Define Diversity and Inclusion
Identify why it is an issue of Inclusion and diversity – My section
Define Issue (Racial Discrimination and Victimisation)
Explain (legal ramifications, methods to overcome) // Lead into rest of the video
Therefore, it is vital that an organisation understands why its racial discrimination and victimisation is an issue of inclusion and diversity, the legal ramifications and methods to overcome these issues.
Other ramifications that directly impact the organisation. These are; a tarnish in reputation for the organisation. the negative effects on mental health for the victim, an increase in absenteeism and a decrease in job moral.
Racial discrimination and employment is still a prevalent issue in the workplace and whilst we might not all see it, it’s still there. Some ways to overcome issues of this calibre include Equal Employment opportunity training, diverse hiring and writing or reviewing an anti-discrimination policy.
Equal Employment Opportunity (EEO) is the principle that everyone can have equal access to employment opportunities based on merit, without fear of discrimination or harassment on the basis of race, sex, national origin, religion, age, disability or genetic information.
EEO training reinforces the importance of equal opportunities in the workplace and encourages staff to come forth if they witness unlawful conduct in the workplace, it recognises the significance diversity has on workplace culture and emphasizes showing respect for your fellow team members.
Diverse hiring is hiring without bias concerning personal characteristics, some ways to implement this is through blind hiring which essentially is accepting resumes without a name, age, gender or nationality as well as hosting interviews with two or more people to reduce bias. Companies could implement the ‘two in the pool’ effect which is the basis that an equal number of male and female resumes are accepted to give both genders the same opportunity to get the job. “Research featured in Harvard Business Review found that when the final candidate pool has only one minority candidate, he or she has virtually no chances of being hired”(Kayla Kozan, 2019).
Having an anti-discrimination policy sets the standard of behaviour for the rest of the workplace and what can be expected from them. Anti-discrimination policies protect those described from unfair treatment and detail the consequences for those who don’t abide by them.
Some examples of job discrimination can include;
A voices of Australia case study revealed a telling story of a Serbian man employed by the Australian government as a van driver who was being discriminated against by his supervisor. The supervisor would make racist slurs in front of him and others such as ‘he is a serb and serbs make ethnic cleansing, might kill you.’ Unfortunately, the company was slow to investigate this complaint and he was further victimised for lodging the complaint. A co-worker came forth and provided evidence to support the victim’s statement and the matter was resolved.
Racial discrimination and employment is an ongoing issue in Australian businesses, it is important for employers and employees to be made aware of the legal ramifications, take part in equal employment opportunity training, support diverse hiring, learn about victimisation and how it plays a significant role in company culture and furthermore, how to overcome these issues.
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