How to Measure Diversity in the Workplace by Melody Dawn A diverse workplace is essential for the success of an organization. Accepting diversity means we value the differences in people regardless of their nationality, age, class or other personal traits. With businesses expanding globally and regionally, it's important to maintain a level of diversity within the workplace. The more diverse your workforce is, the better a company will understand the growing needs of the community, and the better your chances of expanding the talent within your company.
Race Relations Act All of these laws are in place to ensure that recruitment of staff is always taken from the widest possible pools of potentials, and furthermore that once at work, all staff no matter what their background are given equal treatment and equal opportunity.
Equality and Diversity So what are these terms?? Well, in the UK,?? Diversity, therefore, is about more than equality. Having a diverse workforce means that the organisation can offer a wide range of ideas, skills, resources and energies to the business to give it a competitive edge.
There is a much wider pool of talent available to the organisations which embrace diversity, and they will reap the benefits of a broader market, improved productivity and a raised profile within the community.
Some of the key benefits of?? Knowledge of different areas of the community can be utilised A better understanding of market segments and consumer behaviour can be attained You can become an employer of choice You will retain a wider talent pool when recruiting You will have a more??
Some of these benefits include: Staff will have a better appreciation, understanding and respect for difference: But what does it really mean to ensure that all employees are treated equally and have the same access to promotion and progression within an organisation?
Most commonly, the term?? In simple terms, equal opportunity is about addressing the?? All people are treated as individuals without judgements being made of them based on stereotypes. Offering fair, courteous and equal opportunities to all individuals. Fully embracing the principle that people will be treated with fairness.
That a working environment is created and fostered where people of all backgrounds and experience feel valued and appreciated. Workplace Policies Many organisations have their own equal opportunities policy.
In it should be described the steps the organisation will take to abide by equality legislation such as those listed above and promote equality in the workplace.
These policies are designed to prevent certain employment situations, such as: Male employees being paid more than female colleagues for doing the same job. A person with a physical disability not being able to get a job in an organisation due to, for example, a lack of wheelchair access.
New roles not being advertised internally. Employers allowing extra holidays for staff from one particular religion, but not from others. Employees being overlooked for promotion because of their gender, sexuality or disability. Recruitment Organisations must follow certain procedures for recruitment in order that all applications are treated appropriately and fairly, and that nobody is rejected because of their race, gender, sexuality or any other discriminatory reason.
These procedures should include: Setting a job description so all applicants are evaluated against the exact same criteria and nothing else.
Advertising the post in a variety of locations online, in the press, through job centres in order that the role is publicised to as wide an audience as possible. Ensuring that there is an interview panel so that the views of more than one person are taken into consideration when deciding on who attains the position.
Promotion Equal opportunities for promotion should always be made available to all staff, and no employee should be restricted from promotional opportunities because of their colour of skin, religion, gender or any other discriminatory reason.
These discussions can be undertaken on a one-to-one basis, or in front of a panel if the employee so wishes, such as at appraisals and personal reviews. Pay When it comes to pay, under the laws of equality, no employee should be paid any more or any less than any one of their colleagues who are performing the same role due to their age, gender, religion, sexuality or any other discriminatory reason.
However, it should here be noted that under some circumstances there becomes a legitimate reason for differences in pay between employees who are undertaking the same job role. For example if somebody has been with the company for a longer period of time, or has more experience or qualifications.
It is vital, however, that the employer be able to justify that the reasons for the differences in pay are legitimate, and not based on any form of bias towards one employee over another.
A good diversity programme has many beneficial effects on staff and organisations alike. Indeed, when it comes to equality and diversity, a good rubric means that the whole working environment is much better, productivity is heightened, and success and business naturally increase.
Employees can rest assured that they will not be discriminated against in the workplace, and that they have equal opportunities for promotion and progression, and that they are only being assessed on their performance and measurable merits.
They will feel empowered because they know that they are only being employed for their aptitude, just as is everyone else around them.
What is more, the employee can be confident that they will be given the right tools to do their job properly, which can be anything from proper disabled access, flexible working hours, and even good communication from all members of staff.
When there are no barriers to job progression, the workforce feels more positive about their jobs and will be more committed to working hard for the company that is working hard for them.
These sorts of diversity and equality initiatives create a real sense of understanding and respect right throughout an organisation, which engenders a much better, more pleasant and productive working atmosphere for everyone. Having people from all walks of life can give a huge boost to a business, with different insights, perspectives and experiences all combining to produce an effective, dynamic and creative workforce.Describe how equality and diversity can be monitored within workplace.
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Equality and diversity in the workplace can affect relations between staff, so a well-implemented diversity programme can create a workplace that’s centred on fairness, dignity and respect. Good diversity programmes may include. However, companies can improve the equality and diversity of the workplace by implementing a diversity training program through the Human Resources department.
Diversity programs include training in how to recognize cultural assumptions and personal biases about what qualities a good employee should have, or what style of communication is preferable.
The Equality Act () and subsequent ammendments - identified the protected characteristics of age, disability, sex, race, sexual orientation, gender reassignment, religion or belief, marriage and civil partnership, and pregnancy and maternity. Monitoring equality and diversity - employer responsibilities Employers with more than 10 employees, each working 16 or more hours per week, must register with the Equality Commission and must thereafter monitor the community background composition and sex of their job applicants and employees.
Acas, the employment relations service, has launched a new equality and diversity guide addressing the vital role monitoring plays in equality and diversity in the workplace.
The new publication helps employers review, implement and monitor their equality policy.