Manage diversity 2 Essay Example
1. Are all relevant key legislations included in the DET policy? (Eg Gender Equality Act)
The DET policy comprised of all the main legislations which include the Gender Equality Act. Moreover, the various documents which are related to the DET policy have indicated the significance of creating equal job opportunities, sex discrimination, racial discrimination, disability discrimination and the gender quality. However, for the case of sex discrimination and the disability discrimination have been given equal weight. In addition, the DET policy has ensured that equal opportunities are provided in the employment sectors without favoring any group of individuals because of various reasons such as their gender, ethnicity, sex or even disability (Van, 683). For instance, the department of education has embraced the necessity of the aspect of diversity in their workforce as a way of improving the education quality they provide.
Furthermore, the DET policy has used the workforce difference to incorporate a broad range of skills, ideas as well as knowledge of the workforce. Importantly, the policy also makes sure that the staff members are elected to their positions according to their merit in order to provide people with equitable access to the job opportunities. In addition, the DET policy has facilitated professional improvement as well as the participation of people in the workplaces.
2. Identify where in the existing Policy the principles of diversity are evident.
The diversity principles were highly recognized in all the various aspects of the DET policy. Moreover, these principles usually provide a clear definition of the term diversity as used in the policy. The term diversity simply means the creation of equal opportunities for employment in a given workplace. Some of the groups which should be provided with equal job opportunities include; the disabled people, ethnic groups, minority groups, women and also the religious groups (Van, 685). In addition, the main objective of the aspect of diversity in a workplace is actually to ensure that employees who have different backgrounds, educational levels, skills and also experience provide their contribution to the organization. Therefore, it is quite necessary to create awareness in an organization about the importance of managing the workforce diversity successfully.
Besides, through the establishment of the workforce diversity plan, people would clearly understand the exact meaning of the DET policy as well as its significance. Also, the diversity plan motivates every individual to take part in the proper implementation of the DET policy (Van, 688). However, in the process of managing the aspect of diversity, its advantages should be fully maximized whereas its disadvantages should be minimized in various organizations.
3. Are the strategies and measures of success in the implementation documents relevant to the objectives of the policy?
Both the evaluation plan and the aspect of monitoring the DET policy have been clearly outlined in the workforce diversity plan, and both of them are quite relevant to the policy objectives. For instance, it has been clearly stated that the general manager who is in charge of the Human Resources shall be the head of the initiative and therefore should take the required measures to make sure that, the DET policy has been strictly followed. Moreover, apart from the general managers, the senior officers such as the supervisors in an organization are also instructed to motivate the employees in doing their duties. In addition, the management of all working organizations is usually required to promote, monitor and also make a report concerning the progress of their organization.
Furthermore, the diversity policy of the workforce also establishes a framework for an organization to obtain a diverse workforce which reflects the employees` diversity, thus making the working organizations deliver high-quality services. Also, the diversity policy improves the culture of the employees in the workplaces thus fostering organizational practices which are of great importance to the staff members (Van, 690). The workforce diversity policy assists various organizations in developing their employment opportunities as well as improving the career opportunities for the individuals who are not represented in particular programs of the workforce. Moreover, through the diversity plan of the workforce, the management of various working organizations are able to establish a working environment which values the contributions of workers who have different skills and also experiences. In addition, the diversity policy makes employees to become aware of their responsibilities with respect to various aspects related to diversity.
4. Review DET Annual Report for statistical data to identify trends for diversity and EEO issues. (http://www.dec.nsw.gov.au/about-us/how-we-operate/ annual-reports)
According to the annual report concerning the DET policy, there are almost 225,300 Aboriginals who are living in the NSW which is a third of its total population. Moreover, the NSW has got a high number of Aboriginals as compared to the other territories and therefore the population of the Aboriginals is expected to rise to 282,900 by the year 2026. However, around 90,000 students who are admitted to the NSW public school usually get a lot of support for their learning since they are disabled. In addition, the program budgets for the schools to provide their support to the disabled students in order to enable them access education have rapidly increased in the recent years. Therefore, in order to make sure that equal opportunities are provided to the students who have disabilities, the disabled students are usually exempted from paying fees in the school.
Moreover, in the year 2015, the annual report made about the DET policy revealed that 3.6% of the total employees in various working organizations was the Aboriginals. Therefore, this was a clear indication that the provision of employment opportunities to the people who were disabled had decreased by 0.7%. In general, in accordance with the distribution trends of the EEO groups, the trend has remained similar between the year 2011 and the year 2015. However, in the year 2012, the annual report outlined how the DET policy has been successful in its performance.
5. Make recommendations for improvement of the policy.
Even though the DET policy comprised of all the major legislation, according to my perspective a lot of emphases should be laid on the discrimination act for people with disability. I would also like to recommend about the addition of various strategies that are related to the implementation of the DET policy in order to assist in the identification of the peoples` responsibilities (Van, 689). Also, various initiatives should be introduced to the DET policy in order to boost healthy diverse workforce. Moreover, proper distribution of information concerning the policy should be made much stronger in order to obtain better results within a short period.
• Equal Employment Opportunity Act
This act provides equal accessibility to all people attaining employment opportunities, and its main aim is to make sure that, there is an aspect of fairness in workplaces. Moreover, the act is of great benefit to the people looking for job opportunities and also to all employees in a given workplace. In addition, the employment opportunity act was enacted in order to provide protection to the employees against discrimination in the workplaces based on gender, race or even religion. Some of the discrimination actions that this act protects employees from include; unfair promotions, firing of workers without a good reason and also the unfair hiring of employees.
• Gender Equality Act
Gender equality refers to the state of having an equal accessibility to various opportunities despite the aspect of gender. Moreover, this gender equality can be attained through the creation of gender equity and also gender neutrality. However, the aspect of gender equality is usually a concept which is developed by the human beings, whereby both women and men are always free to make their choices without being limited by any prejudice (Van, 680). Also, the gender equality usually calls for equal consideration of the needs of both men and women. However, this does not mean that all human beings are the same, but it means that their opportunities should not depend on their gender.
• Racial Discrimination Act
This Act was enacted in order to prevent any racial discrimination in the workplaces and also in the provision of employment opportunities. Moreover, the discrimination act usually makes any kind of discrimination that is based on race various contexts to be illegal. Also, the Racial Discrimination Act creates awareness among the people concerning the issue of racism. In addition, for the case of racial discrimination in a workplace employees are usually treated unfairly depending on their ethnic origin or even race (Van, 688). Some of the areas in which racial discrimination can be witnessed include; employment sector, land issues, provision of services and also in accessing various facilities such as government offices.
• Sex Discrimination Act
This act usually prohibits any discrimination which is based on sex or even marital status in the public areas of life. Some of these public areas are the employment sector, health sector and also the education sector among the others. The main aim of this act is to eliminate any discrimination made against the women. Moreover, the Sex Discrimination Act always works closely with the Labor Organization in dealing with various issues of workers. In addition, the Act protects women from being the victims of the domestic violence. Above all, the Sex Discrimination Act also establishes recognition of the equality principle of the human beings.
Van Ewijk, Anne R. «Diversity and diversity policy: diving into fundamental differences.» Journal of Organizational Change Management 24.5 (2011): 680-694.
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