What methods to ensure diversity, Public Services and other organisations use?
Different Public Service institutions, agencies and organisations has policies, regulations and legislations in place set along by the government created laws to ensure that services meet the required needs of the public in matters of diversity, health and safety and other concerns. As well as they have to meet these standards while working with public, they also have to meet them internally by following and applying these policies to members of service. To meet these standards, services have specific methods and procedures that are usually stated in service policy to deal with particular issues that can be: discrimination, diversity, harassment, bullying and equal opportunities within the workforce.
UPS organisations are very determined to create diverse workforce, so they ensure that all the citizen as individuals or group needs are met. This can include catering in canteen: they have to provide variety of meals to suit religious standards or diets such as halal, kosher or vegetarian foods. Provide facilities such as meditation or prayer rooms and facilities for different genders like changing rooms and or toilets. Services are so determined that whole equipment can be changed or adapted to suit diversity: such as fire engines that required to have particular height to be effective at utilizing some of the fire engine features. There are cases in police and Royal Marine services, where positive actions are taken and traditions with regulations are modified to suit cultural and religious needs. Some of the officers and a soldier are allowed to wear beards and turbans, to maintain their cultural and religious requirements.
Policies and Procedures
Equal Opportunities is a policy that protects members of service being treated by prejudice based actions and grants them rights and access to achieve further career development and same treatment such as: pay rate, health and safety concerns and workload regardless of their protected characteristics such as: gender, race, religion or culture. Actions can only be based on member’s abilities, skills, qualifications and or achievements that has been gained during or before their time of service. This policy also applies in selection and recruitment process, when new recruits could be challenged with discrimination even if they meet all the criteria and are successful candidates. Overall Equal Opportunities policy recognise the needs of citizens as individuals and fulfils them to create fairness and justice.
Grievance procedure is form of complaint made internally within a workforce by a member, for specific reasons that can be: law breaking, unfair treatment, harassment in the workplace, discrimination or dispute that cannot be solved on an informal basis. After employee fills out a grievance form, employer cannot legally treat that person differently and dismiss that person from the position. If the dispute cannot be resolved after grievance procedure, then mediation or legal actions can be taken and both parties may need to take part in court.
Bullying and Harassment is unlawful form of abuse prohibited under the Equality Act 2010, so organisations has to ensure that they have policies in place that protects their employees from different types of harassment and bullying such as: sexual harassment, unfair treatment, malicious rumours, gossip, exclusion or challenging with unachievable tasks to make member to fail intentionally. Employee who confronts bullying and harassment has full rights to report this behaviour to higher authorities within the organisation and if it doesn’t resolve the problems further legal actions could be taken such as grievance procedures or court.
Whistle blowing is an act of exposing and reporting something that is unlawful, unfair or illegal, by employees of particular organisation. This can include: damage to environment, covering up wrongdoing, breaking acts and legislations, health and safety concerns, harassment and bullying and others. Official name for whistle blowing is ‘making a disclosure in the public interest’. A worker can’t be dismissed because of whistleblowing. If they are, they can claim unfair dismissal – they’ll be protected by law as long as certain criteria are met and evidence provided.
All of the policies are based on Universal Human Right Declaration and not a single one should be against it and against the Laws of the Land. These laws and policies are designed to protect well-being of workers to ensure that they are not being abused, and treated with respect and dignity.
Equal Opportunities and monitoring data
Organisations and institutions record data related to Equal Opportunities that can include protected characteristics such as: age, gender, religion and culture in recruitment process or surveys, to be able to monitor and track statistics of diversity within organisation. This information can be used as evidence for government agencies to prove that service has diverse workforce and is following the laws and policies set by the government. Furthermore, monitoring data assists when there is need to undertake positive action and target people in particular communities or with particular characteristics to achieve fair diversity percentages in the service.
Monitoring Complaints and complaints procedures
All services has different complaint procedures both internally for the members and externally for the public. Employees can write a complaint if they are unhappy about the treatment they get within organisation as well as members of the public can complain about the service they receive by contacting the required responsible body. All organisations has to have complaint policies according to the law, so they can receive feedback and react to it by resolving the issues. Complaints are monitored and stored as a record after they have been resolved and can be used as evidence to track the history of former violations. For recurrent violations different disciplinary actions can be taken and can even lead to loss of job or position.
Organisations provide training for their staff to ensure awareness of diversity within the workforce and the community by that creating positive reputation of the organisation to gain trust and respect from the general public and potential recruits. Employees learn the importance of diversity and apply that knowledge to practise during their work.
When diversity percentages in the organisation does not meet required standards or guidelines, positive actions can be taken to achieve diverse workforce. This is done by monitoring Equal Opportunities data and evaluating which areas should be improved. Positive actions such as: targeting particular community or gender for recruitment process, allowing them to go through different tests that can be easier than standard ones. In addition, adopting equipment and facilities to support and suit these people needs.
Organisations have to ensure that they meet the laws and legislations that are set by the government to support people in terms of equality, diversity and well-being of the members. So they put policies in place to protect these rights of the members by that creating suitable conditions and environment for people to work in, and whilst services recruit more people.