Occupational Health and Safety Report

This report discusses the significance of occupational health and safety (OHS) management in creating a secure and healthy working environment. It highlights three primary objectives: preserving workers' fitness and well-being, developing running environments conducive to protection and health, and promoting work cultures that support fitness and protection at work. The report also touches on the importance of implementing OHS management systems, providing adequate guidance and oversight, and ensuring employees are skilled and qualified to carry out their responsibilities.

Academic Research Report

Table of Contents
INTRODUCTION...........................................................................................................................1
Sexual harassment in hospitality industry ...................................................................................1
Discrimination against women at the workplace.........................................................................3
Australia's implementation of the of National Disability Insurance Scheme..............................4
Effectiveness of occupational health and safety..........................................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
The academic research report refers to a document or report which records the data which
is prepared by the researchers after analyzing, evaluating and interpreting the information and
facts and figures gathered by using the different sources of collection if information. The report
will discuss about the sexual harassment happening in hospitality industry. Furthermore, it will
demonstrate the discrimination against women at the workplace because of gender inequality and
the dress code (Vettori and Nicolaides, 2016). After that it will demonstrate the application of
National Disability Insurance Scheme (NDIS) in Australia for the disabled person. At last the
report will highlight the powerlessness of occupational safety and health and well being.
Sexual harassment in hospitality industry
The sexual harassment of employee is an uninvited and annoying sexual conducts or
advances of a sexual nature in which immoderately hinder the job performance of the employees
and builds an offensive of hostile work environment. This can be ranges from offensive sexual
jokes to touching inappropriately. Also, this includes posting materials which are offensive on
bulletin board. This is a serious problem at workplace and can happen with both men and
women. Sexual harassment is a kind of sex discrimination.
There are different types of two ways in which sexual harassment can be recognized. The
first way or method is hostile work environment and the other is quid pro quo. Hostile work
environment harassment is a legal action which is taken for any misconduct in welcome. This is
based on sex and create an offensive environment of working. Verbal and physical misconduct
both are considered as an offensive act in this. A quid pro quo is a person who is in authority
which is usually supervisor and demands to offensive sexual harassment on their subordinate.
Like condition of keeping job benefits including promotions, raises etc.
Approximately around 70 % of the women works in the hospitality industry and all
global hotel workforce and as result of this sexual harassment is increasing at the workplace. In
the hotel and hospitality industry for majority of work women are required for example as
receptionist, customer service manager, cleaning service, housekeeping, kitchen related work in
hotels, general work and many other types of work. According to a study around the world the
women working in the tourism and the hospitality sector accounts for around 55.5 % of total
employees all over the world.
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The hotel's environment shows that whether the employees are satisfied or not with the
working practices applicable and used by the hotel. The organization incurs huge cost in solving
the problems of the sexual harassment. The increase in the sexual harassment is evident and
visible from the fact that the average company of the hospitality industry decreased its
productivity around $6.7 million in the whole year. With this there is an increase in the
absenteeism pf employees and also there is higher worker turnover which is a direct result of
sexual harassment. Even the staff often find themselves endangered from the guests also as they
get abused and harassed by the guests as well.
The workplace harassment is majorly done on the basis of the disability, age, religion,
sexual orientation, color and many more factors. The sexual harassment is an unlawful practice
and it should be prevented at any cost. Once the women faces harassment then it is very difficult
for her to cope up with the situation (McLean and Pontiff, 2016). Mostly in order to cope up with
the situation the employees mainly leaves the jobs and of those who do not leave the jobs have to
work in the fear. For the enterprise to be successful and flourishing it is very necessary for the
hotel person to maintain a cordial and harmonious working environment and to make all the
employees feel safe and secure while working in the company.
It is not necessary that all the time the guests only posses' problem for the female
employees. Sometimes the managers in the hotels and restaurants intentionally requires that
female employees like the waitresses should be flirty with customers in order to increase the
customers and reserve better shifts and tables for waitresses who will be willing to dress a certain
manner. It seems that for waitresses the sexual harassment is simply a part of their job. In a
study, it has been concluded that around 80 % of women working in the eating house, hotels and
hospitality sector have reported that the women have been harassed by the consumers at some or
the other point of time and around 66 % of female employees shared that they have gone through
the experience of some type of harassment from managers also and that to on a monthly basis.
For stopping this the hotel must take some measures and steps on stopping the sexual
harassment because the women are the major part if the employees in the organization. If this
practice of sexual harassment will be stopped than there will be more cordial and pleasant
working environment, less labor turnover and absenteeism and improved performance and the
productivity of the employees and the overall hotel and many more benefits. For this the hotel
must provide some sort of training and development programs relating to the minimization of the
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sexual harassment for the male employees of the organization. The hotel must set some standards
which needs to be followed by all the employees and all the customers who come to the hotel.
Also, the hotel management must make some code of conduct and practices and rules and
regulations which must be applicable to the employees if they do not follow the rules and
policies regarding the sexual harassment.
Discrimination against women at the workplace
The discrimination refers to as an unjust and unfair treatment of service given to a
particular person according to the interest of the person. The discrimination is very common
practice among the companies and societies. This discrimination is majorly done on the basis of
the gender that is on the basis of male and female (Rahman, 2019). The discrimination mistreats
the employees and includes the adoption of the unfair practices in the different areas of the
employment like recruiting, selecting, providing training, promoting, compensating and many
more other factors.
In the recent study it has been noted that the discrimination in the hospitality sector is the
problem of limiting and restricting the ladies to wear the hijab at the hotel's front table. The area
where the majority of the Muslims live faces a severe difficulty of discrimination. Along with
this difficulty, the argument raised that the allegedly policy is more discriminatory and does no
longer exist in worldwide popular Standard Operating Procedures (SOPs) which hinder or stops
the Muslim ladies to wear the hijab as it is hard to build the connection among the hijab ban and
the worker’s ability to perform her activity adequately or efficiently. The hijab should have
nothing to do with the worker’s performance at paintings. This current report is going to totally
discuss the awareness on the discrimination trouble that becomes the subject of the dialogue
here, this is, discrimination in term of gender and about the dress code.
Gender discrimination- this type of discrimination is referred to as discrimination in the
basis of the gender that is male and the female. If the business organization do not provides for
equal opportunities to all the employees within the organization then it means that the company
or the business concern is doing discrimination. The discrimination can also be said as the
unequal treatment given to the employees either in the employment contract or in terms of
salaries. This can be done by providing unfair salaries to the female employees, not providing the
female employees with promotion and bonuses and many other components. Mostly this
discrimination is seen on the basis of the gender only. This is because of the reason that women
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are treated weak and less talented and competent as compared to men. This is the only major
reason for the discrimination among the women. Another discrimination can be done on the basis
of the age as well. Sometimes the discrimination is also done on the basis of the age. This is
evident with the fact that the employees of the old age group are terminated from their work
without any reason and due to the only reason that they have become old so now they are not
competent enough to do the work anymore.
Discrimination on basis of the dress code- this is another major type of discrimination.
The dress code is referred to as a specific combination of a dress that the whole organization of
the business enterprise has to be followed by all the employees performing within the business. It
is very necessary for all the employees to follow the right dress code so that all the employees
will look similar at the work place or the organization (Patten and Newhart, 2017). It is the role
or duty of the employers to remove and avoid the unlawful and unrequited and unethical dress
code to ensure high standards of employees. The management should also implement a certain
ans specific dress code in their business. However, employers should ensure that their dress
codes are not discriminating against certain staff members. When implementing a dress code that
specifies different treatment for men and women, employers need to ensure they have a genuine
business reason for the difference to justify the policy. Also the dress code must be applicable to
both men and women. This is done to ensure that both the men and women feels satisfied that
both are having a certain dress code. The dress code applicable to both the men and women will
ensure that they do not inculcate the feeling of discrimination on the basis of gender that is men
are not having the dress code and the females have and vice versa.
Australia's implementation of the of National Disability Insurance Scheme (NDIS)
The National Disability Insurance Scheme (NDIS) is a complicated and tremendously
valuable country wide improvement in Australia. If carried out well, it will considerably modify
the well being of humans with incapacity and disability by the Australians. This is a scheme is
designed and implemented in order to bring some changes in such a way that it cares and
support is provided to the group or persons who have either partial or permanent an d important
disablement (Dowse, Wiese and Smith, 2016). The NDIS provides fund for the necessary and
reasonable supports to the people of the country with permanent and significant disability. The
necessary and reasonable supports includes providing help and facilities that a disable persons
requires in living an average and normal life which includes for caring and supporting the
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disabled people in building their capabilities and skills so that these people are able to engage
and mange themselves in community activities, employment and education. The NDIS is
designed to provide gain to all Australians. It presents warranty to both those with an
everlasting disability that considerably reduces their practical ability, and people who can also
gather a comparable disability in the future, that they may acquire the support they require.
The NDIS is very helpful for the development of the disabled person of Australia.
There are many benefits of this scheme. Some of them are as follows-
The NDIS will offer humans with an incapacity and their families and carers with the normal
care, guide, remedy and device they need from a comfy and constant pool of funds for these
services and help.
Another benefit is that if you, or someone you adore, is born with a incapacity or acquires one
later in lifestyles, you all now not run the threat of falling via holes in Australia’s safety
internet primarily based on what country or territory you live in (Birley and Moreland, 2014).
The another benefit is that human beings with an incapacity and their families and carers can
participate within the social, economic, and cultural life of the kingdom with the supports and
packages they choose.
Another benefit is that it focuses on early intervention and handing over supports which
produce the great long time results, maximizing possibilities for independence, participation
and productivity.
Effectiveness of occupational safety and the health
The occupational safety and the health is a multidisciplinary subject which is preoccupied
with the well-being, welfare and safety of people at work. The purpose and intention of
occupational protection and health programs encompass to foster a secure and healthy paintings
surroundings. The primary awareness in occupational health is on three different objectives:
 The preservation and marketing of workers’ fitness and running capacity.
 The development of running environment and work to end up conducive to protection
and health.
 Development of work businesses and running cultures in a direction which helps fitness
and protection at work and in doing so additionally promotes a superb social weather and
easy operation and might decorate productiveness of the enterprise.
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Anyone inside the administrative center or the workplace including the senior manager to the
front line people wishes to recognize their duties in terms of implementing and preserving a
healthy and safe workplace (Tompa and et. al., 2016). Senior control have to understand their
position in setting up policies and usually riding the OHS management system and packages.
Employers need to ensure that people are skilled, qualified, and equipped to carry out their
responsibilities. Supervisors should offer adequate guidance and oversight to employees as a way
to competently carry out their paintings. And workers want to work accurately, in keeping with
how they were trained.
CONCLUSION
The academic report may be defined as the piece of writing which is produced by the
researchers to convey some information and data to the audience and the readers of the report.
The report discussed about different types of harassment going currently in the hospitality sector.
Furthermore, it demonstrated the discrimination against women at the workplace because of
gender inequality and the dress code. After that it outlined that how implementation of the of
National Disability Insurance Scheme for the disabled person took place in the country of
Australia. At last the report highlighted the effectiveness of occupational safety and health.
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REFERENCES
Books and Journals
Birley, G., & Moreland, N. (2014). A practical guide to academic research. Routledge.
Dowse, L., Wiese, M., & Smith, L. (2016). Workforce issues in the Australian National
Disability Insurance Scheme: complex support needs ready?. Research and Practice in
Intellectual and Developmental Disabilities, 3(1), 54-64.
McLean, R. D., & Pontiff, J. (2016). Does academic research destroy stock return
predictability?. The Journal of Finance,71(1), 5-32.
Patten, M. L., & Newhart, M. (2017). Understanding research methods: An overview of the
essentials. Routledge.
Rahman, A. A. (2019). DISCRIMINATION AGAINST WOMEN IN WORKPLACE: A CASE
STUDY ON HOTEL DRESS CODE. Journal of Hospitality and Networks, 1(1), 18-22.
Tompa, E & et. al., (2016). A systematic literature review of the effectiveness of occupational
health
and safety regulatory enforcement. American journal of industrial medicine. 59(11). pp.919-933.
Vettori, S., & Nicolaides, A. (2016). Sexual harassment at the workplace in the hospitality
industry.
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