Employee Roles And Responsibilities – Workplace Diversity Policy And Procedures

Gender

Identify and detail your own prejudices

Description of how did you acquire these prejudices?

Actions you can take to avoid these prejudices

Gender

Gender is regarded as possibly long running and universal prejudice that is based on sex and gender of person (Abrams et al. 2017).

Sexism has placed women in less advantageous position compared to men.

Acquisition of such prejudice is done by positive and negative sex role stereotypes held by boys and girls for opposite sex and for themselves.

Boys would have prejudiced attitude towards girls if boys compared to girls hold negative female sex role stereotyp

· Fighting biases- Steps should be taken for guarding against impermissible assumptions about women.

· Practicing social inclusion in business

· Raising awareness- Public Consciousness should be increased mainly in developing countries.

· Taking appropriate efforts to effectively confront and spot stereotypes and gender discriminations.

· Diversity training should be provided to supervisors, employees and managers at workplace that will help in exploring diversity among employees.

Nationality

Nationality is the country of origin of an individual and it is known as nativism. Nativism is regarded as common form of discrimination exercised against country immigrants. At times, this particular prejudice might be encouraging and would be enforced by public entities and government.

Discrimination based on nationality is widespread in many countries. Organizations are involved in practicing open discrimination based on nationality. Dubai is a country where foreigners make 99% of total population decides salary ranking based on nationality of individual.

· Development of procedures for dealing with racist acts involved in national discrimination.

· Providing incentives to people for taking efforts to promote cross cultural understanding among people of different countries (Coghlan and Brannick 2014).

· Changing and identifying exclusive policies and maintaining status quo.

· Efforts should be taken to organize community coalition incorporating representatives from different national cultures and community sectors (Bachar and Hensler 2017).

· Employees at workplace should be encouraged to participate in social activities that are designed in a way that interactions between diverse populations are encourag

Ability, aptitude and disability

It is well known form of prejudice that creates discrimination against people having visible disabilities.

This prejudice leading to discrimination is not only identified from the peers but also from employer, landowners, school and institutions that are hesitant for accommodating disabled (Barak 2016).

· Representing and identifying disabled as legal category for recognition of claims. Rules and regulations for avoiding prejudice relating to ability, aptitude and disability should in such a way that it help in improving personal situation and overcoming difficulties of disabled person.

· Efforts should be taken to enable people to learn skills so that they are not discriminated against highly skilled people. Such measures involve clear communication of matters and facts, establishment of good relationship and encouraging participation.

· In order to make required changes in relation to avoiding of prejudices related to attitude and disability, people should enter into a supportive relationship that would facilitate interpersonal behavior and beliefs. New information gaining and new learning can be tested by other people skills and knowledge.

The workplace diversity policy is designed for promoting, recognizing and supporting diversity within the working environment. A diversity program of year 2014-2016 is developed for addressing removal of bias related to employment. Organizations will be able to foster a fulfilling and diversified workplace and enhancement of communication among employees.

The principle of reasonable adjustment involves modification in working methods and arrangement along with working environment for enabling staffs with disability to effectively and efficiently perform at workplace. Implementation and development of relevant programs, initiatives and plans is guided by workplace diversity policy that helps in promotion and recognition of diversity of workforce across all department work areas. Program of selection, recruitment intends to provide equal opportunity to all people and such providing people with equal opportunity considered integral to such process of organization. Best person for the job principle is applicable to all the applicants and they are required to satisfy competitive recruitment process irrespective of equity status.

Organization should incorporate people management practices for attracting and supporting capable people and enabling them to use and develop knowledge and skills. Such people management practices should be related to tailoring recruitment strategies, ensuring that staffs are from diversified background and encouraging staffs to have access to flexible working conditions (Davis et al.2016).
Employees should be provided with the opportunities for innovation and creativity and it should be ensured that they work in a creative and efficient way. Opportunities should also be provided to staffs from all background to input their ideas into program, policies and services.
Workplace diversity within organization should be promoted by taking all the possible actions to prevent harassment and discrimination at workplace. Efforts should be taken by organization to attract candidates from diversified backgrounds by tailoring recruitment process and strategies.
Increased participation of workforce with disable people should be encouraged. Management of organization should practice inclusive leadership that is regarded as the capabilities comprising of skills, knowledge and behavior that should be possessed by leaders. Employees in the leadership and management role should be encouraged to apply this particular approach of inclusiveness that is a tool for improving performance of organization.
A cultural shift should be created by organization at workplace that would assist employees in shifting their thinking away from traditional platforms and generating practices that leads to addressing of the contemporary workforce needs.
The diversity principles of organization should be well aligned with capabilities for flexible thinking so that they indicate clear relationship between inclusion and development.
Promoting and developing resources and tools for supporting supervisors and managers so that they can appropriately manage a multinational workforce. Training should be facilitated by reviewing multi cultural awareness. Measures should be taken for building staff capability that will help in reducing the bias and discrimination and thereby understanding the advantages of a diversified and inclusive workforce.

Program Title	Workplace diversity policy and procedures
Today’s Session Title	Values, ethics and social inclusion
Total Time	55 minutes
Objective	The objective of session is to make employees aware of diversity policy at workplace and discussing the aspects of relevant legislations.
Assessment Overview	In this particular assessment, values and ethics of organization along with procedures and diversity policy is discussed.
Aids/Resources	Translated documents, training materials, websites, audio-visual materials, human resource consultants and diversity managers are some of the resources.

Sequence	Topics/Content	Methods of delivery	Time
Intro, body, conclusion	What you are going to cover?	How you are going to cover it?	Timeframe
INTRO The session has been conduted for discussing the ethics and values of organization in relation to its diversity policy. Relevant policy and diversity procedures are explained and whether the organization practice diversity in recruitment, selection and induction. Session also involves demonstration of methods used for dealing with harassment allegations. Moreover, the formal and information procedures for dealing with complaints are explained. Aspect of relevant legislations employed by organization for practicing diversity at workplace is explained.	Organization diversity procedure and policy	Using translated documents
Ethics and values of organization	Vocal presentation
Procedures of selection, recruitment and training	Audio visual presentation
Discussing aspects of relevant legislations	Vocal presentation
Procedures for lodging complaints and dealing with harassment allegations	Audio visual presentation
BODY	Organization is committed to workplace that is free from harassment, discrimination, vilification and victimization. Employees should be supported for their changing needs as the work practice and policies are flexible (Kooij and Rousseau 2016).
The selection and recruitment process of organization is designed in such a way that it helps in acquiring suitable skills, experience and knowledge. Individual employees are required to maintain balance between personal and working life and flexible working arrangements is done for employees (dfat.gov.au 2018). In regard to complains by some employees of organization, supervisors and managers are required to deal with such complaints. When selecting and recruiting employees, managers are required to uphold merit principles.
There is active and consistency motivation on part of supervisors and managers for motivating staffs to participate in education activities related to workplace diversification.
All the performance agreements of organization make adherence to principles of workplace diversity and comprise of tangible elements.
The consultation and team building process of organization will require employees to value diversity (Rhode and Packel 2014). Bullying behavior and harassing by any employees of organization should not be ignored.
Employees are required to behave in a way that helps in enhancement of culture that values diversity practice among people (Healy 2018).
Sequence	Topics/Content	Methods of delivery	Time
Intro, body, conclusion	What you are going to cover?	How you are going to cover it?	Timeframe
BODY cont. Organization employees some of the relevant legislations for incorporating diversity practices. Such legislations oblige organization to perform legal obligations in relation to workplace.	Age Discrimination Act 2004 Under this legislation, organization does not create any distinction among employees on basis of age.
Racial Discrimination Act 1975 According to this legislation, organization cannot create distinction among employees based on gender, potential pregnancy and marital status (Hardy and Woodcock 2015).
Fair Work Act 2009 Under this act, discrimination of employees are prohibited based on religion, caste, race, marital status, national extraction, political opinion and social origin.
Work Health and Safety Act 2011 Employees are required to maintain a healthy, secure and safety working environment.
Sex Discrimination Act 1984 Under this act, employees are not discriminated based on gender, pregnancy and marital status.
Human Rights and Equal Opportunity Commission Act 1986 Under this act, organization has developed a mechanism for dealing with the complaints lodged by employees (Ng and Metz 2015).
Disability Discrimination and Other Human Rights Legislation Amendment Act 2009 Organization is not entitled to make any discrimination among employees based on disability ground.
CONCLUSION	From the discussion of all the policies and procedures of organization, it can be inferred that organization complies with all the relevant legislations required for maintaining diversity at workplace. Several policies and programs are incorporated for achieving inclusive and diversified environment.

Student Assessment Criteria	I feel I can demonstrate this
Communication \| Are you able to:
o Communicate clearly with others o Ask for help when needed o Follow instructions o Identify the task requirements including document purpose and proposed audience o Clarify task requirements with supervisor (assessor) as required	?r Yes r No
Safety \| Are you able to:
o Work safely at all times	?r Yes r No
o Ensure your actions do not put the safety of yourself or others at risk	r Yes r No ?
Task requirements \| Are you able to:
Develop a session outline that includes topics, timings, learning resources / aids, etc	?r Yes r No
Deliver housekeeping (safety, breaks, session details, rules, etc)	r Yes r No ?
Synthesize information and ideas	?r Yes r No
Prepare learning aids (OHP, Whiteboard, Projectors, etc)	?r Yes r No
Consider the preferred learning styles of others, and structure the session accordingly	?r Yes r No
Speak with appropriate tone and pitch	?r Yes r No
Use appropriate language to reflect the audience	?r Yes r No
Encourage and deal appropriately with questions	?r Yes r No
Show enthusiasm for the topic	?r Yes r No
Include all participants, adapting presentation methods to suit diverse learners (language, body language, delivery method, etc)	r Yes r No ?
Made direct eye contact to create direct pathway between learners and self (may be culturally inappropriate for some groups)	?r Yes r No
Engage and motivate the learners	?r Yes r No
Ensure every individual has an opportunity for participation and input	r Yes r No ?
Establish trust	?r Yes r No
Use open and approachable body language	?r Yes r No
Maintain group cohesion	r Yes r No ?
Ensure participants comments and actions are non-discriminatory through effective facilitation	?r Yes r No
Discuss diversity in relation to : Recruitment Harassment Complaints Key Legislation	?r Yes r No

References list:

Abrams, D., Houston, D.M., Van de Vyver, J. and Vasiljevic, M., 2015. Equality hypocrisy, inconsistency, and prejudice: The unequal application of the universal human right to equality. Peace and Conflict: Journal of Peace Psychology, 21(1), p.28.

Bachar, G.J. and Hensler, D.R., 2017. Does Alternative Dispute Resolution Facilitate Prejudice and Bias: We Still Don’t Know. SMUL Rev., 70, p.817.

Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage Publications.

Coghlan, D. and Brannick, T., 2014. Doing action research in your own organization. Sage.

Davis, P.J., Frolova, Y. and Callahan, W., 2016. Workplace diversity management in Australia: what do managers think and what are organisations doing?. Equality, Diversity and Inclusion: An International Journal, 35(2), pp.81-98.

Department of Foreign Affairs and Trade. (2018). Workplace diversity. [online] Available at: https://dfat.gov.au/about-us/department/pages/workplace-diversity.aspx [Accessed 27 Feb. 2018].

Hall, B.J., Covarrubias, P.O. and Kirschbaum, K.A., 2017. Among cultures: The challenge of communication. Routledge.

Hardy, I. and Woodcock, S., 2015. Inclusive education policies: Discourses of difference, diversity and deficit. International Journal of Inclusive Education, 19(2), pp.141-164.

Healy, K., 2018. Will she be right, mate? Standards and diversity in Australian social work. Transnational Social Work: Opportunities and Challenges of a Global Profession, p.205.

Kooij, D.T. and Rousseau, D.M. eds., 2016. Aging workers and the employee-employer relationship. Springer.

Ng, E.S. and Metz, I., 2015. Multiculturalism as a strategy for national competitiveness: The case for Canada and Australia. Journal of Business Ethics, 128(2), pp.253-266.

Rhode, D.L. and Packel, A.K., 2014. Diversity on corporate boards: How much difference does difference make. Del. J. Corp. L., 39, p.377.

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