Equality & Diversity Level 2 - As3 Essay

I generally believe in treating all people as I would like to be treated, with respect and courtesy; as a carer I regularly deal with two different groups of people – service users and colleagues. A consistent part of my job is to meet the needs of service users who would fall under the disabilities characteristic in the Equality Act 2010.

This is the equality and diversity policy of Northbrook. This is what every organisational policies should be.

All organisations have to follow equality and diversity laws and make sure all their employees know the law and follow it. They are also responsible for investigating any claims that may be made by employees/employers. They will need to ensure that all policies and procedures were correctly followed. If as a result of an investigation it is found that there has been a breach of these laws they will need to follow all correct procAll organisations have to follow equality and diversity laws and make sure all their employees know the law and follow it. They are also responsible for investigating any claims that may be made by employees/employers. They will need to ensure that all policies and procedures were correctly followed. If as a result

A.C. 1.3 - Identify organisational and personal responsibilities and liabilities under equality legislation and/or codes of practice

We expect all of our employees to do the same. Our global code of conduct is the

Equal employment opportunities: all the current and potential staffs, as long as they are competent for the job and skill requirements, they should be treated and promoted equally no matter of their religions, ethics, cultural, gender and disabilities,

Most of human society do a stellar job in promoting equality and combating those instincts but there are those that violate the Acts and Laws in the current business environment that clearly practice discrimination such as harassment in the work place. The promotion of diversity and fair hiring practices may sometimes conflict. If the top three qualified hiring applicants happen to all be Caucasian males in a business that is dominated by a majority Caucasian males, then through Affirmative Action the business will be encouraged to hire one of the applicants that is diversely different in race and sex. This conflicts with some of the EEO policies of hiring the most qualified personnel regardless of race and sex (SHRM, 2016). One act that helps hire a specific demographic is the Bona Fide Occupational, BFOQ, that enables employers to hire a certain demographic due to the business services and accommodations. EEO and Affirmative action assist in helping neutralize discrimination and promote diversity but it is not enough. The human element must be able to not only follow the policies and laws but believe in

The table below highlights the observations and evaluation that I have conducted for the implementation of the University’s launch of the Equality & Diversity Framework. The observation includes suggested actions and a timeframe on areas where I could influence or have responsibility and authority to change.

5. Encourage cooperation and equality in the workplace by creating diverse work groups and departments throughout the company.

Furthermore, besides providing competitive wages and benefits to all employees, anti-discrimination policies based on religion, ethnicity, gender, sexual orientation or disability should be part of corporate Governance, along with a detailed code of conduct and ethics. These actions will help promote a corporate culture which embraces diversity and tolerance, integrity, flexibility, and respect which will create a more favorable business environment for all company stakeholders.

To ensure all staff follows the codes and procedures in their code of ethic and business conduct, they should regularly implement the rules. I believe all levels of staff should set standards and obligations that need to be fulfilled by the company. Higher levels of staff should set the examples for all staff members, that way they can lead by example. They should offer perks, bonuses, certificates, or higher positions for staff that follow procedures and guidelines. I believe that will help staff to be more motivated to follow and abide by proper procedures and protocol.

The lack of political will, the weakness of Personnel and Human Resource Managers in implementing these policies and the absence of support from Senior Management are some of the issues that constitute an obstacle to its application (Kirton and Greene, 2016). Furthermore, it is essential to take into account that impartial procedures do not necessarily lead to impartial outcomes (Jewson and Mason, 1986); many procedures are difficult to be checked and easy to elude them, especially when managers have a substantial discretion over equality initiatives. Moreover, this kind of approach only advantage a marginal number of workforce among minority group, that is those individuals that can most easily meet the dominant norm (Kirton and Greene, 2016). It is a system that is focused more on changing numbers instead of promoting a radical change in the organisational culture (Cockburn, 1989; Rees,

Every employee is expected to have integrity, good behavior and strictly adhere the code of conducts.

Employees take advantage of equality and diversity policies by means of training programmes, equal wages, and workplace quality.

The best starting point for any organisation is to develop a good equality and diversity policy, backed up by a concrete plan of action.