REPORT TEMPLATE

Abstract

The main purpose which is solved in the report is about managing diversity in the workplace. The main highlights of the report or the major parts this report contains is as follows, introduction, legislation, discrimination, diversity based on various factors such as (age, gender, etc.,) bullying in the workplace, disability, selection and recruitment process and lastly conclusion.

1. Introduction

The purpose of this report is to manage the diversity at workplace.

Diversity refers to the range of people with various ethnic, racial, cultural backgrounds, lifestyles, interests, etc. Diversity refers to the group of people who are different in same workplace.

Benefits of diversity in the workplace:

1. Higher innovation
2. Increase in creativity
3. better decision making
4. increase in the profit
5. Quick problem solving

2. Legislation

2.1  Relevant legislation

Anti-discrimination policy

2.2       Key features of legislation

Promote equality at workplace and equal opportunities to all without discriminating on the basis of age, sex, gender, disability, etc.

2.3  Protected attributes

Age, sex, gender, disability, sexual orientation, race, ethnicity, etc.

3. Discrimination

For discrimination the line that the company uses is “There is no place for discrimination in this world.”

Discrimination refers to the prejudicial and unfair treatment of groups and people that is based on the characteristics like gender, race, sexual orientation, age, etc.

3.1 Direct discrimination

It exists when rules, laws and practices explicitly cite a ground like race, sex, age, etc. and deny them equal opportunities (Foma, 2014).

For example, the manager is not talking or behaving with a person nicely because he/she is a transgender.

3.2 Indirect discrimination

It occurs when there’s a policy, practice, rule that is applicable on everyone in a similar manner but creates a bad impact on some people as comparatively to others.

For example, when there is a task in which if someone want to participate should be less then 40 years but in real age is not a relevant factor that is to be carried out (Foma, 2014).

3.3 Adverse actions

These are to inform that the person has been denied employment, credit, insurance, and other benefits that are based on the information provided in a credit report.

For example, when an employee files lawsuit against an employer (Hofhuis, et al., 2015).

3.4 Allowable discrimination

It refers to the type of discrimination in which one favours someone differently and in a positive manner.

When the company appoint someone on the basis of his or her skills and not according to the age, gender, or any other factor.

4. Age-based diversity

The company simple accepts the employees who belong to different age groups in the workplace.

The age discrimination policy in the company makes it illegal to do discrimination against the people who all are 40 years of age and older.

To improve it the company should try to invest in the lifelong training and education of the employees so that they remain employable (Tamunomiebi & John-Eke, 2020).

5. Gender diversity

According to the Gender diversity policy of the company the company should hire men and women at a consistent and similar rate and they should be paid equally for the work they are doing and they should also be provided with the same level of opportunities.

Gender diversity can be improved in the workplace by removing gender biasness from the job descriptions prepared by the companies (Tamunomiebi  & John-Eke, 2020).

6. Parental support

According to this policy the company provide the employees whether men and women, paid leaves during pregnancy period and on the birth of the infant.

The company has made it bit flexible for the employees who have just become parents to support and take care of the child by giving them holidays and less work pressure and they also help them by providing them the facilities like separate rooms for breast-feeding.

7. Work/life balance

It can be done by creating leave policies that are flexible

By fostering a work environment that is healthy.

By offering schedule that is flexible.

By changing the techniques based on management.

By promoting and creating a work environment that is friendly.

Strategies that support and promote work life balance are:

1. By setting boundaries, it helps to create a healthy environment at workplace.
2. By nurturing relationships at workplace.
3. By practising effective time management (MATEESCU, 2017).

8.LGBTI community

According to the policies of anti-discrimination there should be no discrimination on the basis of such facts and everybody should be provided with equal rights in the workplace.

The company provide equal job opportunities for the LGBTI Community at workplace and the company select the employees based on their skills and not on such factors.

To improve it the company can set an LGBTI network and provide training to the employees on its basis. The company can review the policies for LGBTI Community, celebrate their history and their events, etc.

9. Disability

According to this policy there should be no barriers in the field of education and employment for the people who are disabled by creating a barrier free environment for them.

The company can offer ways for the employees who possess different disabilities to let them pursue their own interest and by sharing goals with them (MATEESCU, 2017).

It can be improved by leveraging variety of jobs, by highlighting diversity on the career page of the company’s website, by offering mentorship, by boosting their morale, by celebrating employee differences.

10. Aboriginal and Torres Strait Islander peoples

According to the policies of the company for Aboriginal and Torres Strait Islander peoples the employees should avoid criticising them, they should respect, seek their opinions, develop good relationship with them, and acknowledge their country, etc (Patrick & Kumar, 2012).

The indigenous people can contribute in a better way as they have vital knowledge in managing the environment and so they should be treated nicely and adapt their expertise and knowledge. It helps to maintain their integrity and helps them to be provided with respect.

It could be improved by providing mentoring and support in the workplace, by allowing flexible work arrangements for them, by supporting the families of the employees who are indigenous. By taking necessary initiatives at the workplace that helps to deal with racism and helps to broader the culture at workplace (Patrick & Kumar, 2012).

11.Diversity strategies

1. By conducting training based on cultural diversity in the workplace so that everybody can understand the different cultural aspects so that the misunderstanding can be resolved between the employees.
2. By celebrating the differences in the employees so that they feel motivated and equal at workplace.
3. By leveraging diversity of jobs on the boards (Armache, 2012).

12.Bullying and harassment

13.1 Definitions

Bullying refers to the deliberate and ongoing harm that arises due to the misuse of powers that can be done through repeated verbal, social, and physical behaviour that can intend to cause social, psychological and physical harm to someone.

Sexual harassment refers to the sexual behaviour that is unwanted and makes someone feel scared, upset, humiliated, and offended or can make a person feel in a bad way (Armache, 2012).

If someone feels bullied and sexually abused can file a complaint on CEOP Website.

12.1.1 Bullying

Bullying refers to the deliberate and ongoing harm that arises due to the misuse of powers that can be done through repeated verbal, social, and physical behaviour that can intend to cause social, psychological and physical harm to someone

12.1.2 Sexual harassment

Sexual harassment refers to the sexual behaviour that is unwanted and makes someone feel scared, upset, humiliated, and offended or can make a person feel in a bad way.

12.2     Grievance procedure

These things can be improved by implementing strict policies and procedures in the organization so that such practices never happen the organization (Hofhuis, et al., 2015).

13.Recruitment and selection

13.1Recruiting employees

The company should recruit the employees based on their skills and not due to any type of biasness. The recruitment process should not be hindered due to any type of causes that indicates diversity and should be free from any type of discrimination.

13.2  Selecting employees

To improve the selection process the company should conduct interviews and the interview should be taken by more than one person so that the chances of creating biasness could be diminished. And the decisions that are made could be more impactful.

14. Training needs

The employees should be provided training so that they could learn the importance of diversity at workplace and should be provided by coaching so that they could learn the cultural aspects of different communities and can respect each other’s culture and beliefs.

The training needs of the employees can be met on the basis of overall performance

By performing assessments for individuals.

By providing different types of trainings to the employees as per their needs.

15. Promoting diversity

15.1 Promoting diversity to staff

The benefits could be promoted by

1. Acknowledging differences
2. By providing mentorship
3. By encouraging personal evaluation
4. By valuing diversity at workplace
5. By offering training.

And the company should accommodate the differences based on the cultural, socio-economic backgrounds, religious beliefs, etc. and should focus on improving the work and life experience at workplace.

15.2 Promoting diversity externally

It can be done by creating policies that are diversity friendly.

By providing benefits to employees based on reassess

By providing training to the employees based on diversity

By establishing diverse mentorship at workplace

By acknowledging the differences

By encouraging the personal evaluation

By teaching employees to value all diversity (Dike, 2013).

By offering implicit training on biasness, etc.

16. Conclusion

Reflection on kingfisher’s policy:

Form the above report this can be concluded that, by adopting polices based on diversity tend to offers clear benefits for the companies and workforce, by resolving greater product innovation, by resolving labour shortage, by enhancing the opportunities based on marketing, etc. As per the Kingfisher diversity policy, it has suggested that the diversity at the work place plays a vital role from many different viewpoints. Involvement of the diverse background such as race, gender, sexual orientation, age, etc are not only important but are necessary. This are some major facts and figure which has been suggested by the or in kingfisher’s policies having equality and diversity is must.

Areas which are neglected or not adequately addressed:

There are many ways in which it can be observed and some of the most common ways has been described or presented below:

1. When the diversity has been introduced but not managed properly
2. No upgrades or any kind of evolution implemented.
3. Not monitoring and tracking the diversity plan that has been implemented.
4. Not providing the training or making any changes in the work atmosphere.

Above mention are some of the most common parts of neglection or not adequately addressed among the many.

Ways to support diversity:

There are many ways to support diversity at workplace that can be done by

1. Acknowledging differences
2. By providing mentorship
3. By encouraging personal evaluation
4. By valuing diversity at workplace (Dike, 2013).
5. By offering training.

Learning from the report and unit:

It is learnt from the report that it is really important to incorporate policies and procedures in the company’s environment as it helps to maintain a positive environment at workplace. And there is also a need to respect diversity at workplace as it helps the company to

1. Take smart decisions
2. Improve the reputation of the business
3. Increasing productivity of the company, etc

17.    Reference list

Armache, J. (2012). Diversity in the workplace: Benefits and challenges. Conflict Resolution & Negotiation Journal, (1).

Dike, P. (2013). The impact of workplace diversity on organisations.

Foma, E. (2014). Impact of workplace diversity. Review of Integrative Business and Economics Research, 3(1), 382.

Hofhuis, J., van der Zee, K. I., & Otten, S. (2015). Measuring employee perception on the effects of cultural diversity at work: Development of the benefits and threats of diversity scale. Quality & Quantity, 49(1), 177-201.

MATEESCU, V. M. (2017). CULTURAL DIVERSITY IN THE WORKPLACE-DISCOURSE AND PERSPECTIVES. Online Journal Modelling the New Europe, (24).

Patrick, H. A., & Kumar, V. R. (2012). Managing workplace diversity: Issues and challenges. Sage Open, 2(2), 2158244012444615.

Tamunomiebi, M. D., & John-Eke, E. C. (2020). Workplace Diversity: Emerging Issues in Contemporary. International Journal of Academic Research in Business and Social Sciences, 10(2), 255-265.