Fostering a Positive Workplace Culture.
Assessment Outcomes –
1.1. Identify two positive ways in which individual difference and diversity in the workforce could be recognised and respected.
1.2. Identify the impact these differences between individuals could have on working together.
2.1. Outline own responsibilities and those of an employer in relation to equality.
2.2. Outline at least 2 key principles of inclusion to promote equality in the workplace
3.1. Give an example of a scenario illustrating discrimination at work and an approach to challenging it.
It’s important to ensure that employers foster a positive workplace culture that is free of harassment, bullying and discrimination.
It can expose an employer business to direct liability, where the employer cannot show that they (the employer) took reasonable steps to prevent that discrimination from happening.
Steps
Recruiting and retention are the cornerstones of any workplace diversity strategy. Companies that emphasize a culture of inclusion can draw a wide-ranging assortment of candidates. Once an organization creates this mix, the next initiative is to keep employees from leaving by offering benefits that appeal to diverse workers.
An employer might allow time off for religious holidays that aren’t listed on the company’s holiday calendar.
An organisation might introduce lactation suites for nursing mothers or training for anyone learning English as a second language. Mentoring opportunities and open employee forums often are part of this overall process of building and maintaining a diverse environment.
Actions
An effective way to promote workplace diversity is through ongoing and candid communication between leaders and employees. Workers need to hear how diversity strengthens their company. Likewise, managers need to listen to employees who feel alienated. These messages should be repeated through newsletter articles, blog postings, CEO speeches, and annual meetings.
Announcements of employee promotions should contain specifics about individual achievements so that workers can better understand the decisions. The top management has to visibly support progress toward an inclusive environment by attending meetings, answering questions, and allowing employees to openly voice any frustrations.