All About Diversity Policy Part 1

Part 1

Research, analyse and develop a Diversity Policy design for your organization.

1: Write diversity policies

a. The draft diversity policy for your organization is based on your research conducted above to fit the business objectives in consulation with stakeholders.

Labour diversity is a term used to describe demographic labour differences, especially those related to age, sex, race, country, and physical characteristics. Diverse labour conditions also often lead to cultural prejudice in the form of prejudice and discrimination. The main challenge in managing a mini-sport workforce is how to achieve organizational goals by creating high performance from all employees by utilizing the skills with diverse employees' talents.

Some strategic programs that business organizations can do to deal with the increasing diversity of the workforce are developing a culture of performance by taking into account the conditions of diversity, supporting the implementation of programs such as work life balance and cross-cultural communication, and recruiting workers by paying attention to the value of diversity to attract and maintain labour.

b. Develop an action plan to implement the policy

Managing the Diversity Approach

To overcome diversity problems, organizations can take several approaches from different perspectives.

No	milestone	What was done to me
1	Looking at the standpoint of resistance	Diversity is not important and does not affect management
	see the action of resistance	against change and deny the problem
	see the consequences of resistance	to protecting the status quo and increasing legal responsibility
2	Seeing the perspective of diversity in justice	in justice creates conflicts and problems
	Looking at diversity training justice	actions, alternative actions, focus
	Seeing the Consequences of Discrimination	Justice are handled internally, minimize legal exposure
3	Looking at the point of view of legitimacy	diversity provides space for workers and organizations
	see the act of legitimizing	diversity culture, reducing conflict
	Seeing the consequences of employee legitimacy	legitimacy as an asset, acceptance of diversity
4	Viewing a point of view Diversity	culture permeates the organization
	Seeing actions Proactive	diversity culture as employees
	Seeing the consequences The culture of	effective relationship diversity, diversity of ordinary things

c. Get feedback from stakeholders (your trainer) on the policy plan and action plan

d. Revise your policy based on feedback received and have it approved.

2: Implement diversity policies: Discuss how you will monitor implementation (actions, staff performance, etc.) to ensure that the policy is implemented effectively

In facing the diversity of employees in the company, special strategies are needed, so that employees from different backgrounds feel treated fairly.

·         Identify the diversity in the work environment (age, ethnicity, religion, seniority): The variety of age and workforce is a natural and dominant thing encountered in a company. It must cause problems especially when it comes to seniority; employees who work first often feel less respected from their junior age; so that seniors acted not according to company regulations, making it difficult for juniors to reprimand them.

It is appropriate for seniors to give examples of good attitude and respect for their subordinates so that harmony and positive teamwork will occur. In compiling companies need to identify the diversity of ages, races and religions that adjust conditions to the division of labour so that the strategy can operate more effectively

·         There must be a strong focus on fair opportunities and fair treatment

The linkage of managing individual diversity, the problem that is often faced by companies is equality and fair and impartial treatment. Equality here has a broad scope and involves many factors. Every individual must get a fair chance without seeing the difference in work. Discrimination arises because it is usually found in different assessment standards for individuals. To overcome this, companies must develop alternative policies to take a middle ground in differentiating the problem of injustice and setting goals so that equality occurs in the work environment.

·         Equal Employment Opportunity recruitment system (open to anyone)

According to the EEO system, the diversity of labour recruitment in this regard is how well the company recruit’s employees. EEO aspects include: Eliminating differences in making decisions about different groups such as interview candidates, graduation standards, performance appraisals conducted by the company; there is a ratification stating that all factors are carried out systematically in making decisions related to specific work. Related to this system the company allows the perspectives and personal assets of employees to work more effectively to support the company's business strategy.

·         Learn the characteristics of each

Managing employee diversity such as differences in individual characteristics will provide benefits for companies where they can bring diverse thoughts and ideas so that in solving problems various alternative solutions will emerge. So from that the company leader must learn the characteristics of employees in adjusting the work field so that there is a linear relationship between work and employees. Characteristics of course can be an inspiration for companies to face business changes towards the future.

·         Build internal communication properly

Communication in the work environment plays an important role in the level of success of the company. Leaders need to improve communication both in the delivery of information, duties and obligations of employees, the work of employees and greetings between superiors and subordinates.

Diversity in work is an absolute thing for a company, therefore it is necessary to plan and establish a management strategy to overcome problems arising from these differences. After the company knows the problems that arise, the company leader takes action to resolve the problem. Diversity of resources is very influential on business strategy and management of the company, so it should be a top priority for organizational leaders that need to be considered so that the company's performance runs as well as possible

3: Review the Diversity Policy: Discuss how and when you will review your policy and how you will implement recommendations for changes to your policy.

·         Age

There is a lot of research on different characters from different generations: Baby Boomers (1946 - 1964), Generation X, Millennium Generation, and so on. Although some of the categories mentioned above are trivial and trivial, it is true that groups of people who have age differences in them tend to have different mindsets and have very different experiences.

The advantage of diversity is that employees with diverse perspectives are more profitable in making decisions and in innovating for companies

Having employees who have different ages is also a good way in a business. Young employees are more sensitive to technological developments and can see possibilities that generation X might not respond quickly and senior employees expand the scope of business based on experience, including their memories from time to time that "something that becomes big later" can collapse.

Therefore, it is very important to rethink the balance in your business. One of them uses manual methods such as printing advertisements and recruitment if you want to get senior employees, and the latest ways such as online forums and through social media if you want to get young employees. And also make an honest assessment of the work culture in your workplace: is it too difficult for a junior employee to do, or is it too restrictive for senior employees?

·         Race and Tribe

Okay, let's be clear: Race is something that is formed by society, not a valid scientific category. The results of the latest scientific consensus show that racial differences cannot be used to represent the genetic differences of each person. They are a category of people first, less developed times, when we see people who have different sites and match skin characteristics and hair types, often done for the purpose of gaining power from other groups.

However, a lack of basic knowledge does not mean we must reject race as a category. He is a very strong social construction, and he influences people's lives in various forms such as:

•           Life expectancy

• Ability to own a home

• Access to health

• Decision from the justice system

•           and so forth

Ethnicity is often used as a synonym for racial euphemism, but the real definition is different - it places more emphasis on culture than genetics. The way people are identified can be very formulaic, often crossing many categories of skin colour and ethnicity.

How does it all affect you? Well, McKinsey research shows that companies with a diversity of skin colour and ethnicity 35% have financial returns above average.

·         Gender

This is one of the simplest categories. Roughly half the population in this world is women. If a woman does not fill half of your workers, if you need to find out why and take action to achieve a better balance.

However, even countries where the role of women is far more limited, business owners can still make choices to employ women as far as the law permits. And in a country where women are willing and able to join your company, there is absolutely no reason. Gender equality is not only about representation as well. There is nothing to be proud of if your company employs more women, but most of them are in low positions with lower salaries than men.

·         Sexual orientation

A person's sexual orientation refers to:

"Physical, romantic, or emotional interest of a person who lasts a long time against members of a different or equal sex including lesbian, gay, bisexual, and heterosexual"

Does this have an impact on one's performance and impact on company performance?

When people feel safe enough to express their sexual orientation, they become more productive and achieve more in their careers. Tensions from hiding secrets, on the other hand, tend to eliminate their work and make them want to leave the company.

So everything that is socially acceptable is important as a recruiter to recognize that you have a responsibility to create a workplace where everyone feels safe to express their identity. If so, business will definitely benefit as a result.

·         Religion

Religious discrimination at work is a real problem. Does the person have experience with a group of religious or non-religious students.

Results? Resumes made without reference to religion get a better response 20% of recruiters. Those who call the group of Muslim students experience the worst, and other religions are in the middle.

The problem arises in recruitment practices. Does every workplace allow employees who are religiously trained? Can they take time without being punished? Does your dress code allow people to wear clothes that relate to their religion? Are you able to respond firmly to discrimination and abuse?

With so many religions in the world, each with its own practice, it is difficult to accommodate everything. But if so, the results can be obtained:

• Workers tend not to want to find new jobs.

• The employee will more than twice to say that he hopes to work.

• Overall, job satisfaction increases.

·         Defects

Are there workplaces open for disabled people? There are several different dimensions to note here:

First physically, does the workplace have the accommodations needed for people with limited mobility? Are there technologies available that allow disabled people to work, such as telephone headsets or screen readers and other computer software?

However, the second aspect is behaviour, and there is a long way to go. A survey shows that 2 out of 3 people feel uncomfortable talking to disabled people and more than a third of people tend to think disabled people are not as productive as others.

And with the many categories we target, education is the key. Inform the challenges faced by disabled people along with the contributions they can make, and get training for your employees to make sure they do not repeat the pattern of mistaken prejudices and assumptions that prevent many disabled people from doing the work they are able to do.

·         Personality

Since personality tests such as the Myers-Briggs Type Indicator gained popularity in the 1960s, recruiters have become obsessive to test candidates — an estimated more than 50 million people have taken the Myers-Briggs test.

While psychologists have strong opinions about its validity, the principle is heard. Personality is important in business, and getting good will be beneficial.

Having a personality mix is ​​also a challenge, of course. That can lead to conflict. But sometimes new ideas and unexpected things can be formed. This achieves the main argument of diversity in general: Differences can be difficult to handle, but this tends to bring better and more complete results from uniformity and conformity. So combining a little and enjoying the various contributions that each personality can bring. Most likely to make your workplace more fun and interesting too!

·         Socio-Economic Status

Many communities separate class divisions. They are used more frequently in several countries than other countries and are almost everywhere.

People from different socioeconomic backgrounds tend to have different behaviours and views in life. As others form diversity, both become challenges and benefits for business.

Re-review the socio-economic setting of your employees. Are they from the same or different background? Will they challenge or strengthen existing trust? How to reach people from different backgrounds in your next recruitment.

·         Level of Education

This is a difficult one, because qualification is important for many jobs, and often people who are suitable for the job and qualifications must have a certain level of education.

But after seeing many job descriptions where a bachelor's degree is included in the requirements, even though it is not closely related to doing the job. The only requirement required by this job is proficient in PowerPoint but many companies ask for a degree.

Because asking for an unnecessary qualification, it can be to get rid of and get rid of people who might be truly ideal for their work. You also make your work agency not diverse.

 If a qualification is really needed, of course it can be taken care of. But if you use a bachelor's degree or other educational qualifications because you believe and believe that there are university graduates' abilities you will need, it is better to eliminate the education requirements and enter a list of desired abilities.

Eliminating education requirements does not mean that company standards go down. This means being focused and more accurate on what you need, and providing opportunities for people who cannot pursue formal education but can become ideal employees in your company.

·         Life Experience

This is a very general category and is generalized. There is a reason why this falls into the category of diversity in the work environment because the diversity of workplaces is most effective when few know about the category and emphasize the people and enlightenment as well as the point of view they carry.

The nine dimensions above explain the main types of diversity related to business, but what about the different life experiences of employees from the whole work in the company? They can still bring benefits in new ideas and challenge business competition

Traveling makes someone open to experience in the world. However, various experiences can give someone new enlightenment - including experiences that might actually not be included in the CV because they do not look productive, strange or relevant.

When you want to be an employee in a company, there is no need to take the most suitable qualifications or work experience by considering the whole person and what can be produced for the company

Part 2 - Diversity Presentation Policy (Presentation-5-7 minutes)

You work at ABC Coffee Beans, a Sydney-based company, which has grown from 100 employees to 500+ employees in the past two years. All employees come from diverse cultural and linguistic backgrounds.

• The company has more than 80% of documented complaints with the human resources department related to workplace diversity issues.

• It also noted that diversity training was not provided to new employees during their initial induction.

Using PowerPoint is present and explaining the Diversity Policy prepared in Part 1 of this assessment and how it will be promoted throughout the organization. Take feedback from stakeholders and improve policies according to recommendations.