Promoting Equal Employment and Policy Implementation in the Workplace

QUESTION

CHCLEG003

Task summary:

There are two parts to this assessment:

Part A: You must develop an Equal Employment policy and answer a set of written questions.

Part B: You are to answer a set of written questions.

 

PART A:

Instructions:

Review the Equal Opportunity Policy template (attached)

Research an organisation (i.e. an aged care facility) their policies, procedures, codes and other relevant documentation to guide you in filling out the template.

• make sure to Complete all sections of the template, writing in a clear, professional manner. Remember to use your own words when filling out the template – do not copy from existing documentation.

This policy covers the following:

Scope

Objectives

Company values and commitment

Key terms and definitions

Rights and responsibilities

Related policies and procedures

Key contacts

Implementation

Training and certification

Complaints procedure

Policy review

Document control.

 

 

Part B:

Instructions:

Answer the following questions.
1.       What are the objectives of the Equal Opportunity Act 2010?

2.       Under the Equal Opportunity Act 2010, what is it considered unfair to discriminate against? List at least 10 things.

3.       When developing a workplace policy, why is it important to establish a working group? Who should be a part of this group?

4.       Provide three ways that workplace policies can be monitored and reviewed. How often should policies be reviewed?

5.       Provide an example of how a workplace can be proactive in maintaining and sharing updates in policy and compliance.

6.       List at least five other policies in your work placement service.

7.       From the five workplace policies listed at question 6 above, pick one and answer the following questions based on your own experiences (either during your work placement or from another job you have held in the past, if applicable).

What policy have you chosen?

How have you been exposed to the policy?

What Acts underpin this policy?

Who was involved in implementing the policy?

How was the policy communicated to you?

What type of training was involved?

List at least three implications of breaching the policy.

How is the policy monitored and/or assessed?

ANSWER

Promoting Equal Employment and Policy Implementation in the Workplace

PART A: Equal Employment Policy

[Your Organization’s Name]
Equal Employment Policy

Scope

This policy applies to all employees, contractors, volunteers, and visitors of [Your Organization’s Name]. It covers all aspects of employment, including recruitment, selection, training, promotion, and termination, ensuring equal opportunities and fair treatment for everyone.

Objectives

The objectives of this Equal Employment Policy are:

To promote a diverse and inclusive work environment that values individual differences and encourages contributions from all employees.
To prevent discrimination, harassment, and victimization based on protected characteristics, such as age, gender, race, religion, disability, and more.
To ensure that recruitment and promotion processes are fair and transparent, based solely on merit and job-related criteria.
To foster an organizational culture that celebrates diversity and supports the personal and professional growth of all employees.

Company Values and Commitment

At [Your Organization’s Name], we are committed to upholding the principles of equal employment opportunity. We believe that diversity enhances our collective strength and fosters creativity, innovation, and excellence in our services.

Key Terms and Definitions

Equal Opportunity: The principle that all individuals should have an equal chance to access and benefit from employment opportunities without discrimination.
Diversity: The presence of a wide range of individual differences, backgrounds, and characteristics within the workforce.
Discrimination: Treating someone unfairly or unfavorably based on protected characteristics.
Harassment: Unwelcome conduct that creates a hostile or offensive work environment for an individual or group.

Rights and Responsibilities:
Every employee has the right to be treated with respect and dignity, free from discrimination and harassment. It is the responsibility of all employees to promote a culture of inclusivity and report any incidents of discrimination or harassment promptly.

Related Policies and Procedures:
This Equal Employment Policy works in conjunction with other relevant policies and procedures, including but not limited to:

Anti-Discrimination Policy
Code of Conduct and Ethics
Grievance and Complaints Handling Procedure
Recruitment and Selection Policy

Key Contacts:
For any inquiries or concerns related to equal employment opportunities, employees can contact the Human Resources Department or the designated Equal Employment Officer.

Implementation:
This policy will be communicated to all employees during the onboarding process, and regular training will be provided to ensure understanding and compliance.

Training and Certification:
All employees will receive training on the principles and provisions of this policy. Certificates of completion will be issued to employees who successfully complete the training.

Complaints Procedure:
Employees who believe they have experienced discrimination or harassment can raise a formal complaint through the Grievance and Complaints Handling Procedure.

Policy Review:
This policy will be reviewed annually or as required to ensure its effectiveness and alignment with any changes in legislation or organizational needs.

Document Control:
This policy is subject to version control to ensure that the latest approved version is accessible to all employees.

PART B: Answering Written Questions

The objectives of the Equal Opportunity Act 2010 are to promote equality, eliminate discrimination, and protect individuals from unfair treatment based on protected characteristics such as race, age, gender, disability, sexual orientation, and more.

Under the Equal Opportunity Act 2010, it is considered unfair to discriminate against

Age
Gender
Race
Religion
Disability
Pregnancy
Marital status
Sexual orientation
Family responsibilities
Political belief or activity

When developing a workplace policy, establishing a working group is crucial to ensure a comprehensive and inclusive approach. The working group should consist of representatives from different departments, including HR, management, and frontline staff. Involving employees from diverse backgrounds ensures that various perspectives are considered during policy development.

Workplace policies can be monitored and reviewed in the following ways

Regular audits and assessments by the HR department or an external consultant.
Employee feedback and surveys to identify potential areas for improvement.
Reviewing incidents and complaints related to policy breaches.

Policies should be reviewed annually or whenever there are significant changes in legislation or organizational structure.

A workplace can be proactive in maintaining and sharing updates in policy and compliance by

Sending regular email updates to employees with the latest policy changes.
Conducting workshops and training sessions to raise awareness about policy updates.
Utilizing the company intranet to share policy documents and resources.

Five other policies in your work placement service may include

Health and Safety Policy
Code of Conduct Policy
Diversity and Inclusion Policy
Leave and Absence Policy
Performance Management Policy

Policy Chosen: Health and Safety Policy

Exposure to Policy: During my work placement, I was exposed to the Health and Safety Policy, which outlined safety protocols, emergency procedures, and incident reporting guidelines.
Acts Underpinning Policy: The Health and Safety Policy is underpinned by the Occupational Health and Safety Act.
Implementation: The policy was implemented by the Health and Safety Committee, consisting of representatives from various departments.
Communication: The policy was communicated to all employees through a dedicated training session and informational posters placed throughout the workplace.
Training: All employees were required to complete an annual health and safety training to ensure compliance.
Implications of Breaching Policy:

Reprimand or disciplinary action, depending on the severity of the breach.
Mandatory retraining on health and safety protocols.
Potential legal consequences if serious breaches are found.

Monitoring and Assessment: The policy was monitored through regular safety audits, incident reports, and feedback from employees during safety meetings.

Conclusion

Promoting equal employment opportunities and adhering to workplace policies are essential for creating an inclusive and respectful work environment. The Equal Employment Policy ensures that all employees are treated fairly and without discrimination. The Equal Opportunity Act 2010 provides a legal framework to protect individuals from unfair treatment based on protected characteristics. To maintain policy effectiveness, regular monitoring, review, and employee engagement are crucial. The Health and Safety Policy serves as an example of how workplace policies are implemented, communicated, and monitored, with clear implications for policy breaches. By prioritizing equal opportunities and policy compliance, organizations can foster a positive workplace culture that values diversity and promotes employee well-being.