Equality and Diversity in Business Environment Report (Assessment)

Introduction

Business organisations should support the idea of equality in the workplace. Diversity is critical because it promotes the level of business performance. Business firms should provide a powerful working environment to its employees. Such an environment will ‘empower, mentor, support, and address the needs of different employees’ (Kirton & Greene 2012, p. 36). A proper mentoring program ‘will increase the opportunities for professional and personal development’ (Kirton & Greene 2012, p. 36). A diverse working environment increases an organization’s performance (Employees’ Health and Safety Responsibilities 2014). The employees will also present adequate competencies in order to improve the level of performance. This approach will ensure every workplace becomes innovative, creative, and successful. Managers should therefore work hard in order to improve the level of diversity.

Responsibilities of the Employer

Use of Proper Managerial Functions to Promote Diversity and Equality

Many employers work hard in order to support their employees. According to Kirton and Greene (2012, p. 42), ‘every employer should embrace the best managerial practices’. Such concepts make it easier for different managers to achieve their organisational goals. They should also use similar concepts in order to increase the level of diversity. The first unique management function is planning. Employers should ensure every department has female and male employees. A proper planning strategy will encourage more managers to empower their employees. The practice will eventually promote the level of equality.

A proper staffing strategy will ensure every firm hires competent individuals from different backgrounds. The approach will ‘also introduce new ideas in the working environment’ (Kirton & Greene 2012, p. 42). These individuals ‘will work together in order to produce the best outcomes’ (Shen et al. 2009, p. 241). These employees will eventually make the targeted firm successful. Many employers use this strategy to promote diversity in their companies. The practice will ensure every organization hires more employees from different backgrounds.

Employers should also create the best organisational culture. This culture will ensure every employee focuses on the best outcomes. A proper organisational culture will encourage more employees to work together. The employees will ‘also focus on the best outcomes’ (Monks 2007, p. 84). Employers and managers should use these concepts in order to promote diversity in their organisations. The practice ‘will also address the needs of different employees’ (Monks 2007, p. 84). Our firm promotes the best organisational culture. This approach has made the company successful.

Use of Policy Implementations

The government has presented ‘several legal requirements in order to promote the issue of equality’ (Monks 2007, p. 46). These legal frameworks ‘make it easier for many employers to deal with abuse and discrimination’ (Monks 2007, p. 84). Some of these ‘laws include Equality Act, Human Rights Act, and Disability Discrimination Act’ (Monks 2007, p. 46). These legal practices encourage many companies to deal with their challenges. Business managers should also ‘use these policies in their companies’ (Monks 2007, p. 89). This fact explains why managers and employers should always use these policies. Such laws will ensure every organization promotes the concept of equality.

Our employers have been using the above laws in order to support every employee. Business organisations should use appropriate policies in order to promote the idea of diversity. For instance, companies should use the best practices whenever hiring new employees. Every company should hire competent individuals with the required skills (Pollitt 2009). This practice has increased the level of diversity in our firm. Every ‘employer should use the best diversity programs’ (Monks 2007, p. 6). Such ‘programs should also focus on personal development, training, and better working environments’ (Equality and Diversity at Work 2014, para. 8). Managers ‘should also form diverse teams’ (Monks 2007, p. 88). These approaches will ensure every company achieves most of its goals.

According to Pollitt (2009, p. 242), ‘a company that fails to apply these legal requirements will encounter different challenges’. This fact explains why many companies promote such policies. Some companies ‘have also introduced new frameworks in order to support their employees’ (Equality and Diversity at Work 2014, para. 12). This approach will eventually produce the best goals. A company that promotes the idea of diversity will achieve its goals within a short period. The approach will also motivate and empower more employees. This practice will encourage them to support one another. Our managers have been using the above strategies in order to improve the level of diversity.

Responsibilities of the Employee

Respecting the Values of Other Employees

Poor Employee Relations (PERs) can ‘result in many organisational problems’ (Pollitt 2009, p. 58). Many employees tend to abuse others. Such issues are usually common in different nursing institutions. Every ‘junior employee faces specific difficulties such as discrimination, abuse, and mistreatment’ (Employees’ Health and Safety Responsibilities 2014, para. 5). Our managers have been using the best strategies in order to promote the concept of diversity. Such managers encourage their employees to work as teams. The practice encourages them to focus on the best organisational goals. This approach has made it easier for the company to achieve most of its goals. Employees should use different approaches and ideas in order to promote the concept of diversity.

Every employee should be ready to respect his or her workmates. Respect is ‘a powerful virtue that can produce the best relationships in every institution’ (Pollitt 2009, p. 58). The practice also reduces the level of discrimination. Respect makes it easier for many ‘individuals to address their challenges in a professional manner’ (Monks 2007, p. 4). They will also deal with discrimination and abuse. Our company has been recording a very low employee turnover. Many employees in our company respect one another. The employees use the best ideas and strategies in order to achieve their goals (Employees’ Health and Safety Responsibilities 2014).

This discussion explains why ‘every individual should become a change agent in his or her working environment’ (Monks 2007, p. 4). This practice will eventually produce the best organisational culture. This effort will eventually make every working environment successful. Many ‘individuals from different backgrounds will work together in order to achieve their goals’ (Pollitt 2009, p. 89). Every employee should promote the concept of diversity in his or her company.

Creating Diverse Teams

Teamwork is a powerful strategy that can make every company successful. Teamwork is necessary because it empowers many employees within an organisation. Every employee ‘should use teamwork in order to achieve the best outcomes’ (Monks 2007, p. 6). A diverse team ‘attracts competent individuals from different cultural, religious, and geographical backgrounds’ (Shen et al. 2009, p. 245). These individuals will work hard in order to achieve the best goals. They will also share their skills and experiences. This practice will encourage them to deal with various problems such as discrimination and abuse (Kirton & Greene 2012). The ‘workers will also address their common problems’ (Shen et al. 2009, p. 245). The workers will also support one another in order to achieve the best goals.

Every employee should also interact with different individuals from various backgrounds. Every employee should ‘also join a cohesive team’ (Monks 2007, p. 6). The practice will reduce the level of discrimination. The targeted employees will also promote the best workplace ethics. The individuals will ‘also empower their teammates’ (Shen et al. 2009, p. 245). Teamwork is therefore a proper approach that can improve the level of equality (Kirton & Greene 2012). Our company encourages its employees to form new teams. Our company also uses the best training programs in order to empower every employee. These practices ‘have addressed most of the challenges affecting different employees’ (Shen et al. 2009, p. 245). This practice has encouraged many stakeholders to support our firm. The above practices have made it easier for our company to achieve its goals.

Conclusion

The absence of diversity in a working environment will result in many challenges. Some challenges such as ‘discrimination and abuse will always increase the rate of employee turnover’ (Monks 2007, p. 6). The government uses several laws in order to promote the idea of equality. That being the case, employers should use such laws in their respective companies. The practice will support the needs of many employees (Monks 2007). Every employee should become a change agent in his or her workplace. The practice will also encourage more employees to form diverse teams. Such teams will address most of the obstacles affecting different companies. These recommendations will ensure every company becomes profitable.

List of References

Employees’ Health and Safety Responsibilities 2014. Web.

Equality and Diversity at Work 2014. Web.

Kirton, G & Greene, A 2012, The Dynamics of Managing Diversity, Routledge, New York.

Monks, K 2007, The Business Impact of Equality and Diversity: The International Evidence. Web.

Pollitt, D 2009, Diversity in the Workforce, Emerald Group Publishing, New York.

Shen, J, Chanda, A, D’Netto, B & Monga, M 2009, ‘Managing Diversity through Human Resource Management: An International Perspective and Conceptual Framework’, The international Journal of Human Resource Management, vol. 20, no. 2, pp. 235-251.