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Explain The Techniques That May Be Used To Prevent Discrimination In The Workplace

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5. Techniques that will be used to prevent discrimination in the workplace
The recruitment strategy will be communicated to all parties that are involved with recruiting for the organization, which also include external recruitment agencies. The recruitment process be interview questionnaires or assessments tools will ensure that the is no element of discrimination. Job advertisement will clearly define the criteria for any available position. If there are questions that may be perceived as discriminatory, the organization has to justify the question in line with the requirements of the job. The strategy will apply consistently to all positions within the organization. The strategy will also be communicated to internal leaders and all that are involved in the interview and selection process to ensure that the is no breach of discrimination in the process. If assessments tools are used as part of the recruitment process, the organization has to ensure that these tools are not discriminatory as to language, skills and cultural background. It should be noted that with regards to the Employment …show more content…

Training will not be in a form of a presentation however in a form of a workshop where delegates will have to be assessed to ascertain the level of understanding of the content. The training will have to be conducted frequently until the organization is satisfied that employees fully understand the content of diversity and discrimination in the workplace. New employees will also go through the training as part of their integration program. For new employees, the training will also take place after they have completed their probation period to ensure that new they adhere to the diversity in the workplace thus eliminate any form of discrimination. According to Koonce 2001, organizations need to develop, implement and maintain ongoing training to promote employees

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Maintaining staff training schedules weekly and monthly and maintaining the quality of work needed that service levels will be reached as defined. Performing checks among those areas involved weekly will ensure that service levels are being met, and the compliance system is being maintained with the proper training. It should be done monthly for the corporate offices and employees. It will be imperative that all legal, contractual and regulatory goals are met by the employees involved in the new compliance system and policies. If all people involved do not attend training sessions then, it will greatly impact the measurable organizational value of the overall

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There is no room for inconsistency (Thompson, S., n.d). There need to be measurable goals for each person to hold them accountable for their achievements and also to assess where they need to improve. If training or clarification is needed, management needs to work with the employee or team to establish a need for action. This will address the training is a haphazard issue. Employees might have transferred from other departments or come from other facilities.

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HR will continue to ensure there are no Title VII violations during the recruiting and selection process. To defend the adequacy of the recruitment and testing methods against a possible challenge, the HR department will train all hiring managers in basic employment law best practices. Also, accurate, clear, and complete records will be maintained by the HR department; demonstrating that employment decisions were based on legitimate, non-discriminatory business reasons can help defend discrimination

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able to recognise and challenge it. Practitioners and children and young people’s organisations generally aim to be inclusive and welcoming to all children and families who wish to use their services, despite this, overt discrimination does sometimes occur, this can be the result of,  Individual staff members favouring some children and families or treating others in a less favourable way because of prejudices that they hold

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It is important that children and young people are educated and encouraged to learn about cultures and beliefs different to their own. This will promote an anti-discriminatory practice. There are many multi-cultural festivals and celebrations that happen in the UK. In school it is important that all children learn about these celebrations to educate them on other individual’s cultures, for example, Diwali, Hanukah, Christmas and Ramadan. This will give children an insight on others cultures and how they celebrate within their religion.

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Recruitment Many make the mistake in believing that there is no protection for those whom being recruited by a company. During the recruitment process, employers are not to discriminate in

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What is institutionalized discrimination? According to our book it is a process that happens when the discrimination is “part of the way a social structure normally operates” (A/T). Discrimination by itself is behaviors that individuals condone and discrimination can be a single act. In my opinion, institutionalized discrimination is when an entire society (or any system) works together to negatively impact a group of people’s daily lives simply because they are a member of that group.

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Institutionalized discrimination against homosexuals stems from systemic stereotypical beliefs, where negative stereotypes and discrimination are the norm. For example in some Middle Eastern countries it’s normal to imprison a homosexual. Here in America it’s almost twice as hard for a minority homosexual man to be open in corporate America, depending on what state you live in. In more liberal states such as California, it may be more acceptable. However, in southern states such as Georgia, that behavior is shunned and not openly talked about.

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When best practices of recruitment and selection are followed, it will help an organisation to comply with legislation and organisation policy and eliminate direct and indirect discrimination. (Boxall et al,2003) “There is no single Act in the UK that governs recruitment and selection, however, many Acts deal with the employment relationship that impact on recruitment issues.” (CIPD, 2017) Acts such as, the Equality Act 2010, Data Protection Act, Equality and Human Rights Commission, Employment Rights Act 1996 have positive and negative effects in the recruitment process. Recruitment at London Nursing Home was based on favouritism.

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Promoting equality and inclusiveness should be core to any setting. It is, therefore, the responsibility of all management team and staff to implement this policy. The management team will visibly demonstrate its leadership in promoting an organisational culture which values equality and diversity by, Monitoring performance in the delivery of policies as part of each service area strategy review and an annual review of Equality and Diversity, Regular review of key policies and strategies, including equality impact assessments, to ensure that they do not directly or indirectly discriminate against groups of people, All staff members will receive regular training on equality issues. To develop services and facilities that are accessible, relevant and to the individuals that you work with, need gather information from service user, staff and other professional on, Competition in the local, individual needs, what changes can be made to improve the

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Prejudice vs. Discrimination Prejudice and discrimination are terms that are used interchangeably by many people. The main difference in the two is that prejudice is the attitude held toward a person based solely on their social class while discrimination is the behavior or actions expressed toward an individual based on age, race, sex, social class, etc. While prejudice is usually negative, sometimes people have positive prejudice in that they exaggerate the virtues of an individual or group thereby making people believe they are more capable than others. Prejudice exists to some degree within everyone and is influenced by the society and groups a person is associated with. Prejudice is not against the law because there are no actions involved.

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The world is always changing. And those changes can have influences on many aspects of business, including training and development. Employers are increasingly understanding the importance of training and are using new knowledge to make it more effective for their employees. New trends are always emerging as we learn more about what makes learning effective and those trends will have an impact on how future training is conducted.

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Their employees are given the opportunity to work in a nurturing and thriving environment. The leaders of CarMax have put their words into actions for their employees to benefit from. Their efforts have earned respect from the employees as seen in feedback from employees on their website. The employee development and training initiatives are one of the biggest impacts they can have on their employees. “Training and development play a vital role in the effectiveness of an organization” (Falola, Osibanjo, & Ojo 2014).

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Organisation also have to make a decision as to whether it is better to recruit internally or externally, and both come with advantages and disadvantages. There are also legal consideration to take into account when associated with recruitment and selection process which is imperative that an organisation sticks to (Aylott, 2014) Recruitment and selection bests practices The first few steps in recruitment should be fairly straightforward. It is important for the organisations HR department to know how many position within the company are free, and what necessary skills and abilities are needed

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P2) Explain the Strengths and weaknesses of different approaches to Recruitment and Selection Recruitment and Selection Recruitment can be defined as searching for and obtaining a pool of potential candidates with the desired knowledge, skills and experience to allow an organisation to select the most appropriate people to fill job vacancies against defined position descriptions and specifications. (Ref-Green, Paul C. Building Robust Competencies: Linking Human Resource Systems to Organizational Strategies. Jossey-Bass, 1999.) External recruitment brings new blood, new face to the organization.

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