Social Action Report Essay Example

SOCIAL ACTION REPORT

Social Action Report

The Objectives is: To provide support system (To make a reporting system, encourage employee report other employees who racial discrimination others).
The issue is: Racial discrimination in the workplace2.0 OBJECTIVES OF THE ACTION PLAN

What is the objective?

To offer support system that would help reduce discrimination at the place of work.Why is objective important towards solving the social issue?

The objective will help develop as well as deliver direct participation, which is crucial for reducing barriers between workers from different cultural backgrounds. Besides that, the objective will improve positive attitudes as well as offer accurate intercultural information.What do you want to achieve through this objective?

Through this objective I intend to increase personal accountability, help workers acknowledge incompatible beliefs, promote positive social normal and break down barriers between groups. Besides that, the objective would enable me to increase organisational accountability, improve empathy, and raise people’s awareness with regard to their own behaviours, attitudes and beliefs.

Short-term or long-term objective

The objective is short term because it will be implemented within 6 months and it would delivers actions that would promote positives behaviours and attitudes towards culturally-diverse employees with the aim of reducing racial discrimination.

Strategic, tactical or operational objective

3.0 OBJECTIVE 1
3.1 Action step: Diversity Training
strategic objectives to tactical objectives. It will outline conditions, milestones for success and describe how the strategic plan would be implemented during the operational period. The operation objective will address four factors: where the organisation is now, where it plans to be, how to get there, and ways to measure progress. it links theThe objective is operational because

What is the action?

Employers should offer training to employees with regard to unfair employment laws and practices that forbid harassment and discrimination in the place of work. Training should be mandatory since it would enable the employees to understand that racial discrimination is prohibited actions that have serious consequences.

Why is this action important towards achieving the objective?

Training enables employees to understand the value of equal opportunity policies at their place of work. It allows employees to understand the policy and make sure that it operates effectively in practice.

Short-term / long-term action

The action is short-term because it will be implemented within one year in order to make sure awareness and understanding have been raised amongst the employees.

Is the action strategic, tactical or operational? And why?

What is the outcome?3.1.1. Outcome:

The action is tactic because it is a short-term action that emphasise on the current policies in different parts of the organisation. This is a tactical action because it outlines what different departments of the organisation have to do for the organisation to be free from racial discrimination.

Employees will understand the value of avoiding racism and discrimination. The training addresses both differences and similarities and enable employees to acknowledge the privilege of the dominant group as a discrimination factor. The employees will be able to familiarise themselves with the applicable antidiscrimination laws.
How does this outcome contribute to the overall solution of the social issue? 3.1.2. Resources:
This outcome would enable employees from different groups to work together to realise common work-related goals instead of competing. Besides that, employees will learn to respect each other and avoid practices that could lead to discrimination.

Financial resources: To purchase the needed material such as laptops for the training purposes.

Human resources: Individuals who will train employees about practices that promotes inclusiveness in the place of work.

3.1.3. Timeline:

The training program will take exactly 12 months, one hour every week.

3.1.4. Risks:

Most employees would likely decline to participate in the program; therefore, they should be engaged in all decisions so that they feel they are part of the change program.

3.1.5. Evaluation:

The success of the program will be determined by the number of racial discrimination cases reported by the employees.

3.2 Action step: Develop a Comprehensive Antidiscrimination Policy

What is the action?

The action enables the employer to communicate to the employees the types of behaviours that are not tolerated in the workplace. The policy will broadly and explicitly prohibit discrimination and harassment at the place of work.

Why is this action important towards achieving the objective?

The action is important because it provides workable reporting and compliant mechanisms, whereby employees would be encouraged to report harassing or discriminatory conduct by means of the provided channels. Racial discrimination can be ended by legal enforcement, not market forces (Coleman, 2004).

Short-term / long-term action

The action is medium-term because the action will be implemented within 3 years to allow current and future employees to understand disciplinary and antiretaliatory provisions of the policy.

The action is strategic because the focus is how the company will excel in the future after introducing complaint as well as reporting mechanisms.Is the action strategic, tactical or operational? And why?

What is the outcome?3.2.1. Outcome:

This outcome would reduce racial discrimination at the place of work since employees would be required to maintain antidiscrimination behavior. How does this outcome contribute to the overall solution of the social issue?

The policy would enable employees to report any case of racial discrimination without fear of reprisal. In so doing, the employer would be able to offer a suitable sanction, which includes termination, against a perpetuator of racial discrimination (Arnold, 2017).

3.2.2. Resources:

Time: for employees to review as well as acknowledge the policy and filing the employee acknowledgments in their files.

Human resources: To periodically review the antidiscrimination policies and make sure they are in line with the changes in the law.

3.2.3. Timeline:

program will take more than 3 years since they must be consistent with the existing laws and the business objectives.This

3.2.4. Risks:

Complex language: The policy should use concise as well as clear language that could be understood easily by the employee.

3.2.5. Evaluation:

The success of this program will be determined by the annual employee reviews about the policy and the number of cases reported.

Investigatory Procedures3.3 Action step: Implement

What is the action?

This will help employers to resolve complaints of racial discrimination effectively once they are reported. More importantly, it will allow employers to treat all complaints in a serious manner, regardless of how trivial they look like.

Why is this action important towards achieving the objective?

It would allow the employer to reduce the number of complaints associated with racial discrimination in the workplace

Short-term / long-term action

The action is short-term because the action will be implemented within 4 months to allow employer to effectively resolve complaints of racial discrimination.

The action is operational because it would enable the employer to measure the progress the organisation is making towards a workplace where all employees are treated fairly.Is the action strategic, tactical or operational? And why?

What is the outcome?3.3.1. Outcome:

The action will enable the employer to investigate cases of racial discrimination promptly and ensure that the complaining worker is not retaliated.

This will help reduce cases of racial discrimination because complaints would be resolved effectively and employees will learn to respect each other. How does this outcome contribute to the overall solution of the social issue?

3.3.2. Resources:

Time: A complaint can be investigated effectively if there is sufficient time.

Human resources: the employer would need an investigator to handle employee complaints.

3.3.3. Timeline:

program will take less than 4 months so as to ensure that the employees get justice and to reduce the number of complaints.This

3.3.4. Risks:

The employee could decide to publicise the complaint; thus, affecting the investigation process.

3.3.5. Evaluation:

The success of this program will be determined by reduced number of complaints.

References

Arnold, M., 2017. How to Prevent Discrimination in the Workplace. [Online] Available at: HYPERLINK «http://www.xperthr.com/how-to/how-to-prevent-discrimination-in-the-workplace/5561/» http://www.xperthr.com/how-to/how-to-prevent-discrimination-in-the-workplace/5561/ [Accessed 16 August 2017].

Coleman, M.G., 2004. Racial Discrimination in the Workplace: Does Market Structure Make a Difference? Industrial Relations, 43(3), pp.660–689.