As a public body they must also comply with the Equality Duty, this ensures that they consider the needs of all individuals in their daily work, in their employees and in delivering services. The Council has additional responsibilities to understand the effect their activities have on different individuals and groups of people. These policies applies to all council Members, all service users and those applying to access services; all contractors and sub contractors; and to all employees, whether part-time, full-time or temporary, and all job applicants. The Equality and Diversity Policy states that: “The council is committed to: • eliminating unlawful discrimination, harassment and victimisation; • advancing equality of opportunity; and • fostering good relations within and between our communities with a view to building good community relations” The Policy is in line with Council’s duties and responsibilities under the Equality Act 2010. “The aims are that: • All our existing and potential service users are treated
Amongst the company's policies and procedures, you will find such guidelines, as 'equality and diversity'., and 'dealing with harassment and bullying at work' These policies exists to enable all employees to work cohesively. Please make sure that you familiarise yourself with all of the company policies that will assist you within your job role. It is not only important for the company to have full and up to date details of agreed ways of working, it is also a legal requirement. It is vital that this company can show up to date documents, in the forms of policies and procedures, so that employees can gain a better insight into how the company works with others to promote best practice. Little or no documentation relating to agreed ways of working, would breach national regulations, and the standards of this company.
In doing so, managers must be taught the legal aspects of equal opportunity employment. They must be abreast of the company’s polices and hiring practices as it relates to the diversity in the workplace. The policies of the company should foster awareness and acceptance of employee’s differences. These policies “ensure that everyone is given a fair opportunity to show and develop his or her skills and abilities” (Robbins & Judge, 2011). Companies should have as part of their policy strategies to ensure that women and minorities are represented in all managerial positions and the company should hold management accountable for having a diverse management team.
Unit 3 Champion Equality, Diversity and Inclusion 1.1 In my role as a bungalow manager I am responsible for ensuring that all service users, their families, friends, staff members and those that I work alongside with, are treated equally, every person should be treated with dignity and respect. There are many legislations, codes of practice and also my workplace policies which regulate equality diversity and inclusion within my area of responsibility. In my managerial role I have to promote equality and uphold individuals equality of opportunity, individual rights and choice, their privacy, individuality, independence, dignity, respect, promote empowerment, equality of care, confidentiality and their wishes and needs. I must show how I respect diversity and accept other individual’s differences. Some of the ways I can show this are; • Complaint procedure; When a service user wants to make a complaint I have to explain to them the procedure, support them in how to complete the complaint and give feedback about the result whilst maintaining confidentiality.
Our business ethics are honest and loyal in which we serve our employee’s with high standards. Our employee’ should have the same standards for us. Allowing us to train employee’s properly so they conduct their work in an effective manner and approach issues with great concern. All employees are expected to report any violations that do not abide by our policies. Supervisors should be able to resolve conflicts and supervise all work areas to ensure safe and proper work conditions.
b. HR professionals can do this by staying in agreement with the EEOC. c. HR professionals can do this by addressing and educating employees on the issues of harassment. Which includes sexual harassment. d. HR professionals can do this by staying in compliance with the ADA and to make sure that all persons with disabilities are treated equal within the organization. e. HR professionals can do this by making sure that men and women are treated equal within the organization and that both are being paid equally for the tasks that each perform.
A good role model is the one who can be respected, admired, expected in some ways by employees within organization. Role modeling is influenced the workplace in terms of communication, performance and organizational behavior. A good role model able to gain credibility and team cohesion, he also can expect the subordinates to work with you closely. To ensure myself acted as a positive role model for my subordinates and others in workplace, I will follow the below guidelines: Follow the Company Policy Company has a set of policies and procedures to all employees to follow. Do follow all the good codes set by company and do not be the one who ignore them and have own set of standards and telling the subordinates do not follow.
I feel it is important for me to continually improve my knowledge to ensure that I am aware of, and follow all the current health and social care standards, legislation, and guidelines for good practice as well as ensuring I follow my company’s policies and procedures. I also feel it is vital that I pass any new knowledge I gain on to my team because this provides them with up to date information in order for them to carry out their roles as support workers effectively. I will do this during in a team meeting, supported housing meeting and also by email then the staff can always reflect back on information that has been sent to them. For me learning is a way of gaining new skills and it enables me to progress, and achieve within my career and working practices as a team leader, support worker & counsellor. Personal & professional development not only benefits me, but it also benefits the Company, as well as the staff & service users I support.
Employment Responsibilities and Rights in Health, social Care or Children’s and young people’s Settings 1) Know the statutory responsibilities and rights of employees and employers with own area of work. There are a number of laws and regulations which have been written to protect you at work; they also protect your colleagues, the people you will work with and their families. As is usually the case, with rights go responsibilities; these laws also explain / advise you what you are expected to do and how you should behave at work. Main features of Current Employment Legislation are: I. Workplace Regulations: laws that keep everyone safe and reduce hazards and manage risks.
503 In my workplace we are an equal opportunities employer. This means we employ staff regardless of background, religion, ability, sex or sexual orientation under the Equality Act 2010. Other legislation employed is the Human Rights Act 1998, Disability Discrimination Act 1995, Race Relations Act 1976, Sex Discrimination Act 1986 and the Mental Capacity Act 2005. For this reason we have a diverse staff team with males and females, British and non- British origin and with Religious and non Religious backgrounds. It is important to respect these differences in people to make them feel valued as human beings, free from potential abuse.