Term Paper on "Implementing a Diversity Policy"

Term Paper 8 pages (2502 words) Sources: 6

[EXCERPT] . . . .

The responsibilities of the committee should include regular discussion of ideas intended to increase diversity and promotion of equitable policies at work. The committee should also be responsible for setting of definite goals and the development of strategies to achieve the goals (Bennett, 2009).

The diversity and equality policy should be made available to all the employees as well as the related stakeholder easily. As already mentioned in the policy, this policy would be available on the company website, the company intranet as well as hard copies. The employees should be encouraged to go through the details of the policy and encouraged to make inquiries about any part of it that they do not understand the HR department should also be ready to provide any additional information related to diversity promotion to the employees and other stakeholders.

Some training and short courses should be organized for the employees and the stakeholders. The company should also pledge support to employees' allegations and complaints based on the diversity and equality policy and in accordance to various equality and workplace laws as mentioned in the policy. The company should also try and create a wide consensus about the promotion of diversity and equality at the workplace through efficient communication with the stakeholders (Klarsfeld, n.d.). The company should also inform the employees and stakeholders about actions that have been taken in relation to complaints of violation of the policy so that the employees are assured of adequate redress of such complaints by the company.

Monitoring and Reviewing mechanisms

A glimpse of the monitoring and review mechanisms has been given in the policy. The company should encourage employees to come up with regular suggestions for the further development of the diversity and equality policies of the company. The stakeholders should be encouraged to regularly go through the policy and find out possible flaws and shortcomings and report the same in available formats to the HR department of the diversity committee or to their manager. The stakeholders and employees should also be encouraged to use the company's online suggestions mechanism for the same.

The diversity and equality committee should hold regular meetings to periodically study and review the policy details according to changed situations and circumstances such as changes in the company employee ratios or to react to new laws and regulations and make necessary recommendations. The committee should also review and make recommendations based on the suggestions provided by the stakeholders (Klarsfeld, n.d.). The committee, as well as the senior management and the HR department, should also hold meetings periodically with the employees and stakeholders to interact directly with the stakeholders. Reviews should also be made about the status of disposal of complaints made on the basis of diversity and equality policies of the company. These steps should help better implement and further develop the diversity and equality policies.

Stakeholder Consultations on Diversity and Equality

The stakeholders of the company that are related to the diversity and equality policy include the employees, the suppliers, customers and clients, communities and the regulators (Klarsfeld, n.d.).

The employees are the most important stakeholders in the diversity policies and they should be consulted through a number of channels. Employees should be included in periodic meetings and consultation process by the diversity committee and encouraged to adhere to the policy rules. They can also be engaged through direct contact and managers should be encouraged to interact directly with the employees. The employees should also be encouraged to directly and discretely approach the senior management with their complaints and suggestions through channels set up by the company and already mention earlier.

The suppliers are another set of stakeholder that is directly affected by the diversity management policies of the company. Interactions with the suppliers can be made directly through periodic meetings and one to one interactions with the representatives of the suppliers encouraging them to adhere to the policy and invite suggestions (Klarsfeld, n.d.). Suppliers can also interact through the online channels inviting complaints and suggestions for the betterment and changes in the policy.

Customers are partially impacted by the diversity policies of the company and they can be engaged through periodic surveys and online interaction or through interactions in the stores about the diversity policies of the company inviting complaints and suggestions from them.

The community where the business operates are also partially impacted by the diversity and equality policies of the company and they can be engaged and interacted with through quarterly or half-yearly meetings with their representatives or peer groups (Bennett, 2009).

The regulators are law enforcers are related to the implementation of the laws mentioned in the diversity policies. The regulators can be interacted and engaged through communicating regular updates on the company employee status and policy changes as well as actions taken on complaints and allegations of violation of the employment, equality and diversity laws and regulations. Company representatives attending seminars and workshops organized by these agencies related to diversity management and workplace equality can also result in obtaining important suggestions for improvements and changes in the company's diversity policy.

References

Ben-Galim, D., Campbell, M., & Lewis, J. (2007). Equality and diversity: a new approach to gender equality policy in the UK. IJC, 3(01), 19. http://dx.doi.org/10.1017/s1744552307001024

Bennett, T. (2009). New ways of promoting equality and diversity in the workplace. Equal Opportunities International, 28(5), 443-447. http://dx.doi.org/10.1108/02610150910964286

Equity & Diversity - Public Service Commission. (2016). Psc.nsw.gov.au. Retrieved 13 June 2016, from http://www.psc.nsw.gov.au/workplace-culture- -- diversity/equity-diversity

Klarsfeld, A. International handbook on diversity management at work.

Mahadevan, J. (2015). Nomadic identities and workplace diversity: implications for theory and practice.Equal Div And Incl: An Int J, 34(4). http://dx.doi.org/10.1108/edi-03-2015-0014

Milnes, E. & Swallow, D. The diversity dashboard.

Peterson, H. (2015). "Unfair to women"? Equal representation policies in Swedish academia. Equal Div And Incl: An Int J, 34(1), 55-66. http://dx.doi.org/10.1108/edi-09-2013-0070

Smalley, K., Warren, J., & Rainer, J. (2012). Rural mental health. New York: Springer Publishing Company.

Smith, S. (2011). Equality and diversity.… READ MORE

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