Diploma in Business Essay

Prevent discrimination: support equality – This sector of the act explains where discrimination is most likely to occur in the workplace and how to stop it happening

1.1 Explain models of practice that underpin equality, diversity and inclusion in own area of responsibility.

Legislation by state and federal arms of government has made discrimination in workplaces illegal. This piece of legislation goes further to stipulate the rights and responsibilities of both the subordinates and their employers in the workplace. This legislation aims to bring sanity in the workplace by ensuring that both groups are accountable.

We as business owners, management and or in a role of authority must set, address and comply with a solid foundation of ethics. “A code of conduct is the single most important element of your ethics and compliance program. It sets the tone and direction for the entire function. Often, the code is a standalone document, ideally only a few pages in length. It introduces the concept of ethics and compliance and provides an overview of what you mean when you talk about ethical business conduct.”

3.5: Describe the types of organisation that provide support and information about the rights of individuals in relation to equality and diversity

* Equal opportunities – this sets out how the organisation ensures there is no discrimination in the work place

K5 the rights that individuals have to make complaints and be supported to do so

1. 1 Legal and organizational requirements on equality, diversity, discrimination, rights , confidentiality and sharing of information in relation to managing and developing yourself and your workforce

There will be a lecture and group activity meeting held every six months in regards to discrimination, harassment, and accountability. There will be behavior stimulation activities to ensure that attitude and behavior adhere to these policies. These meetings should last approximately 30-60 minutes. Any and all questions about these policies can be addressed during this time to make sure everyone thoroughly understands these topics and our policies associated with them.

An employee is refused e.g. training or lost a job, because of their beliefs, race or sexuality

An initial new hire and employee ethics training has to be develop and administered. Also on-going ethics refresher training for use throughout the employees career with Company Q will need to be incorporated in the program. Systems will be developed and put in place to monitor, audit, and report ethics violations. A time-line to re-evaluate these programs and their effectiveness towards meeting the companies social responsibility goals will be established. Based on the evaluation a revision or revamp of the program if necessary will be initiated. The ethics program needs to be reviewed and understood by all employees and expectation for compliance very clear. This can be accomplish by tying compliance in some form to employees and leadership individual performance goals. Shareholders all the way down to entry-level employees will benefit from the ethics program which will also put the company on track to being more socially responsible. Once a code of ethics is in place and training has been given, then Company Q can begin developing trust within the company and employees as well as the community. Continued education and training will enable the company to become more socially responsible.

The organizations where I work promote equality, diversity and inclusion in both policy and practice. Staffs should regularly be reminded the importance of equality, diversity and inclusion in day to day practice. Staff should respect the choice, preference, ethnicity, origin, rights, and wishes of service users. Care staff should be allocated to service user to make sure that

The assessment task is due on the date specified by your assessor. Any variations to this arrangement must be approved in writing by your assessor.

This assignment deals with the Employment Equity Act of 19 October 1998. It covers the workings of the act in terms of equity and affirmative action and how it was implemented in Defy Appliances Ltd in 1999. It also covers some of the obstacles and challenges that were experienced by the company; as well as its success in other companies in South Africa

If an employee feels they are being harassed on any of those grounds, the can take a claim to the Equality Tribunal.