Francois Roy's Diversity Plan for PBQ Francois had been director of the People's Bank for Quebec (PBQ) for little more than a year when she undertook an ambitious project which entailed increasing the diversity in the workplace and eliminating existent prejudice. The Human Rights Committee had approved of her intentions and Francois now has to draft a workforce diversity action plan. The plan that she drafted follows five stages each of which has its strengths and weaknesses. The essay will explore each of these in turn. Francois' Plan Stage 1 Set Rules and Practices which promote Diversity This first phase involved designing and implementing a global equity policy as well as designing and implementing an anti-harassment policy which protects members of diversity groups. Francois also intended to design and implement a staffing policy and train managers on the requirement of the Employment Equity Act. This is one of the most important characteristics since minorities are particularly sensitive to discrimination and harassment (Cox, 1994). A workplace that practices and demonstrates equal rights treatment will gain a reputation for being fair and honest and will have greater chance of attracting a diverse workforce than one that is not. Finally, Francois intended to implement a reward program that would provide incentives to managers to adopt the system. Firstly, Francois is correct in aiming for greater diversity. Drawing on consistent research,(Shen et al., 2009),
• (Diversity in the Workplace Policy) and the institution of this policy will aid with issues such as addressing cultural differences, adapting to change,
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
1.1 Explain the models of practice that underpin equality, diversity and inclusion in own area of responsibility
1.1 Explain models of practice that underpin equality, diversity and inclusion in own area of responsibility.
Equal opportunities - These policies are set out to say how employees should be treated in
1. Explain how legislation and codes of practice relating to equality, diversity and discrimination apply to own work role
Making sure equality and diversity procedures are followed in a business environment will impacts on overall success of organisation. By recognising the strengths of differences between individuals company can get a great advantage in terms of employee motivation and clients satisfaction.
The foremost step of BC Hydro was all about developing a strategy to advance the workplace diversity and inclusiveness based on leading research. Some fundamental elements of BC Hydro’s diversity and inclusiveness strategy that are viewed to be essential for success include:
Discrimination can appear at the time of recruitment, or at work, with regard to working conditions such as work hour, leave, pay, training; and dismissal, termination, retirement or discrimination to customers. It is also important to not only to have clear guiding policy that indicates the commitment of the organization to provide equal employment opportunity for anyone who applied for a job but also endeavors to implement it. Adamson attempting to threaten to fire anyone who discriminated is a strategy on itself to implement his policy.
Equal Employment Opportunity policies prohibit discrimination based on race, color, religion, age, sex, marital or family status, national origin, sexual orientation, disability, veteran status or genetic information. Companies aim to maintain an environment that is free of harassment, intimidation and exploitation. A company should be prepared to take action to prevent and correct such behavior. Individuals who engage in such behavior will be appropriately disciplined. It is important that you feel free to bring complaints concerning harassment to the attention of the Human Resources Management. Affirmative action is to ensure equal employment opportunity by requiring contractors to implement affirmative action plans to assure equal employment opportunity for underutilized minorities and women, people with disabilities, veterans, and disabled veterans. As supervisors, managers, and administrators, are responsible for helping the company fulfill its equal opportunity responsibilities. The Human Resources Department is committed to providing effective, efficient and responsive services by hiring the best qualified candidates in a timely manner, providing staff with a competitive salary and benefits package, providing training opportunities which will help develop employees to their fullest potential and providing guidance and counseling to management and staff.
In 1986, the Canadian Government created Employment Equity Act, which requires federal employers with hundred and more employees, specifically in the banking, transportation and communication industries, to report to the government annually on whether and to what extend have they promoted and attained the employment Equity’s goals for designate groups under the act, namely white women, aboriginal people, visible minority and disable person (Barker 2008). The Treasury Board of Canada, in the same year, released a policy framework for public service departments and agencies to identify/remove systemic barriers in their departments to increase the participation of designated groups; adopt special measure to address imbalances in the Canadian workforce; and, to meet the numerical objective of Employment Equity Policy to increase the representation and dissemination of the four mentioned groups (Barker 2008).
Workforce diversity and its management, due to complexity, has several disadvantages. First and most obvious is the increase in training expenditures. The trainings such as lectures and seminars "are given to all levels of staff within the organization" are associated with high costs. (Aghazadeh, 2004) Secondly, there is a threat of reverse discrimination. (Brunner, 2003) Reverse discrimination takes place when the cultural majority (e.g.
American society is slowly, but surely, moving towards equality in the workplace. In the past decade laws have been passed that prohibit discrimination in hiring, retaining and promoting employees based on race, gender, disability and religious beliefs. Although not all groups have been included yet, the movement towards a more just workplace is evident. Nowadays, almost every single employer will have the sign "Equal Opportunity Employer" under the name of the company, especially when recruiting. However, even though companies have adopted these standards as a part of their corporate culture, not all people are able to fully appreciate and accept diversity in the workplace. Although there are many
Through this policy, the company will provide training courses and develop tools that will facilitate the understanding of all their employees of diversity and its importance in the success of the company. The company should also adopt a racial harassment policy to make sure that everyone, especially the employees with different race, will be treated with utmost respect and fairness. The company’s code of conduct should also be strict in treating everyone with fairness especially when it comes to evaluation of job performance to give everyone a chance to advance in their own
Equal employment opportunity is vital and considered important to be practiced in organization. If employees in their jobs perceived that they have the same opportunity they in turn will have lower intention to leave the organization (Konovsky, 1989).