Managing Diversity & Equal Opportunity Essay Example | Topics and Well Written Essays - 2000 words

Managing Diversity & comprise Opportunity - Essay ExampleProvide a list of actions you would need to take as a manager to resolve this issue and also justify your answer. Introduction Diversity is concerned with recognizing and valuing difference in cultures and ethnicities in the broadest sense. The thing that matters here is to create a forgeing culture and related practices that recognize, respect, value and undertake differences for the benefit of the organization as well as the souls. Trust is an equal opportunities employer, which means that it is the Trusts polity that there should be no discrimination, harassment, unfair treatment or victimization of any employee, subcontract applicant, customer, provider of services or member of the public, neither directly nor indirectly on the grounds of race, nationality, gender, gender reassignment, marital or family status. Equality means creating a fairer society where everyone can participate and each individual has the opport unity to fulfill his or her potential. It is backed by legislations designed to address unfair discrimination ground on membership of a particular group. Body As an HR manager it is my responsibility and so I have the right to stop and prevent harassment and discrimination. Some of the ways in which I can fulfill my task is as follows Supporting management by developing center policy and procedures for preventing and stopping ill and unfair treatment. Educating staff, particularly through induction and retraining, including specialized training for line managers. dowry the management to establish avenues of assistance at all duty stations for staff members who have experient harassment or discrimination. Providing direct support and commission to people involved in such issues Providing guidance to committees investigating harassment and discrimination complaints. Under the current situation, I have come to notice that in the organization some employees in my department are inde ed upset, and I have found the flat coat to be an employee who is racially offensive towards individuals of non-white ethnic origins and discriminated as well as harasses them. As an HR manager, I am responsible for eradicating discrimination and harassment, which is the key to establishing a work place of dignity. To facilitate such an environment, I will ensure that All new appointees, including contractors and consultants, particularly, line managers and supervisors have relevant policies explained to them as part of their induction, proterozoic at the time of appointment. Appropriate retraining is given to the workforce from time to time, staffs are reinforced to represent the purpose, ramifications and implications for sustaining a workplace of dignity. Line managers receive specialized training on harassment and discrimination issues as they are the first line of defense and, therefore, must be made thoroughly aware of harassment and discrimination issues. They must act as role models, be alert to the emergence of such mistreatment fusss in their workgroup and be aware of their responsibilities as they are empowered to act expeditiously and appropriately. It is my duty to solve this problem and as a solution, I would brief the alleged employee to stop his discrimination and to concentrate on the work assigned to him. If he still fails to understand the need to treat his colleagues with respect and