The working environment that such diversity management initiatives produce are also beneficial to employees. But what does it really mean to ensure that all employees are treated equally and have the same access to promotion and progression within an organisation? In simple terms, equal opportunity is about addressing the balance and representation of a community within a workforce.
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Many organisations have their own equal opportunities policy. It should describe the steps the organisation will take to abide by equality legislation such as those listed above and promote equality in the workplace. Organisations must follow certain procedures for recruitment in order that all applications are treated appropriately and fairly, and that nobody is rejected because of their race, gender, sexuality or any other discriminatory reason.
Equal opportunities for promotion should always be made available to all staff, and no employee should be restricted from promotional opportunities because of their colour of skin, religion, gender or any other discriminatory reason.
Tripartite committees and initiatives
These discussions can be undertaken on a one-to-one basis, or in front of a panel if the employee so wishes, such as at appraisals and personal reviews. When it comes to pay, under the laws of equality, no employee should be paid any more or any less than any one of their colleagues who are performing the same role due to their age, gender, religion, sexuality or any other discriminatory reason.
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However, it should here be noted that under some circumstances there becomes a legitimate reason for differences in pay between employees who are undertaking the same job role. For example if somebody has been with the company for a longer period of time, or has more experience or qualifications. It is vital, however, that the employer be able to justify that the reasons for the differences in pay are legitimate, and not based on any form of bias towards one employee over another. A good diversity programme has many beneficial effects on staff and organisations alike.
Indeed, when it comes to equality and diversity, a good rubric means that the whole working environment is much better, productivity is heightened, and success and business naturally increase. Employees can rest assured that they will not be discriminated against in the workplace, and that they have equal opportunities for promotion and progression, and that they are only being assessed on their performance and measurable merits.
When leaders are honest, it breeds a culture of honesty in the workplace. If neither one believes the other, a toxic work relationship between the two develops. If you have ever worked for a manager who played favorites or treated people with different standards of accountability and performance, you understand how destructive this behavior is to morale.
Managers should work to not refer to an employee as the star of a group, treating them differently and constantly praising them. Many managers use their star employee as an example for others to emulate causing the other workers to feel alienated and resentful.
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There are benefits to praising in public. However, if you seem to be constantly praising the same worker, you may need to refocus on training and mentoring your remaining employees. Doing so increases the attention you show to all your employees and makes them feel valuable also. Workplace politics is another pit many managers fall into. You should strive to quell any and all attempts of employees to curry favor with you.
There are employees who will act in a manner to attempt to please you, much of the time in attempts to cover up inadequacies or receive better reviews. There are employees who will gossip about co-workers to their managers, or about their manager to co-workers. Be wary of these types, as they tend to sow discord throughout a workforce.
When you treat your employees fairly they focus on navigating the challenges in front of them. They feel respected, cared for, and they develop trust in you as a manager. Instead of focusing on gamesmanship or one-upmanship, employees focus on working towards individual and group goals.
When you treat others fairly two things happen. Your employees notice and respect you for it.
Your reputation for fair play reinforces their belief in you. Second, the people who you treat fairly will respond in kind. You're required by these laws to create a workplace free from discrimination and harassment. By putting effective anti-discrimination and anti-harassment procedures in place in your business you can improve productivity and increase efficiency.
The Australian Human Rights Commission has a range of fact sheets to help you develop effective policies and best practice guidelines. Taking on people facing barriers to employment is often overlooked by employers and can be a useful way of diversifying the skill set within a business. There are funding and incentive schemes available for businesses that support people with a disability, Indigenous Australians, the long-term unemployed and the mature-aged.
The Australian Human Rights Commission also offers best practice guidelines for recruitment and selection to help you recruit in a fair and discrimination-free way. If you have a diverse workplace in your business, you can benefit from the different talents, experiences and perspectives of your employees. Find out more about the advantages of employing:. Information for employers and managers - the NSW Anti-Discrimination Board has prepared guidelines to assist employers and advisers to understand how anti-discrimination laws work in New South Wales.
Northern Territory Anti-Discrimination Commission - the Commission administers the Northern Territory Anti-Discrimination Act and can provide resources and training for employers and employees.