Fbp Diversity Policy

• (Diversity in the Workplace Policy) and the institution of this policy will aid with issues such as addressing cultural differences, adapting to change,

More often than not, if John Q. Public is asked the purpose or goals of our American correctional system the reply is incapacitation, retribution, deterrence, and rehabilitation. However, what we are really asking for our corrections system to do is to secure and supervise the individuals cast out of society through the judicial process regardless of their individual needs and abilities. The purpose of this particular study is focused on the management of special needs inmates and the burdens incurred at various levels. For this study, special needs populations are defined as prisoners who exhibit unique physical, mental, social, and programmatic needs that distinguish them from other prisoners and to whom jail and prison management and staff have to respond in nontraditional and innovative ways (Schmalleger & Smykla 2013). The special needs populations included individuals suffering from mental illness, drug and alcohol abuse and dependency, the elderly, sufferers of chronic and communicable diseases, and physical disabilities.

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

All Public services organizations are bound to follow a range of policies and procedures, to ensure that they have a diverse workforce, such as:

1. 1 Legal and organizational requirements on equality, diversity, discrimination, rights , confidentiality and sharing of information in relation to managing and developing yourself and your workforce

All staff are expected to make themselves aware of the Policy and adhere to it at all times to ensure that each and every aspect of the firm complies with Equality and Diversity to the highest possible standard.

Business environments today display diversity, a numerical composition that reflects different kinds of people, such as men and women of different ethnic origins, educational experiences, and professional backgrounds (Beamish, Morrison, Inkpen, & Rosenzweig, 2003). A vast amount of organizations are emulating a diverse workforce. Fair treatment of employees is the responsibility of the human resource management team within a firm. Footsteps of past generations are the facilitating mechanism allowing today’s generation to participate in a safe and fair workplace. Specific rules and regulations assist in equal employment opportunities for every employee. The Equal Employment

The scope of the programme is to address recruitment, training, policy, awareness and behaviour. Develop a recruitment strategy that promotes workplace diversity. Provide training to all employees about unfair employment practices and laws that prohibit discrimination in the workplace. Develop a written organization policy that addresses discrimination in the workplace. In addition to training all employees on diversity at the workplace, include continuous awareness in the workplace that relates to all types of discrimination in the workplace. Overall the importance for the programme to be a success, the leaders of the organization have to demonstrate behaviours that eliminate discrimination in the workplace.

Diversity has been a hot-button topic for many of today’s companies. Diversity programming and initiatives are regularly implemented by organizations of all types and sizes. As it relates to an organization’s human resources operation, diversity will continue to be an ever-changing term as the work towards equitable treatment for all continues.

One of the objectives that the team discussed was diversity in the workplace. Major corporations have encountered issues concerning diversity in the work place. Our team can directly relate to this subject in the workplace since all of us are diverse minorities in our individual work place. It was discussed in the group that diversity in the workplace is the manager’s responsibility to insure that the workplace is a diverse environment. Managers in most companies are required to hire a diverse staff. Managers have the ability to use race, religion, and tenure as qualities to inspire success and

Legislation has reduced discrimination and open doors for minorities by putting in place EEO and AA these are programs both designed to promote social equity through different methods. Treating all individual in the employers communicate their commitments to EEO to prospective application in the form of an EEO policy statement. Legislation has put in place and policy that is referred to proactive efforts on the part of an employer to address the effects to past discrimination when the EEO efforts alone will not suffice. The most rent development in the challenge to achieve social equity is Diversity Management it's more distinct from AA and EEO in that its primary goals is to ensure that individual will work in harmoniously no matter what their

pharmacy, dental, behavioral health, group life and disability plans, and medicalmanagement capabilities and health care management services for Medicaid plans.

Hence this entails the use of methods such as surveys, organization data, employee interviews and so forth to collect information on the makeup of the employees of the organization based on their diverse qualities including race, sexual preferences, religion, ethnic background, and age. The diversity audit can positively affect the shape of an organization by providing information on whether the current make up of the organization correlate with the federal guideline. One can use this information obtained from the audit to ensure that their business is up to par with what is required in order to allow for the continuation of normal business operations. A business that is not completely following guidelines can update and alter organization’s strategy regarding increasing employment of persons from varying backgrounds.

The discrimination-and-fairness paradigm is considered the “dominant way” of understanding diversity by most organizations. It attempts to remove discrimination and create employment equality by seeking to increase diversity among employees. Progress is measured by how well the company is able to meet its diversity number goals but avoids looking deeper at the reality behind the numbers. (Thomas & Ely p. 81)

There are lots of actions and policies that Johnson & Johnson have made to prove Equal Opportunity, such as Equal Employment Opportunity Policy (includes the Harassment Policy); Common Ground (for resolving employment disagreements); Credo Hotline; Diversity & Inclusion Vision Statement and Policy; Human Rights Position Statement; Global Labour and Employment Guidelines; Policy on Employment of Young Persons and the Guideline for Resolving Employment disagreements. Besides, several trainings have been provided to help employees know more about diversity and inclusion strategies.