Working or learming in a place that promotes equality and diversity free essay sample

The first thing you need to do is save a copy of this document, either onto your computer or a disk Then work through your Assessment, remembering to save your work regularly When you’ve finished, print out a copy to keep for reference Then, go to www. vision2learn. com and send your completed Assessment to your tutor via your My Study area – make sure it is clearly marked with your name, the course title and the Unit and Assessment number. Please note that this Assessment document has 4 pages and is made up of 3 Parts. Name: You should complete this Assessment in relation to an organisation that you are familiar with. For example, this could be: Your current workplace Your current place of learning (school, college, etc) A workplace that you are familiar with (you have worked there in the past, a friend / family member works there, etc) A place of learning that you are familiar with (you have studied there in the past, a friend / family member studies there, etc). Part 1: Creating a diverse environment 1. In relation to your chosen workplace / place of learning, provide examples of policies / codes of conduct that encourage and / or protect equality and diversity. In my chosen place of work the Diversity Policy for Equal Opportunities lays out the need for such policy, defines the meaning of diversity and of equality and how we can uphold this policy. It gives detailed description of the responsibilities of the organisation and also of the individuals involved in it, employees, trustees and volunteers. It list legislation relating to it and explains the rights and obligations of employees. The policy explains how to raise concerns and also the penalty for any breach in legislation that impacts on the diversity policy for equal opportunities. All members of staff are expected to sign that they understand the contents of the policy and will adhere to it. Employees are also given a Staff handbook, which breaks down their rights and responsibilities for all aspects of their work. Employees are encouraged to ask for assistance if they are unsure of any of the content of the handbook. The staff handbook emphasises the organisations commitment to equality and diversity by respecting differences and its belief that everyone should be given an equal chance. It also outlines the need to support and respect others and lists policies and codes of conduct protecting equality and diversity. For example: The pay policy outlines the spot salary ensuring that all employees receive the same pay for the level of work done regardless of their gender or age. The hours of work outlines the reasons for employee flexibility, taking into account the needs of those with protected characteristics. The grievance policy gives advice on how to report harassment at work and outlines behaviour that is unacceptable. The organisation has a tier system for reporting any incidents to ensure transparency. The whistle blowing policy includes a confidential helpline to report any unacceptable behaviours or practices, including discrimination, that employees feel cannot be discussed directly with managers 2. In relation to your chosen workplace / place of learning, describe what is expected of members of staff who have specific responsibility for equality and diversity. Include information about their job titles and describe their responsibilities. My workplace has a designated diversity manager who reports to the chair of trustees and director of services. The diversity manager monitors, promotes  and enforces the diversity and equal opportunities policy of the organisation and that all other policies and procedures reflect the organisations commitment to equality and diversity. This is done by documentation of information and statistics to ensure legal requirements for diversity are met and ensuring that the resources needed are in place to make the policy work. Identifying areas for improvement, organising appropriate training for managers to monitor diversity within their own departments and revision of policies relating to equality and diversity within the workplace and for service users. Department managers are responsible for the day to day operation of the policy, identifying employee needs, supporting and informing employees of updates and developments, ensuring their actions demonstrate their own commitment to the policies, monitoring of the equal opportunities and diversity in areas such as staff recruitment, training, and discipline and work conditions. Evaluating and reporting collected information to senior management. Support workers are the public face of the organisation, working with individuals in the community and their actions and words must reflect the contents of the policy at all times. They must respect the diverse needs of others and must not judge, understand that people communicate in different ways and offer equal support regardless of their colleagues or service users differences. Employees also have a responsibility to challenge discrimination by colleagues or members of the public on behalf of the service user through appropriate channels. 3. Describe what is broadly expected of all staff in relation to equality and diversity. All staff are expected to comply with all policies and procedures and to challenge and report any breaches to these policies. They must treat everyone with respect regardless of their age, sex, belief, ability or anything that makes others different to themselves. 4. Based on the work you have done in Question 1 – 3; write a short summary of what you have discovered in terms of the organisation’s work on equality and diversity. Although the organisation I have chosen promotes itself as an equal and diverse company for those with a learning disability, I have discovered how much that ethos is mirrored in its treatment of employees, more about the selection process and how the organisation monitors equality and diversity throughout its workforce. I have also discovered how equality and diversity is managed in the organisation and how every person within it has their roles and responsibilities for maintaining it in order for the organisation to continue its transparency in this area. A vast amount of other regulations now within the Equality Act 2010, impact on the creation and maintenance of this equal and diverse organisation, such as: Equal Pay Act 1970 Sex Discrimination Act 1975 Race Relations Act 1976 Disability Discrimination Act 1995 Human Rights Act 1998 Fixed Term Employees Regulation 2002 Part-time Workers Regulation 2000 Rehabilitation of Offenders 1974 Employment Equality (Religion or Belief) Regulations 2003 Employment Equality (Sexual Orientation) Regulations 2003 Employment Equality (Age) Regulations 2006 The organisations policies cover all of these in detail. However it is always looking at ways to improve Although the staff handbook gives a concise description of all policies relating to the organisations work including employee and service user rights, the full policies are kept at each areas head office and are available, by request, from the service manager. While I find all policies, on the organisations intranet, accessible due to my employment status, in order to promote the organisation as more transparent I think the policies could be available on the general website for public view. I feel that this could be easily done and would positively promote the organisations reputation for being equal and diverse even further. Once you have completed this Part of your Assessment, save the work you have done so far – you will need to send your work to your tutor for marking when you have completed all three Parts of this Assessment. Maintaining and monitoring equality and diversity 1. Describe how equality and diversity is monitored within your chosen place of work / learning. My place of work monitors equality and diversity throughout the organisation at all levels, including recruitment, training and development, conditions at work, which includes accidents, incidents ad all health and safety issues, discipline, grievance and capability procedures. Their undertaking to this is outlined in their diversity and equal opportunities policy. In 2010 they employed a full time diversity manager who ensures that all management teams receive training to ensure that practices are fair, transparent and follow the principles of the policy and training and guidance is made available to all involved in the organisation including volunteers. The organisation has an independent helpline for those employees in need of advice or assistance on any matters including issues with equality and diversity. Equality and diversity monitoring forms are standard in all recruitment, selection, training, development, discipline and grievances within the organisation. Prepare a short report on how your chosen place of work / study promotes (communicates) policies and practices for equality and diversity to employees and external stakeholders (such as customers and the community). Provide specific examples. My place of work is a national charity and its main aim is the promotion of equality and diversity for those with a learning disability. It promotes its practice with high profile fundraising activities such as a recent comedy special in London. It is back by many famous people who then continue promoting its ethos through the media. In the community all service users receive service monitoring forms every six months in order for the organisation to monitor their own performance and highlight any problems, enabling them to address issues and make changes if necessary. While employees attend regular team meetings with updates and reviews. All employees are given a handbook outlining not only their own responsibilities but that of those at all levels within the organisation covering the equality and diversity, pay, grievance, discipline, health and safety policies. All policies and codes of conduct relating to equality and diversity are available on the organisations intranet and monthly newsletters are sent to all staff with updates on recent events promoting the organisations ethos. 3. Describe the organisation’s punishments or sanctions for any breech in the policies / codes of practice / guidelines where equality and diversity are concerned. In cases of discrimination or harassment the disciplinary policy and procedure is enforced. There are two parts to this policy. The company will normally take informal action first which involves meeting with their manager to discuss ways to resolve any issues. The manager will lay out what is needed for improvement and also offer assistance if requested. However, if no changes or improvement are seen then the organisation move to the formal procedure. The formal procedure involves investigating the allegations, collecting all the facts, witness statements and evidence. Once all information is collected, a disciplinary hearing is arranged, giving notice to the employee in order for them to prepare, at which time the employee can ask for a representative to be present also. The hearing manager will then make a decision and decide what action should be taken. The employee has the right to appeal against this outcome should they wish to do so, in writing within 10 days of the decision of the hearing. There may be times when an employee will be suspended during this course of action, if their being active in their normal duties poses a risk and the organisation is unable to place them elsewhere during that time. There are four stages of formal action, a verbal warning, written warning, final written warning or dismissal, depending on the gravity of the breach of policy. The hearing manager makes the decision as to what actions to take in each circumstance and does not always go through all four stages, for example, a breach such as a serious act of racial, sexual harassment or discrimination is classed as gross misconduct and the punishment is to bypass the first three stages and go straight to summary dismissal without notice. Once you have completed this Part of your Assessment, save the work you have done so far – you will need to send your work to your tutor for marking when you have completed all three Parts of this Assessment. The importance of creating and maintaining a diverse environment 1. Describe why the creation and maintenance of an environment that promotes and ensures equality and diversity is desirable. Describe the advantages for the organisation and provide examples. In recruitment, an organisation with a reputation for being equal and diverse attracts more applicants for roles, which benefits the organisation by giving them the choice of the best, most committed people for the positions, creating a high quality work force. A reputation of fairness to employees means that staff will be more content in their work, more productive on a daily basis with less sick days causing losses to the organisation. With a diverse workforce in place an organisation has the benefit of a wider range of views and opinions and with that new ideas and different ways of thinking being brought forward in team meetings for example, allowing them to move forward, embrace new strategies and enable it to change according to the economic environment of the time, assisting in its own success. Organisations that publicly and actively promote its equal and diverse practice gain the trust of employees and clients alike. Clients can be confident in receiving a high quality service from an organisation that sources its staff from all characteristics with emphasis on a person ability to do the most high calibre work. Behaviour breeds behaviour so if an organisation acts in a fair and appropriate way to their employees, the employees are more inclined to act the same and respond more positively and pro actively to changes with the organisations structure or other changes within its business. 2. Describe the consequences for your chosen organisation of failing to create and maintain a diverse and equal environment. You should consider aspects such as: Legal Economic Social The first piece of legislation brought in by governments regarding equality was the race relations act 1965; this was then followed through the 1970s with other acts relating to equality and diversity, such as pay act and sex discrimination act. There has been over one hundred pieces of legislation, policies and regulations since but has now all been brought together in one ‘Equality Act 2010’ Governments brought in laws and legislation to protect people’s rights. They have assisted in clarifying what is an acceptable way for employers to treat employees in all aspects of work and the sanctions they face for the breach of these laws. If however, employers discriminate or act in a way that disadvantages an individual or group, the law can force them to comply by either changing their own policies and procedures or by legal action and compensation to the injured party. This action is normally for the public domain and will adversely affect the company’s reputation, quite often irreparably. Society and local communities have become more diverse, more appreciative of other cultures and identities and the varied talents that we all have to offer both socially and in business. Along with the assistance of the media, more people are aware of their rights for fairness and are making personal decisions to be fair and diverse socially and this has become the same in the work or study place. People will no longer tolerate discriminatory practice in the workplace and this forces organisation to act. An organisation without policies put in place promoting equality and diversity does not create confidence, as similarly, having policies in place and not being seen to actively monitor and promote them. Failing to maintain an equal and diverse environment can economically damage an organisation with loss of potential customers who only wish to have dealings with a fair company with a diverse workforce. Payment of fines for breaching legislation will impact on the profit an organisation makes or budget they are allocated. It also risks loss of potential high quality staff due to unfair recruitment selection and a high staff turnover and more sickness days, incurring more cost for the organisation. This makes an organisation, company or place of learning less effective, less competitive and less desirable for potential high calibre employees, customers or student. For example, a company that has a reputation for being unfair in its treatment of employees limit their recruitment options and the highly qualified job seekers of not only protected characteristics but all characteristics will seek employment with its competitors instead.