Legislation- Legislation is the kind of law that protects the employees in the workplace area. Any kind of legislation is effective when the following legislation is supported by the enforcement of governments.
Policy- The meaning of the policy is that it is a bunch of laws and regulations and also the details of the action of higher authorities of a particular institution. The decision regarding the policies are may be reflected in some resources of the allocations. They guarantee that all individuals are treated equally and legally and that any work-affiliated training is taken out in a safe and proficient manner (Graham et al. 2019). These policy papers provide clear procedures for how a role should be performed and help assure that workers are completing the benchmarks and anticipations of their role.
Codes of practice- A code of practice is a registered guideline which is issued by experienced associations. The following guidelines are not carrying the legislation of the same forces. The lawmaking delivers the lawful conditions that must be attached to, while policies and “codes of practice” provide the criteria and anticipations for how these conditions should be enforced (Trianaet al. 2021).
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“Legislation, policies and codes of practice” apply and impact a work role by delivering a framework of policies that must be observed to provide legal and moral practice. “The Human Rights Act of 1998” also states that every individual has the liberty to stretch from bias on the bottom of disability. The Act describes a disabled individual as a person with a physical impairment that has a noteworthy and it makes an effective basis on long-term that will be carried to regular daily activities (Triana et al. 2021). In my workplace, every employee is treated equally, no diversity in my work area.
The environment of the workplace area makes a major impact on every employee in that workplace. There are also some types of external factors that can be affected both “positively and negatively” by every individual. The external factors are the cleanliness of the workplace area. Problems regarding the lighting issue in the workplace area have directly impacted the employees (Heller, 2020). I face some issues with the lighting in my workplace; It makes an impact on my daily work. One of the major issues is the temperature of the workplace area if the workplace area’s temperature is in a thermal comfort zone. Then the employees of that workplace are wearing normal clothes they should not feel either overly cold or overly warm.
2.1 Define each of the following
Diversity- The meaning of diversity is make differentiate between the employees in the workplace area (Kim et al. 2020). These differentiate between various types like the different gender or the size of shoes or the color of hair.
Equality- Equality meaning is the equal right of every individual in a similar position and also every individual has received the same types of treatment.
Inclusion- Inclusion is the type of policy that provides the same equal rights of access. This access is ables all types of human beings no one will be marginalized (Köllen, 2021).
Discrimination- The meaning of discrimination is the prejudicial treatment of different categories of people (McMahon, 2010). The act, “The Equality Act 2010” saves every individual from discrimination in the workplace area.
Unconscious Bias- Unconscious bias is the term that people hold without their awareness and no one is able to control the Unconscious bias. It affected every individual's brain to make any kind of quick judgement.
Protected Characteristics- “The equality Act, 2023”, states types of nine characteristics that will be called protected characteristics (Roberson, 2019). Those characteristics are shown that there is still discrimination in the workplace areas.
Human rights- Meaning of Human rights are the basic rights of every individual in the world. These human rights are applied from birth until death. Every workplace or kind of institution are strictly following the rules and regulations of this Act. Every employee can take legal action if the workplace does not obtain the rules of the act.
Inclusive practices and cultures promote the principles of “equality, diversity, inclusion and human rights” by making an environment where all people are respected and treasured, nonetheless of their distinctions. This type of exercise boosts an unbiased and inclusive civilization where every individual is unrestrained to describe themselves and their own distinctive individuality. Inclusive practices and cultures also foster an environment of mutual knowledge, consideration and approval for all people, however of their ethnicity, gender, age, capacity, belief or any other feature (Palumbo and Manna, 2020). However, inclusive practices and cultures seek to guarantee that everyone has entrance to the same possibilities and help, including “schooling, occupation, healthcare and social services”. These procedures are vital for assembling a safe, fair and inclusive community for everyone. Inclusive practice sustains diversity by managing the various ways in which every individual learns and communicates. Providers of usefulness, such as schemes like the scheme of housing and scheme of employment.
2.3 Promotion of equalities
Answers:-
Promoting “equality, diversity, and inclusion”, as well as human rights, can lead to improved outcomes for every individual by ensuring that everyone is treated fairly and given equal opportunities (Syed and Ozbilgin, 2019). This promotion can lead to a more optimistic and accepting work environment, where every employee feels supported and revered, and can achieve their full possibility. All employees are given equal access to the organization's resources such as the different kinds of education and the employee's healthcare. Doing these types of promotions helps every employee to better their outcomes. When the employees are free to describe themselves and be authentically themselves, it can guide to improve their satisfaction level with the job of the employee, enhance job performance, and general well-being (Tamunomiebi and John-Eke, 2020). Eventually, when human rights are appreciated and supported, it can lead to a more relaxed and just community. Another significance of considering diversity in the workplace it helps to improve the reputation of the following brand.
2.4 Organization promotes equality
Answer:-
Organizations may promote equality, diversity, inclusion, and human rights in different kind of ways like:-
The higher authority of the organization may develop and implement the new policies. By implementing the new policies they are able to ensure the employees that there are equality and fairness for all the employees in the workplace. All employees in that workplace including the mangers and the leaders are treated in the same way (Triana et al. 2021). The authority may provide activity and instruction on issues related to “diversity, inclusion, and human rights”. However, all the employees of the workplace are able to know the details of the issues, and then it becomes easy to promote diversification. Another thing the higher authority of the organizations can do encouraging open communication and make an environment where workers feel relaxed representing their ideas and thoughts. It is important to fostering every employee to experience diversity-attentive exercises and industries. Furthermore, launching an assortment and inclusion board or commission is to assure that all representatives are heard and appreciated. No one’s value will be neglected in my workplace area (Tan, 2019). It is also important to assure that all recruitment and hiring techniques are compatible with the community dedicated to “diversity, inclusion, and human rights”. In my workplace area, I try to subsidizing and honoring diversity in the workplace via events, schedules, and actions. Those ways the organization are able to promote “diversity, inclusion, and human rights”. It is important to identify and rewarding employers who reveal a commitment to multiplicity and inclusion. Doing these types of sessions other employers will feel encouraged to reveal against diversity. Endowing and advertising organizations and industries that work to promote “equality, diversity, and human rights”
2.5 Reflection on own role
Answer:-
My own role in promoting equality and diversity in the workplace area is to support the teamwork of every employee. If any learners mistook any work then it's my duty to guide the new learners on the right path. Caring for every individual and accessing every type of support of the following employee. Always give extra care to the unconscious bias in the workplace area. If every employee in the workplace area is communicated about how to manage those unconscious biases and experiences then the team unity of every employee will be improved. Pay equity is one of the major issues in any kind of work area. In my workplace area, there is no pay diversity exists.
3.1 Describe the effect
Answer:-
Discrimination in a workplace or other places can lead to a stressful environment which can affect mental health. However, suffering from discrimination can be harmful to a person and can affect their personal and professional life. Accordingly, discrimination can come from colleagues, managers, or any higher authority on the basis of their working performance. However, this kind of reaction from an employer can demotivate employees which can affect their productivity (Graham et al. 2019). Besides that, a company also can be hampered by this kind of demotivating employee, which can decrease the company’s position, also reputation. Along with that a company that has this kind of working nature or environment can fall a negative impact on the company's reputation in the market which can affect its business growth.
3.2 Give examples
Answer:-
In a workplace unconscious bias, many time shown in the nature of the selection of candidates. As an example, it can be said that when a recruiter selects a candidate not on the basis of their qualification and experience and judged on their gender. However, this can affect the candidate's mind, which also affects the company’s business reputation in the market. Accordingly when a company does not prioritize a candidate'squalification, then there is chance that the company selects a candidate who is not perfect for the company’s working role.
3.3 Describe how to respond and challenge discriminations
Answer:-
Discrimination in a workplace is an injustice activity that needs to be handled in an effective way to eliminate it permanently for a better working environment. However, when this kind of situation can be faced by a person they should report it to the higher authority of the company. Accordingly, there are many laws that were made to look after discrimination matters in society (Graham et al. 2019), and the person should also take legal action against that. Moreover, if the situation can be solved by communicating among them, then the person can try to handle this. However, without suffering from this kind of situation for a long period, a person should take necessary action to prompt a positives in the workplace.
3.4 Discriminatory and exclusive behavior to be reported
Answer:-
Workplace discrimination actions may have different kinds of reported forms. The first step of reporting discrimination is telling the employer about the all details of the following incident. Various types of companies have their own protocols for the discrimination of employees. If there is no higher authority present so then the employee can go directly to the “employment rights law”. Another method of reporting discrimination that keeps a note of the details of the incidents. It also required mentioning the exact time, the exact date and also the details of what the other employers doing at that time. The employee can take photos of the incidents to note down the discrimination
4.3 Reflect and make improvement
Answer:-
Every workplace area needs equality on the workplace. For improving workplace equality, I should not treat any other employee in an unfair manner. I should join the training steps of the new employees of the workplace. Helps the manager to raise the issues and gives some effective suggestions to the managers that should stop the diversity of the workplace area. If every employee in the workplace is doing this type of activity then in near future there are no more diversity and discrimination in my work area. My own role in advancing equality and assortment in the workplace area is to keep supporting the teamwork of every employee in the workplace. If any new job holder does a mistake in any work then it's my duty to guide the new trainees on the right path. Watching for every person and accessing every type of approval of the following employee.
References
Graham, K.M., McMahon, B.T., Kim, J.H., Simpson, P. and McMahon, M.C., 2019. Patterns of workplace discrimination across broad categories of disability. Rehabilitation psychology, 64(2), p.194.
Heller, M., 2020. Code-switching and the politics of language. In The bilingualism reader (pp. 163-176). Routledge.
Kim, G., Kim, J., Lee, S.K., Sim, J., Kim, Y., Yun, B.Y. and Yoon, J.H., 2020. Multidimensional gender discrimination in workplace and depressive symptoms. Plos one, 15(7), p.e0234415.
Köllen, T., 2021. Diversity management: A critical review and agenda for the future. Journal of Management Inquiry, 30(3), pp.259-272.
McMahon, A.M., 2010. Does workplace diversity matter? A survey of empirical studies on diversity and firm performance, 2000-09. Journal of Diversity Management (JDM), 5(2).
Palumbo, R. and Manna, R., 2020, February. A portrait of workplace discrimination in Italy: empirical evidence from a nationwide survey. In Evidence-based HRM: A Global Forum for Empirical Scholarship (Vol. 8, No. 1, pp. 92-112). Emerald Publishing Limited.
Roberson, Q.M., 2019. Diversity in the workplace: A review, synthesis, and future research agenda. Annual Review of Organizational Psychology and Organizational Behavior, 6, pp.69-88.
Salter, N.P. and Migliaccio, L., 2019. Allyship as a diversity and inclusion tool in the workplace. Diversity within Diversity Management.
Syed, J. and Ozbilgin, M., 2019. Managing diversity and inclusion: An international perspective. Sage.
Tamunomiebi, M.D. and John-Eke, E.C., 2020. Workplace Diversity: Emerging Issues in Contemporary. International Journal of Academic Research in Business and Social Sciences, 10(2), pp.255-265.
Tan, T.Q., 2019. Principles of inclusion, diversity, access, and equity. The Journal of infectious diseases, 220(Supplement_2), pp.S30-S32.
Triana, M.D.C., Gu, P., Chapa, O., Richard, O. and Colella, A., 2021. Sixty years of discrimination and diversity research in human resource management: A review with suggestions for future research directions. Human Resource Management, 60(1), pp.145-204.
