Diversity Policies

There are many Legislations, Codes of practice (Some of which are listed below) and also my workplace policies which regulate equality diversity and inclusion within my area of responsibility.The equality and diversity act is the most significant piece of legislation to be introduced for a long time. And has recently be modified it states that all people male or female people from different races, disabled people, people of different ages, gay lesbian, straight and bisexual people or transsexual people. People from different religions or different beliefs, pregnant women,

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

The analysis of policy in regards to impacts on students, families and community, leads to a discussion of problems within our society and their influence on the very policies created to respond to these circumstances. Within the educational sphere, all polices contribute to the lives and educational experiences of every student and as a result, their families and the community. This case study looks at the Department of Education and Training [DET] Diversity and Equity policy and outlines a school-based scenario that analyses diversity and equity within the classroom. The case study analyses the policy and scenario to formulate discussion about how students, families and communities can be impacted by diversity and equity and

Christopher, I agree with you that Diversity can have so many different categories. It is smart to remember that diversity means different things to different people, and organizations will apply those definitions to their companies respectively. It is crucial to hire and maintain a diverse workforce, so good diverse initiatives will be launched and maintained into the foreseeable future. There is much to learn from leaders in diversity and inclusion, but it is important to remember that every company’s diversity initiatives will look different. You should tailor your initiatives to address your specific industry and your company’s areas of weakness.

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.

Diversity comes in all forms. In today’s workplace technology is rapidly growing and experiencing rapid changing the ways of living. Businesses are working on an international level dealing with different race, religion, ethnics, age and gender. It is important the company owners to understand the true meaning of diversity when managing an increasingly growing diverse group of people. Simple misunderstandings can arise from basic cultural differences, communication style, or work attitudes. These misunderstandings can create challenges. Gender communication issues can range from communication styles and perception, opportunities and can even cause sexual harassment. Racism is the belief that these inherited characteristics can affect the

The first factor that is increasing the diversity in the U.S workplace is welcoming social diversity meaning to recruit talented workers of both sexes, racial and culture backgrounds. The potential of employees requires meeting the needs of women and other minorities, which may not be the same as white men’s. The second factor is that the businesses must develop a way to deal with the tensions that are in the work place from social differences, which means they will have to work harder to make sure that everyone is treated equally and respectfully by having no tolerance for sexual or racial harassment. The third and last factor is that these

Hansen offers beneficial information on diversity and the impact on business and communication. Hansen mentions in his text of how many organizations believe that

The need for a diversity program at the workplace cannot be overemphasized. The reasons for such a program are appreciated

International research suggests that diversity in the workplace is crucial to modern society. This report examines the issue of lacking workplace diversity in the field of engineering. In particular, it will discuss how participation rates among women and indigenous Australians should be improved, and how the rates compare to other industries. Furthermore, the report studies the topic of opportunity and how predetermined factors have influenced the range of diversity in this field and how incorporating diversity may influence business performance.

This research paper addresses the importance of diversity training in the workplace. Having realized how pertinent workplace discrimination is globally, this paper will give a broad look into the various ways that diversity is displayed in the workplace. The diversity issues involving gender, sexuality, race, age, culture and religion will be explored,

Although workplace diversity is part and parcel of modern era’s business world, several individuals irrespective of their designation are still struggling with prejudice and discrimination People that are discriminated against when it comes to competing for a job or higher position are not uncommon. Organizations are still being sued for civil rights violations. Many organizations have tried to adapt their polices and practices to the more female, less white, more open about religion, and sexual orientation, and multi-generational workforce, the transition is not easy and corporate leadership is often lackin. Research has shown that minorities often tend to feel awkward, inadequate and powerless. On

In this report, the group has been entrusted with the task of researching issues of workplace diversity in an engineering profession, (mainly from a women’s perspective), i.e., limitations in which women experience through a daily basis. In doing so, this report will reach to the company executive: “EGB100 Ltd”, outlining the findings and recommendations about what benefits, there may be initially for the company in implementing a workplace diversity policy, and thus, what practical steps might be undertaken to foster a diverse and discrimination-free workplace.

Inequality at work can come in different forms, “inequalities in the workplace typically refer to institutional barriers placed in the way of professional success” (Inequalities of Work, 2014). Most managers should be well aware that discrimination in the work place is something that must be prevented. Failure to control discrimination can result in making the atmosphere in the organisation to be very unwelcoming. This could result to costly lawsuits, increased employee turnover, low employee drive and efficiency amongst many other things. Hence, it is essential that companies are proactive and avoid discrimination from happening in the first instance and promote

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)