Diversity is differences among people in age, gender, race, ethnicity, religion, sexual orientation, socioeconomic background, capabilities/disabilities and other personal characteristics found in the workplace. Workplace diversity refers to the variety of differences between people in an organization. That sounds simple, but diversity encompasses race, gender, ethnic group, age, personality, cognitive style, tenure, organizational function, education, background and more
Diversity in the workplace can still be sensitive issue , practically if some employees believe that there is a great diversity and equal opportunities but other employees feels there is still discrimination at work (discrimination can take any of these forms direct , indirect , victimization , pressure to discriminate , instruction to discriminate and segregation , looking objectively at the workplace and carrying out an informal audit can help you to begin to determine if diversity is truly supported at workplace, to help determine if my workplace is supportive of diversity we have to put this questionnaire together
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Does the workplace employ a diverse range of people?
Does the workplace allow all employees to celebrate holidays appropriately/
Does the workplace have a diversity and /or equal opportunities policy in place?
Does the workplace make employees aware of equal opportunities policies and provisions?
Does the workplace have procedures in place for reporting discrimination
Managing Diversity in the workplaces
As a first line manger must manage the company's affairs in every respect within the law such as contacts of employment, terms and conditions, equal opportunities, data protection, health and safety the best way to ensure that it manages with the law to develop employment policies by providing them to do and revise their policies from time to time as the law and regulations change.
Communicate employment policies providing them an employment Handbook which issued to the employee when first join, induction training, which should delivered before employees begin work.
Diversity has to managed in order to avoid unfair discrimination and inequality of treatment , equality in treatment and opportunity encourages good relations at work and makes the best use of everyone's abilities
The most successful organizations focus on embedding the principles of diversity in their culture and management systems. These organizations truly value diversity and recognize it in the way they do business.
Diversity is reflected in the public service's approach to people management, including performance management. It is a core element in leadership and leadership development and reinforced through performance feedback and assessment.
Carrying our practices that will ensure there is no unlawful discrimination in the workplace
Making the workplace somewhere where everyone really care about equality and shows this in their attitudes , behavior and daily treatment of one another, as a first line manager must be sure that they do not break the law relating to equality and diversity .
To make sure there is equality of treatment we can use the following checklist :
Identify the factors
Install the procedures
Provide the training and guidance
Carry out regular checks
Maintain the records
Benefits or importance of Workplace Diversity
An organization's success and competitiveness depends upon its ability to embrace diversity and realize the benefits. When organizations actively assess their handling of workplace diversity issues, develop and implement diversity plans, multiple benefits such as:
Organizations employing a diverse workforce can supply a greater variety of solutions to problems in service, sourcing, and allocation of resources. Employees from diverse backgrounds bring individual talents and experiences in suggesting ideas that are flexible in adapting to fluctuating markets and customer demands.
Broader service range
A diverse collection of skills and experiences (e.g. languages, cultural understanding) allows a company to provide service to customers on a global basis.
Variety of viewpoints
A diverse workforce that feels comfortable communicating varying points of view provides a larger pool of ideas and experiences. The organization can draw from that pool to meet business strategy needs and the needs of customers more effectively.
More effective execution
Companies that encourage diversity in the workplace inspire all of their employees to perform to their highest ability. Company-wide strategies can then be executed; resulting in higher productivity, profit, and return on investment.
Competitive management practices
Always on Time
Marked to Standard
Organizations that value and capitalize on employee diversity have productive and fulfilling workplaces which help them attract and retain employees. This leads to savings in recruitment and training costs, as well as maintaining corporate knowledge and expertise.
Improved service to clients
A workplace that reflects the population will understand its clients better, which will lead to improved service. A diverse workplace will have good communication with its clients based on a deep understanding of the needs across the province.
A diverse workforce is a reflection of a changing world and marketplace. Diverse work teams bring high value to organizations. Respecting individual differences will benefit the workplace by creating a competitive edge and increasing work productivity. Diversity management benefits associates by creating a fair and safe environment where everyone has access to opportunities and challenges. Management tools in a diverse workforce should be used to educate everyone about diversity and its issues, including laws and regulations. Most workplaces are made up of diverse cultures, so organizations need to learn how to adapt to be successful practices.
Challenges of Diversity in the Workplace
Taking full advantage of the benefits of diversity in the workplace is not without its challenges. Some of those challenges are:
Perceptual, cultural and language barriers need to be overcome for diversity programs to succeed. Ineffective communication of key objectives results in confusion, lack of teamwork, and low morale.
Resistance to change
There are always employees who will refuse to accept the fact that the social and cultural makeup of their workplace is changing.
As a first line manager recommended few steps that have been proven successful organization is:
Assessment of diversity in the workplace - Top companies make assessing and evaluating their diversity process an integral part of their management system. A customizable employee satisfaction survey can achieve this assessment for the company efficiently and conveniently. It can help the management team determine which challenges and obstacles to diversity are present in the workplace and which policies need to be added.
Implementation of diversity in the workplace plan - The personal commitment of executive and managerial teams is a must. Leaders and managers within organizations must incorporate diversity policies into every aspect of the organization's function and purpose.
To Success in Management of Diversity in the Workplace, Diversity training alone is not sufficient for the organization's diversity management plan. A strategy must be created and implemented to create a culture of diversity that permeates every department and function of the organization.
Recommended diversity in the workplace solutions include:
Ward off change resistance with inclusion. - Involve every employee possible in formulating and executing diversity initiatives in your workplace.
Discipline in the workplace
Discipline in the workplace is the means by which supervisory personnel correct behavioural deficiencies and ensure adherence to established company rules.
Without discipline, teamwork can easily break down, discipline is not a punishment, and it is about resolving problems at work in as fair a manner as possible
Purpose of discipline
The purpose of discipline is correct behaviour. It is not designed to punish or embarrass an employee.
Often, a positive approach may solve the problem without having to discipline. However, if unacceptable behaviour is a persistent problem or if the employee is involved in a misconduct that cannot be tolerated, management may use discipline to correct the behaviour.
Enforce the rules and standards that are valued by management such as timekeeping , health and safety, using company's facility , about a gross misconduct
Corrective and progressive
Growth of the organization
Workplace Progressive Discipline Policies
Before taking any matter, you need to determine whether you have the necessary authority to act
Have a quiet word - oral warning
Give them a writing
Start formal discipline
Any formal procedures usually involve a disciplinary interview, once you decided on the action to be taken, you would need to record the information and keep an eye on things from the point on.
First we should fully investigated
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Formal action needed
Disciplinary interview the purpose of the interview to ensure full discussion, enable a fair judgement to be made before any interview It is recommended that the supervisor type out the questions to be asked prior to having an interview. The questions should focus on the "who, what, where, when, why, and how" of the misconduct. In a typical investigation, all of the witnesses to the event will be interviewed first. Interviews with witnesses should be treated formally and good notes taken of their statements and answers to management questions
During the interview it is best not to make any decision straight away , especially where the case is serious one , do not get emotionally involved
After the interview record the action taken
Continue to monitor the situation
When interviewing employees who are suspected in misconduct it is important that all the evidence that Management has gathered during the investigation stage is raised with the employee in the interview. An employee should leave the interview knowing what the specific allegations against them are. Management should not "hold back" evidence that it has against the employee. Another factor to look at is the "Principle of Progressive Discipline". Under this principle, discipline is administered in progressive stages. Progressive discipline means that management first tries to resolve the problem without imposing a severe penalty such as a long suspension or termination However if the employee's behaviour is not corrected, and then the penalty is increased to the final step of actual termination. For example, an employee who appeared late for work a few times would first receive a letter or warning rather than a suspension. It should also be noted that some misconducts are so severe that progressive discipline need not be followed. Serious misconducts such as theft, fighting, conducting illegal activity on the work site, etc, can lead to termination on the first offense.
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