company was to be making a product and selling it as PG tips then Unilever will be entitled to take the makers of the fake PG TIPS to court as they are the owners of the name and they sell and produce the product. Shareholders will care about this as if they were to be selling the product cheaper than they were then people will buy it after being misleading, this could harm the business as they think that PG TIPS has gone down in quality and they would also therefore lose sales. They would therefore potentially

6. Describe the procedures followed by your chosen organisation in relation to equality and diversity. Your answer should include details of any monitoring that takes place and documentation used to support this monitoring.

Tesco is an international or global business. Tesco is very successful as it is a global business. Tesco sells food as their main product but they have recently invested their money and started selling clothes as well as electronics. Tesco will use the different types of capital to help them with methods which affect them in either being successful or unsuccessful. Tesco would rely on Human, Social, Financial and Physical capital as it helps to ensure their business runs efficiently on a day to day basis. As a result, these capitals will benefit Tesco’s in many ways because it will help Tesco to improve their performance and satisfy their customers wants and needs.

If I was a manger of an agency I would take a few steps to combat discrimination. Equal employment is defined as a means to prevent discrimination in the workplce based on race, color, religion, gender, national origin, age, physical and mental ablilites. The steps I would take is to make sure everyone is considered based on the qualification, be mindful of the interview questions and make sure policies are followed. A diverse workplace is important because it matches the value of human service agencies. To develp a diverse workplace I would offer training, cross functional collaboration and mointer underrepresented employees.

This can be measured through employment satisfaction surveys and analysis of human capital in regards to gender and race. Once this analysis is conducted and completed by human resources it will be easier to assess and implement strategies and goals to address these barriers. The second goal should be to ensure that the current workforce is a reflection of the community in which the organization serves. This can be measured by ensuring that the organization has a solid affirmative action and equal employment opportunity plan in place then by assessing the data collected through hiring to the relevant data from the surrounding demographic of the area to ensure that the organization compares favorably. The third goal should be to attract, develop and retain a diverse workforce in an inclusive manner that values and respects differences. This can be measure over time by analyzing the retention rates of each demographic group in your organization. Employment satisfaction surveys will also measure the effectiveness of this goal on employee happiness and whether they feel that their differences are appreciated in the organization. The last goal should be to increase the diversity of the top management team and senior level management of the organization. The can be measured effectively by evaluating the senior positions to ensure that there is an equal representation of women and minorities in top level positions of the organization. This particular goal is extremely important in ensuring that the organization values and continues diversity and inclusion

The business case for diversity is often expressed in terms of managing diversity (Urwin et al. 2013). It is defined as managing the diversity in the workforce to reduce or eradicate the discrimination amongst the employees in the workplace. From the business case perspective, the main focus will usually be on equality practices, or diverse workforce that will possibly benefit the organisation. Thus, from the business case perspective, organisations will recruit and select

There is no general rule prohibiting discrimination. In fact, the key task for those undertaking the recruitment and selection process is to discriminate between one applicant and another. Provided the criteria used are objective and appropriate, considering such aspects as the applicant’s qualifications and experience, there should be no issue for dispute.

The article was written in 2013 by Barak, who is a knowledgeable and experienced professor, with an experience in social work and business. The book provides information on how to ensure there is inclusiveness in the workplace. The author reveals that management has to ensure it successfully handles diversity in the workforce. The author argues that in the current workforce, which is diverse, the challenge is exclusion. The book compiles extensive current information on social policy trends, legislative and demographic, as well as the analysis of causes and effects of workforce exclusion, and reveals that learning about how to manage the issue of diversity is critical. Therefore, based on the extensive information offered touching on diversity in the workplace, I will be utilizing the book to draw on the ways the managers of an organization ought to handle the issue of diversity for success of the company.

We have to protect all employers and employees from any kind of discrimination or harassment in order to create a suitable working environment for all. But this is not enough, just as we have to fight discrimination, we also have to treat and cure it. Workers have to be aware of the negative effects of discrimination in the work environment, as it affects the performance of the company. There should be a program to reduce the incidence of discrimination. For example, companies should develop an employment strategy to promote workplace diversity among employees who represent different cultures, religions, colors, and race. Also, employers must provide mandatory training programs to their employees to ensure that they understand that unfair employment practices are unacceptable and unlawful actions. Nevertheless, leaders are role models to their subordinates, so they have to show behavior that indicates disapproval of discriminatory treatment. Discrimination can be in any parts of employment relationships. For instance, at sourcing level it is easy to eliminate certain applicants based on ethnicity or race because in the application this information is