Harassment & Discrimination Prevention

Harassment & Discrimination Prevention

Job harassment can be said to be intimidation or unjustified pressure directed to an employee. Workplace harassments can also be said to be an offensive conduct that is based on one or more of the protected groups (Australia, 2016). Discrimination, on the other hand, is treating people in unjust ways in different categories, and this is mostly based on the grounds of race, sex, and age (Australia, 2016).

Some of the ways that can be applied to prevent harassment are through taking complaints seriously and resolving them before they get out of hand. In finding solutions to issues in the workplace, the management should ensure that all cases are treated fairly to maintain a consistent way of resolving cases to avoid issues of being unfair to other people (Australia, 2016). Empowering the workers should also be implemented such that they have the boldness to stand for their rights and therefore preventing chances whereby they can be taken advantage of (Australia, 2016).

Discrimination, on the other hand, can be avoided by giving all the employees equal chances to prove their worth and therefore having a fairground, especially when doing promotions and appraisals (Australia, 2016). This can also be prevented by ensuring that during hiring and termination of jobs all the qualifications and the mistakes one has done respectively are taken into deep consideration, and serious deliberations are made before coming up to a conclusion about what stand to take.

Leading a Diverse Organization

Change is essential in any organization and diversity has been one of the engines of change as it brings in new ideas and the interactions between diverse people. This leads to the collection of different ideas making them one major project, therefore, putting an organization at a competitive advantage (Robson, Welham, Fosters,  Booth, & Nikki, 2015). Leading a diverse organization is not just managing staff and ensuring conformity. Most of the progressing businesses use diversity as an advantage in the constantly changing marketplace. A diverse workforce is beneficial not only internally but also externally in an organization and therefore building the companies profile. In leading a diverse organization, one has to understand how this impacts the products, services and therefore make appropriate staffing decisions and that is crucial for the success of the organization (Robson et al., 2015). The diversity not only provides the different solutions but also provides means to link the solutions from diverse people and therefore developing a decision that stands out in the industry, therefore, making the organization gain a competitive edge. In leading a diverse organization, none has to coordinate all the staff and link all the activity such that the chain of the flow of duties is smooth therefore reducing chances of complications among the employees (Rosner, Halcrow & Levins, 2011). In productivity, it helps managers overcome biases, therefore, building motivated and effective teams. In development also it helps in utilizing an expanded range of diverse offers and ideas. In marketing, on the other hand, it helps in understanding how products are perceived and purchased (Rosner et al., 2011). Finally linking the diverse groups also helps maintain a good corporate social responsibility status by the organization as there is a representation of all the people in the community.

References

Australia. (2016). Good practice, good business: Eliminating discrimination and harassment in the workplace. Sydney: The Commission.

Robson, C., Welham, J., Fosters, S. N., Booth, & Nikki. (2015). Tolley’s Managing a Diverse Workforce. Elsevier Science & Technology.

Rosner, B., Halcrow, A. R., & Levins, A. S. (2011). Today’s diverse workforce. New York: McGraw-Hill.

 

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