Implementing Diversity Policy for Soft-Authent

This report discusses the benefits of diversity in relation to Soft-Authent's strategic objectives, provides an overview of similar organizations' diversity policies, and suggests critical aspects of relevant policies that can be adopted by Soft-Authent. It also includes a communication plan, role play for presenting the diversity policy and action plan to staff, and monitoring and reporting on the implementation of the diversity policy.

Develop and implement
diversity policy

Table of Contents
INTRODUCTION ..........................................................................................................................3
PART A ..........................................................................................................................................3
Description of the benefits of diversity in relation to Soft-Authent’s strategic objectives....3
An overview of 3 similar organisations diversity policies.....................................................3
Critical aspects of relevant policies that can be adopted by Soft-Authent.............................4
PART B............................................................................................................................................4
Explain the purpose of the meeting........................................................................................4
Gap analysis and recommendations.......................................................................................4
Inputs from stakeholders about policy elements, processes or practices...............................4
Conclude meeting by summarising all the inputs from stakeholders,....................................4
PART C............................................................................................................................................5
Legislations and standards......................................................................................................5
Key policy areas and practices...............................................................................................5
Monitoring methods and metrics used to measure effectiveness of policy............................5
Implementation, and the frequency of monitoring................................................................5
Benchmarks against which effectiveness of policy implementation will be measured.........5
Allocation of responsibilities for implementing and monitoring policy................................6
Version control and approval information.............................................................................6
Diversity action plan with at least 5 actions that the organisation should take......................6
ASSESSMENT 3 ............................................................................................................................6
Part A – Prepare communication plan.............................................................................................6
Part B: Role play: Present diversity policy and action plan to staff................................................7
Part C: Monitor and report on implementation of diversity policy.................................................8
Part D – Role play: Provide feedback..............................................................................................9
CONCLUSION .............................................................................................................................10
REFERENCES .............................................................................................................................11

INTRODUCTION
Diversity is defined as inclusion of varied culture, and perspective people in the
organisation so as to associate prominent working style within organisation. Under this aspect
productivity of the business and other activities can be enhanced (Baselga and et. al., 2017) .
This report is prepared on the basis of Soft-Authent which is a start-up providing two factor
authentication services.
PART A
Description of the benefits of diversity in relation to Soft-Authent’s strategic objectives
 The major impact of diversity is seen over employee retention and as the company is
associated with the vision of enhancing employee retention by 75%, diversity is a leading
factor in attaining the same.
 Besides this with the help of diversity productivity can be enhanced and the company has
set the objective of enhancing overall revenue by 5%. So in this context,
An overview of 3 similar organisations diversity policies
Iproov:
The company has adopted diversity policies in order to manage productiveness and
efficacy of the business. The company is opting for three concepts called diversity awareness,
diversity management and professional development. These aspects are adopted by the company
so as to enable their female staff to enlighten their future.
Aivo: The company is associating diversity in such a manner that to succeed in prominent
manner in the world. In this context, the company believes that only high performance teams are
providing enhancement in career references. In this way the company is dealing with diversity.
This is building awareness as the company is providing professional software services this
enable the company to enhance its profitability and productiveness as well.
Tenfold: The company is using various practices in order to inhale diversity in their
organisation. For example diversity training, diversity library was introduced by the organisation
in which the company is providing parental leaves of 6 weeks for all new mother and fathers.
This way employees are enhancing their productivity and business efficacy as well.

Critical aspects of relevant policies that can be adopted by Soft-Authent
As the company is a start-up so this is imperative for them that they introduce diversity in
their business so as to provide self sufficiency to their employees and to capture appropriate
market size as well. In this regard company can adopt diversity policy used by Iproov. Soft-
Authent is a start-up and the major objective of the company is that they must give full value to
their employee. So in this case by encouraging team performance Soft-Authent can sustain in the
market. Soft-Authent is having 95% male staff that means company is in need of implementing
diversity and for this value is required to be given to female staff (Canda, Furman and Canda,
2019) .
PART B
Explain the purpose of the meeting
The purpose of the meeting is to consult with varied stakeholders regarding
implementation of diversity policy.
Gap analysis and recommendations
Soft-Authent is lacking behind in implementation of diversity as the company is new in
market so this is hard for them to deal with diversified area as the company is currently focusing
over meeting aims and objectives.
Inputs from stakeholders about policy elements, processes or practices
Employees: The company is adopting diversity policy in order to avoid gap which can be
faced within business working. In this context employees were asked regarding diversity policy
and the conclusion is drawn that these practices are helping employees to retain for longer
duration and to attain job satisfaction as well.
Customers: Customers are backbone for the organisation and in the context of
application of diversity policy, customer are satisfied as diversity policies are providing positive
implications over employee performance and by this needs of customer can be fulfilled in
appropriate manner.
Conclude meeting by summarising all the inputs from stakeholders,
All the stakeholder are providing positive feedback regarding application of diversity and
in this context, employees, customers, shareholders are keeping opinion that diversity is one of
the major aspect which is required for organisational growth and sustainability. Employees are

satisfied as they are getting appraisals and rewards and on the other hand customer are getting
product or services as according to their need due to positive internal environment.
PART C
Legislations and standards
Equality Act: This Act is associated with providing equivalent opportunities to
employees irrespective of age, gender, caste, beliefs and other aspects. Implementation of this
law is mandatory in UK, so implying this law Soft-Authent can attain employee satisfaction and
their fuller efficacy. This act is providing support to talent and abilities.
Key policy areas and practices Recruitment practices and quotas
: This practice can be used by Soft-Authent in order to manage fair recruitment practices so as to
inhale talent and appropriate workforce. Employee benefits and support systems
: Under this various benefits are to be given to employees so as to boost their confidence. Training and professional development for employees
: This approach enable employees to enhance their skills and creativity (Koonin and et. al., 2017)
Monitoring methods and metrics used to measure effectiveness of policy
Implementation, and the frequency of monitoring
KPI: This can be used by Soft-Authent in order to manage performance of their
employees in appropriate manner.
Benchmarking: This tool is helpful for Soft-Authent so as to manage performance as
according to other rivals existed in the market.
Balanced scorecard: This is a helpful tool which can be used by Soft-Authent so as to
control and monitor overall performance.
Benchmarks against which effectiveness of policy implementation will be measured
Benchmarking is one of the prominent strategy that can be used by Soft-Authent in order
to manage and control overall performance and to deal with rivals in appropriate manner.

Allocation of responsibilities for implementing and monitoring policy
The major responsibilities within implementing policies is adhered to team leader as they
are responsible to allocate resources and task in such a manner that objective of implementation
can be attained.
Version control and approval information
Controlling measures are regarded as another essential aspect which is required to be
used by Soft-Authent so as to manage performance and examine their market position (Hindorff
and et. al., 2018.).
Diversity action plan with at least 5 actions that the organisation should take
 Creation of teams
 Pay and promotion
 Raising awareness
 Providing opportunities at equivalent manner
 Embracing value of diversity
ASSESSMENT 3
Part A – Prepare communication plan
Communication plan: This is defined as the most essential aspect existed within a project which
is helping the project to get finished in appropriate manner (McMurtrie, 2016). With the help of
proper communication relevant information can be shared without facing any prominent barriers.
The major purpose of communication plan is to provide information to various stakeholders in
which objectives can be attained by Soft-Authent.
Target audience
Who do we want to
inform?
Key messages:
What do we want
to tell them?
Communication
methods
How are we going to
tell them?
Who is
responsible for
doing it?
Timeline: When
will this happen?
(e.g. immediately,
on-going, etc.)
Employees Educate on
cultural diversity
policy.
Group meeting HR manager Daily

Investors What are the
benefits to invest
in Soft-Authent.
Seminars Board of director Yearly
Customers New and
innovative ideas
which are helpful
in meeting needs
and demands.
Open letters Customer
relationship
manager
Daily
Suppliers What are the long
term advantages
that can be
attained.
Sales script Sales manager Yearly
government What are the
impacts over
sustainability.
Reports Board of director Yearly
Part B: Role play: Present diversity policy and action plan to staff
Purpose of the presentation
The major purpose of this PPT is to introduce diversity plan to senior management
department so that to make informed regarding diversity policies implemented by Soft-Authent.
Besides this the PPT is introducing detailed action plan in which diversity plan can be associated
by Soft-Authent in optimal manner (Goodell, 2016).
Explanation of the policy and action plan in detail to the members of senior management
staff, and their impact over current and future staff
Aims:
 To provide diversified experience to senior management staff in respect of implementing
policies by which overall development can be inhaled.
 To create fair environment in which workplace culture can be promoted in appropriate
manner.

 To build and retain long term relationship with staff by enhancing their capabilities and
strengths.
Priorities:
The major priorities of this plan is to provide awareness to management personnel so that they
can adopt inclusive practices in appropriate manner. Besides this another priority of diversity
plan is to introduce fair recruitment practices within Soft-Authent.
Monitoring:
The directors existed within Soft-Authent is going to develop performance indicators
which are helpful in evaluating outcomes so that to examine effectiveness as well. Besides this
various activities are scheduled as the same are aligned with diversity plan so by this objective to
convey information with different stakeholders in prompt manner.
Impact on current and future staff
The diversity policies are highly significant for current and future staff as this policy is
going to impact retention of employees as this policy is helping them to stay connected with
various stakeholders in direct manner. Besides this senior management team is getting higher
assistance in order to deal with internal conflicts in appropriate manner.
Benefits of the policy
This plan is going to provide higher talent within Soft-Authent due to which overall
effectiveness of the business can be enhanced (Shmelev and Van Den Bergh, 2016). By adopting
diversity policy is helping the business to enhance profitability and inhaling wide range of skills
so that business objectives can be aligned with providing benefits to stakeholders and higher
management authorities as well. On the other hand diversity policy is going to provide higher
assistance to minimise employee turnover due to which reputation of Soft-Authent can be
enhanced in marketplace. In the similar way cultural insights of the business can be intensified in
a manner that all the employees can be associated with decision making process.
Part C: Monitor and report on implementation of diversity policy
Question 1.Analyse the quantitative and qualitative information
The Soft-Authent is planning to implement diversity plan in their business and due to the
reason business objectives are required to be aligned in a way that all the qualitative and
quantitate data can be used to analyse results in proper manner.
Question 2.Identify the impacts of policy implementation

a. Is the Diversity Policy and Action Plan ‘fit for purpose’ – that is, usable and workable
The diversity plan can be helpful for all the workers those are associated with Soft-Authent and
this is fit for the purpose in which the company has plan to implement the same.
b. Does the policy and plan adhere to legislative requirements
The diversity plan does require adherence of law and legislation such as Equality act is one of
the major act which is required to be undertaken by the company so that to minimise
complexities which may be leading to overall organisational success.
c. Did the implementation help the business meet its objectives
Diversity plan is implemented in such a way that higher assistance is given in respect of meeting
objectives of Soft-Authent in direct manner.
d. Did the implementation realise all the expected benefits that were identified?e.Did the
implementation meet the CEO and COO’s expectations?
On the other hand implementation of diversity policy is giving numerous expectations to CEO
and COO and this is observed that all the expectations are being achieved in appropriate manner.
f. Did the implementation have unintended impacts on the business or breaches of legislative
requirements?
The implementation of diversity policy does not have any direct impact over breaching of
legislative laws and regulations in any manner.
g. What 3 actions can you recommend to address issues identified in this analysis?
The major issue examined within this analysis is regarded as facing problems in dealing
with change which are going to be exerted within Soft-Authent. The major actions that can be
taken by Soft-Authent in order to deal with application of diversity policy are:
 highlighting issues which are faced by each and every employee
 developing policies so as to stay adhere business objectives establishing communication plan in appropriate manner (Swartz and et. al., 2019).
Prepare a report
This report is covering major aspects of implementing diversity plan. The major
information which is observed is related with implementing change policies so that to introduce
diversity within organisation. Besides this the major recommendations given is to seek approval
in prominent way in order to implement the same.

Part D – Role play: Provide feedback
Question 1.Conduct a meeting with Soft-Authent’s CEO, Brent Halliday
The feedback is provided by Soft-Authent’s CEO, Brent Halliday in which they had
given in which recommendations to improvise diversity plan is given. These recommendations
are as under:
 to stay adhered to the provided plan in appropriate manner.
 To involve employees in decision making processing to discuss relativeness of policies with employees.
Conclude meeting by summarising inputs of CEO
CEO is providing positive feedback in which diversity plan is being implemented in
which all the top level management personnel are happy along with they are fully contributing in
managing diversity as well.
Revision of plan
As CEO of Soft-Authent has not given any specific comments in order to later the given
plan since there is no requirement of revising the plan. This is being analysed that only
modification within diversity plan is required.
CONCLUSION
From the above report this can be concluded that diversity is one of the essential concept
which is required to be inhaled by every organisation in order to enhance productiveness and
profitability. On the other hand diversity leads to attain employees satisfaction and their retention
as well through which organisational goals can be attained. Besides this diversity plan is helpful
for an organisation to deal with market complexities and along with satisfying need of their staff
as well.

REFERENCES
books and journals
Baselga, A. and et. al., 2017. Partitioning beta diversity into turnover and nestedness
components. Package betapart, Version, pp.1-4.
Canda, E.R., Furman, L.D. and Canda, H.J., 2019. Spiritual diversity in social work practice:
The heart of helping. Oxford University Press, USA.
Goodell, M., 2016. Diversity: Are we doing enough. Fam Med, 48(10), pp.826-827.
Hindorff, L.A. And et. al., 2018. Prioritizing diversity in human genomics research. Nature
Reviews Genetics. 19(3). p.175.
Koonin, E.V., Makarova, K.S. and Zhang, F., 2017. Diversity, classification and evolution of
CRISPR-Cas systems. Current opinion in microbiology. 37. pp.67-78.
McMurtrie, B., 2016. How do you create a diversity agenda?. Chronicle of Higher Education
(May 15, 2016), accessed November, 17.
Shmelev, S.E. and Van Den Bergh, J.C., 2016. Optimal diversity of renewable energy
alternatives under multiple criteria: An application to the UK. Renewable and
Sustainable Energy Reviews, 60, pp.679-691.
Swartz and et. al., 2019. The science and value of diversity: Closing the gaps in our
understanding of inclusion and diversity. The Journal of infectious
diseases, 220(Supplement_2), pp.S33-S41.