Promoting equality and diversity best practices in the workplace is becoming an increasingly essential aspect for all businesses.
Although establishing effective policies often requires a business to outsource professional expertise, it can have huge benefits to the company in the long term.
This article provides an overview of the steps which should be taken by companies looking to implement such policies.
Diversity amongst the workforce is something which affects all businesses.
Naturally employees vary in characteristics and social background.
It is becoming increasingly important for companies to accommodate these differences and treat all employees equally.
Employees who feel they are understood and valued by a company will be more productive and less likely to leave.
To help companies implement effective policies they require specific information from employees.
Information will be required for gender, race, disability and age.
Further data regarding sexual orientation, gender identity, religion and belief may also be required.
By making it clear to employees that the information obtained from them is to enable an equality and diversity policy to be compiled, they should be willing to comply.
For new recruits the information can be obtained from the application form which could have a detachable section containing this specific information, that way it can be excluded from the selection process.
Once the information has been obtained from employees it should be compared and analysed against the social make-up of the local community, other groups of employees within the company (if applicable) and on a broader scale the national labour force.
The next step is to create an equality and diversity policy specific to that company which will inform employees of what sort of behaviour is expected from them and acceptable forms of conduct.
The policy should also outline the benefits of equality and diversity in the workplace.
However, for the policy to be successful employees and managers will require training and the effectiveness of the policy will need to be monitored.
A certain amount of flexibility in the policy will be required, for example employers will need to be aware that some employees may require holiday to attend certain religious festivals.
Employers also need to be aware that alterations may need to be made to the work premises to enable employees with disabilities to access all the facilities.
The benefits of having an equality and diversity policy in place to employees and the company are significant.
By putting such policies in place and providing the necessary training, employees will become more socially aware of their colleagues, reducing any prejudices there may have been and creating a united workforce.
A company which manages equality and diversity policies effectively will be looked upon in a positive way by other companies and future employees.
This could result in new business partnerships and opens vacant job positions up to a broader spectrum of skilled labour.
With a more productive and skilled workforce and the ability to provide a better service to a wider market, the company will become more successful.
Although establishing effective policies often requires a business to outsource professional expertise, it can have huge benefits to the company in the long term.
This article provides an overview of the steps which should be taken by companies looking to implement such policies.
Diversity amongst the workforce is something which affects all businesses.
Naturally employees vary in characteristics and social background.
It is becoming increasingly important for companies to accommodate these differences and treat all employees equally.
Employees who feel they are understood and valued by a company will be more productive and less likely to leave.
To help companies implement effective policies they require specific information from employees.
Information will be required for gender, race, disability and age.
Further data regarding sexual orientation, gender identity, religion and belief may also be required.
By making it clear to employees that the information obtained from them is to enable an equality and diversity policy to be compiled, they should be willing to comply.
For new recruits the information can be obtained from the application form which could have a detachable section containing this specific information, that way it can be excluded from the selection process.
Once the information has been obtained from employees it should be compared and analysed against the social make-up of the local community, other groups of employees within the company (if applicable) and on a broader scale the national labour force.
The next step is to create an equality and diversity policy specific to that company which will inform employees of what sort of behaviour is expected from them and acceptable forms of conduct.
The policy should also outline the benefits of equality and diversity in the workplace.
However, for the policy to be successful employees and managers will require training and the effectiveness of the policy will need to be monitored.
A certain amount of flexibility in the policy will be required, for example employers will need to be aware that some employees may require holiday to attend certain religious festivals.
Employers also need to be aware that alterations may need to be made to the work premises to enable employees with disabilities to access all the facilities.
The benefits of having an equality and diversity policy in place to employees and the company are significant.
By putting such policies in place and providing the necessary training, employees will become more socially aware of their colleagues, reducing any prejudices there may have been and creating a united workforce.
A company which manages equality and diversity policies effectively will be looked upon in a positive way by other companies and future employees.
This could result in new business partnerships and opens vacant job positions up to a broader spectrum of skilled labour.
With a more productive and skilled workforce and the ability to provide a better service to a wider market, the company will become more successful.
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