Equality and Diversity Policy of an Organization - Essay Example

Equality and Diversity Policy of an Organization Introduction At the United Kingdom, every organization is committed to promoting equality, value diversity and creates an all-inclusive environment. It is both for their clients, as well as their employees in their policy (Gardenschwartz & Rowe 1998). They are increasingly embracing diverse environments at local and also international level. However, this can be noticed by their clients, customers, workforce, suppliers, suppliers, partners, and communities. The environment of business is very competitive, and for an organization to be successful, performances and employees engagement is a key factor. Therefore, this paper attempts to evaluate the key features of the equality and diversity of an organization. The organization, to be examined critically, is UK Oxford shire. The paper would examine the challenges in which the organization experience in operationalizing its policy and approaches which could be taken to ensure effective implementation. Age UK Oxfordshire is an organization that is promoting the well-being of old persons and is working to make later life most enjoyable and fulfilling experiences. They understand that all people are individual with diverse preferences, abilities, and needs. The organization is aiming to reflect diversity and equality in everything it undertakes (Association of University Administrators 2005). They make their services accessible and inclusive to old persons from all sections of the community, retaining and attracting diverse employees. Age UK Oxfordshire believes that inequality violates human dignity and should face active resistance(Cornelius 2002). Diversity means variety, difference, and multiplicity. It means an approach to tackling an inequality that stems from forms of inequity because of impairments, age, in addition to domestic situations, tribal or national origin, and sex. In addition, they want equality regardless of nationality, race, religion or belief, political affiliation, sexual orientation and trade union membership (McDougall 1996). Age UK Oxford shire is aiming at treating people in a fairly manner, dignity and with respect. The organization cannot give room any form of victimization, harassment and discrimination. Their aim is to value differences in a positive manner. Age UK Oxford Shire has the opinion that, in order to be the best place of working and effective, they require harnessing attributes, experiences, and contributions. The organization prioritizes equality as their mainstream part of the work. They make sure that their policies, practices and plans embrace equality targets and objectives appropriately. Age UK Oxford shire organization is committed to doing something visible and practical publicly about Diversity and Equality (Dickens & Hall 2006). The features of equality and diversity, which the organization is attempting to address, are comprehensively discussed as follows: Age Discrimination based on age can be encountered by anyone both old and the young ones. For instance, in an interview panel, the interviewers can make assumptions that those candidates, who are old, are unlikely to learn new skills and uncommitted to an organization. The organization, therefore, consider that as a failure of the members of the panel because they did not consider experience and personal skills as well as characteristics (Gordon & Pantazis 1997). Disability The disability social model organization situates disability within the attitudes that are negative and physical barriers in the community rather than an individual disability. In the medical model, disabled people are observed as the problem. The organization is seeking to change and adapt to circumstances without suggestion that the community need to change. Therefore, it is avoiding characterizing persons who are disabled as a group that is victimized (Jewson &Mason 1993). They consider useful in using positive images of disabled persons in case studies so that it can in illustrate disability as incidental to the activities being undertaken by the organization. They offer consideration in the disabled person's needs when designing material that are written. When they produce texts that are typed, shape and size is o considered to ensure that the majority of readers can see it clearly without being assisted (Colebatch 2002). These would assist those with dyslexia or visual loss to read the texts because small and elaborated fonts are complicated to read. The Age UK Oxfordshire prefers high contrast texts and images with uncluttered backgrounds because they are excellent. They also, attempt to avoid texts that are superimposed on images. Glossy paper and the coloured print also make reading more difficult for everyone. In addition, written materials requested are available in alternative formats such as on disk. Finally, they enhance equality to disabled persons by ensuring that materials are accessible to the technologies used by some disabled people and are in conformity with the good practice guidelines for disabled people (Johns 2006). Gender The language of the English has traditionally tended to make assumption that the world to be male unless specified otherwise. Therefore, the Age UK Oxford shire sensitizes ways in which the use of sex-neutral terms can actively enhance equality. Applying him to refer to an unspecified person is now considered unacceptable. It is preferred to use (s) he, she/he or‘s/he or he or she and vice versa. There is use of gender-neutral language; female gender is also always described to in terms of the title granted by their marital status – ‘Miss' or ‘Mrs.’. If woman marital status is unknown, it is often safer to use the title ‘Ms.', which cannot often be their preferred title, but will not be inaccurate. Approximately half of the people, who are employed and get payment in Britain, are women, and a minority of households now takes the form of a traditional nuclear family (Cockburn 1991). It has become for the organization to reflect this in teaching materials and case studies, and they considered showing female gender in hobbies, jobs and roles that in the tradition are ascribed to men and vice versa. Using of partner instead of spouse routinely, has been encouraged to avoid assuming that everyone is a part of a traditional family or heterosexual couples. Sex has been associated traditionally with the words for certain roles for instance, chairman, housewife and foreman. The test has always been, to answers for yourself if you would describe someone of the opposite sex in the same way. Therefore, using the word chairwoman or chairman in advertisement of a post on a board or committee is not advisable within the organization(Bagilhole 1997). Race and Ethnicity Ethnicity or cultural classification is always self-defined, and one person opinion can be different from one another. There is consideration of race and ethnicity within Age UK Oxford shire. The sense of identity is derived from shared cultural characteristics such as religion, language, geographical location or history. Every person belongs to a certain ethnic group and has a race, whether they are in the minority or majority (Cook 1978). The word ethnic in description of a person racial origin is, therefore, meaningless. Minority ethnic refers to those groups of people other than the white British majority. The term black people refer to African-Caribbean, African American people or Black British, African. There is divisive opinion among British Asians about whether they are considering themselves as black and for this group the term is considered a matter of self-definition (Edwards 1995). Asian and South Asian in the Age UK Oxfordshire are used to refer to people from Pakistan, India, British Asian descendants and Bangladesh. South East Asian included people and their descendants from the Far East. Religion and Belief The organization ensures that respect of people’s religious beliefs is made aware. They ensure that some terms, which offend, are known for instance, the most commonly used terms, which is not appropriate in the United Kingdom, tend to refer to Christianity. Therefore, they ensure that there is respect and sensitivity to the way in which they refer to the customs and religious beliefs of all faithful’s (Dickens, Mitchell & Creegan 2009). Sexual Orientation The dominant societal bias towards heterosexual lifestyles fostered assumptions that attracting people of the opposite sex is a different orientation towards people of the same sex, is a norm, and is, therefore, unacceptable to the organization. The organization ensures that there is equal membership of society gay men and lesbians by be describing them in terms that do not demean them, imply deviance or sensationalize their lives. There is avoiding any misunderstanding, and most people stick to using the terms bisexual, gay or lesbian, gay or bisexual. Care is needed, however, among these groups of people. Some female gender, for instance, can refer themselves as gay women instead of lesbians (Dickens, Mitchell &Creegan, 2009). Transgender Trans is an inclusive terminology for all those who identify themselves as transvestite, transgender, or transsexual. The word Trans is used without offense to cover people undergoing gender transition. They are people who are identified as those with a gender that are different from that in which they were born. In addition, those who may have made a decision not to go through medication and people who choose to dress in the clothing’s that are worn by the other sex. The organization considers all these group of people. Challenges in Operationalisation of the Policy There are extreme factors that have affected the operationalisation of equality and diversity policy in the organization. The social and legal structures put in place are deliberately utilised to create inequality. Jewson and Mason (1986) argued that at times those who are responsible for equality of opportunity at the ground level deliberately conflate policy-oriented models. They do so to confuse opponents, and the organization believes that the challenges are much bigger than this. The 1998 guidelines for member states of EU refers to mainstreaming of gender equality issues into all four pillars for action of raised entrepreneurship, equal opportunity, adaptability and employment (Booth and Bennett 2002). However, the concept of mainstreaming is extremely problematic. For instance, gender specific issues around poverty, prostitutions, and abuse has proved impossible to address with mainstreaming. The focused equal treatment further denies the oppression of certain groups (Young 2000). In addition, mainstreaming at the organizational level has been interpreted in the wrong way. The organization agenda of mainstreaming has been noticed in the development of a parallel project which is often known as diversity. On one side, it is a free-standing policy objective, where greater diversity is something to be celebrated and pursued. On the other level, it has formed the core of a policy agenda referred to as ‘man aging diversity' (Kandola et al. 1995). However, managing diversity has impacted positively on some companies, in practical reality; it has yet to displace equality opportunity practice, thinking, and language. In reality, diversity, as a principle is conceptually at difference with the policy of mainstreaming, despite its inclusive language (Dickens 1994). Despite the fight against discrimination, indirect discriminations have taken place when a condition or requirement has the effect of discriminating unjustifiably and unfairly between another group and individuals. This happens quite unintentionally. For instance, asking for a degree as essential criteria for a position. In most cases, a degree or master degree may not be necessary to the specific needs of a post. It also covers action, both unintentional and intentional, which result in harassment or abuse of a group of service users or service user, group of employees or an employee, a volunteer or group of volunteers. There are a number of problems with conceptualizing discrimination in this way within the organization. This has ever investigations of the ‘‘racially'' motivated murder of Stephen Lawrence in much other organization as well. For many, so year’s most have claimed that discrimination is not just about individual actions and prejudices, it is also about systemic processes (Carmichael and Hamilton 1967). Hence, the concepts of institutionalized form of discrimination have taken centre stage. A Genuine Occupational Requirement (GOR) requires that a job vacancy offered to be restricted to applications from a particular group. For instance, including situations where physical authenticity is required. For example, prison guards, in a single sex prison actors in a play, or where tradition and local custom need to be adhered to. However, it has become rare for Age UK Oxford shire organization to be able to justify and stipulate a Genuine Occupational Requirement. Moreover, there is no liaising with the personnel manager and no consideration of including of a Genuine Occupational Requirement in the vacancy details. Some of the staff members have asserted their rights under Age UK Oxford shire equal opportunities policy and this translate to continued harassments and victimisation. This means treatment of a person in an unfavourable manner or helping someone else to do so, or because they intend to take such action. However, victimisation provisions do not apply to anyone who has made false or malicious allegations. This is a behaviour that is not wanted and is offensive to the recipient and has often become discriminatory in nature. Approaches that could be taken to ensure Effective Implementation of the Policy Raising awareness within the organization what diverse groups needs can be among the best strategy. The organization needs to create a Diversity Centre of Expertise within the Human Resources so that it can examine issues regarding equality that might be affecting the client groups and staff. However, this would give a high visibility so the organization can drive forward culture change in a better way (Holman 1994). The diversity Centre is required to corporate with Human Resource partners who shall very work closely with managers in the operational businesses to deliver the diversity agenda. The organization also need to negotiate and consults with the trade unions that are recognised by the equality and diversity committee (McDougall 1996). The organization should work with the aim of having a workforce that positively have representation of the local community. They need to promote the empowerment of lesbians, bisexual, gays, and transgender people in the workplace. It should be the key initiative within the organization. The organization’s efforts to be inclusive completely would significantly assist in the creation of a workforce that is dynamic as well as opening up new markets. They have to create a more open and hospitable environment to accommodate all gender identity, sexual orientations and expression (McDougall 1996). The organization should work towards eliminating all barriers that include organizational, procedural and physical. It could obstruct and prevent minority groups from fully benefitting or participating from the work of Age UK Oxford shire. They should steer groups within each of its operational businesses. In addition, it should have a system of senior management to represent every diversity strand within the company. Age UK Oxfordshire should be reviewing their procedures and policies periodically to make sure that they reflect legislation that are relevant adequately. Annual review of policy would be perfect, and it would need to be making public results in their annual review (Cavanagh 2002). The organization also needs to produce a Diversity Action Plan that would detail the specific measures that Age UK Oxford shire takes to monitor and implement their policy. However, this also requires to be renewed on an annual basis. Moreover, a range of the main performance indicators should be used in assessing progress on sexual orientation equality work with clients and employees. During recruitment procedures, they need to keep reviewing employment terms and conditions to make sure that they effectively reflect their policy. All job posts need to have a description of the job and specifications of the person they require. The specification should have desirable and essential skills, experience and qualifications for each post. Person specifications would have detailed specific positions (Dickens & Hall 2006). All those, who apply for positions, are treated on merit strictly. The organization needs to examine the need to encourage recruitment of staff from diverse groups. It looks at their activities and services to ensure that they reflect the requirements of groups of people facing disadvantage (Dickens 2007). The organization should ensure that no member of volunteer, trustee, staff, or the users of their services are not, whatsoever, experience or exposed to any discrimination (Edwards & Batley 1978). As with previous equality legislation, the Act of Equality allows Age UK Oxfordshire to take positive action. Only if they thought that job applicants or employees who share common protected characteristic suffered demerits connected to that personality, or if their participation in an activity is disproportionate minimum. The Act 2010 of Equality from the month of April 2011 allows the organization to consider protected characteristic when deciding who to promote or recruit. Therefore, these are the resources that the organization can exploit to ensure that they stick to their equality and diversity policy. Conclusion In conclusion, Age Oxford shire organization has proven to be among the companies that attempt to promote equality and diversity among their employees and clients, both at local and international level (Kaler 2001). They understand the market is extremely competitive, and they sort strategies to overcome the challenges in order to succeed. Ensuring effective diversity and equality is one of the strategies. 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