Performance Management and Diversity

The Equality act 2010 provides a further effective legal framework for preventing discrimination. The act has brought together consistency in making the work place a fair environment. There are a lot of crucial

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

Inclusive workplaces that understand the needs of their employees and make staff feel valued and respected also have greater success in retaining staff. Having a range of policies and facilities in place to ensure that all employees are able to balance work with other aspects of their lives has a positive impact on job satisfaction, productivity and commitment. In contrast, in organisations where stereotypes persist and some groups of employees face barriers to success, these employees experience negative consequences on performance, health and wellbeing.

Inclusiveness consists of 4 commitments: Inclusive programming, inclusive work force, inclusive culture, work environment and processes and inclusive access to services. A breakdown of this can be seen in appendix....

A Memo to managers outlining policy standards and legislation on diversity management to ensure that they are able to answer employee questions and understand the importance/benefits of an approachable employer.

After evaluating our workplace in terms of equality and inclusion, the next stage would be to decide upon the action we will take to address gaps and shortfalls in systems and processes and produce a report. We would set out the key changes we would like to make as a result of our evaluation. The report would contain detailed recommendations and proposed changes or policy reforms. It would also detail how improvements will be made and a timescale for any proposed changes to take place would be agreed. All team members would be aware of their own role and responsibilities regarding the implementations of the plan. We would need to priorities changes to help us decide where to

Transport for London is an esteemed government organization that definitely promotes equality and diversity within the work environment. Every one from Customer Service Representatives to machine Operators who are on the front lines must show a promise to uphold a sense of diversity in the workplace. It is mostly the employees that work with the public the most, like Cashiers and Operators that must reflect the organizations promise to uphold diversity, as they are the ones seen on a daily basis. One of the team members most responsible for promoting equality and diversity within the work place is Stephen Golden, the Head of Equality & Inclusion (Transport for London 2012). He is responsible for adapting and creating policy measures the organization can implement in order to better promote equality and diversity within the work environment. He ensures that there is a multicultural work environment, but also that the agency's own operational practices

Managing diversity’ refers to a range of management and leadership practices that aim to value diversity in the workforce and help an organisation be more successful. This book provides an introduction to the theory and practice of managing diversity (and Equal Employment Opportunities or EEO). The book covers topics such as: the role of historical struggles in the development of managing diversity practice today, demographic and social change; theoretical debates; discussion of each of the main groups that managing diversity programs often focus on like gender, ethnicity and religion, people with disabilities, and mature workers; and practical tools for implementing valuing diversity initiatives. The book has been written by a very experienced

Why organizations should pay attention to equality and diversity, it is also required by legislation. The new Equality Act’s effective date is 1 October of 2010, this act is aim to protect individual’s rights and provide same opportunities to each one (The University of Edinburgh, 2015). Owing to the discrimination is become serious, so it involved in this act to protect individuals who treated unfairly. There are nine kinds of legislation list as follow: (The University of Edinburgh,

In the United States diversity in the workplace has become a priority for human resources managers, (Diversity in the Workplace, n.d.), however, this was not always the case. To ensure diversity and equality, the federal government has enacted laws that provide equal protection to people based upon race, age, disabilities, as well as sexual orientation and identification.

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,

“Employees resist diversity for a number of reasons; if the organization’s definition of diversity is not broad enough and inclusive, some employees may feel excluded or left out of the change process. Furthermore, employees who are not often made to feel included in the process, such as white men, may feel blamed for inequities in their organization and react with defensiveness. On the other hand, employees specifically included in diversity efforts - such as women or people of color- may express resistance because they do not want to be singled out or perceived as having succeeded purely as a result of the change

Intent vs. Perception. Antoinette Mayer worked for DigiSys, a multimillion dollar technology company where many of the company’s senior managers were retired military officers. Jay Strong, her boss, became very friendly in an awkward way with Mayer one day where his conversation moved from business topics to more personal conversation. As time progressed, he got “warmer” towards Mayer; seemed to encounter her more in the company cafeteria and requested more of her time under the pretense of gathering updates. After many encounters like this, she decided to do something about it so she went to the Human Resources vice president for assistance. He told her that he didn’t think she had much of a case. The company was full of military

Working with people from very different backgrounds can be very difficult and challenging, especially when one is the manager of a diverse organization and staff “Managing diversity aims at providing employees with backgrounds, needs, and skill sets that may vary widely with the opportunity to engage with the company and their co-workers in a manner that produces an optimal work environment and the best

Promoters of affirmative action maintain that these measures can assist to equalize the starting conditions and even out the playing field between those that are affiliated with minority groups and those not. This is contradicted by the fact that, if diversity management aspires to create a situation, wherein every individual feels valued and has the opportunity to improve himself. Then, all actions must be directed to creating equal opportunities for every individual, not only for members of relative individual groups.