Workplace Equality and Diversity Practices in Orange Egypt and SEKEM Foundation

Equality and Diversity
7/3/2019
Student’s Name

EQUILITY AND DIVERSITY 1
Introduction
Employees, as well as other stakeholders, have a significant role in any organization. In
such a situation, it becomes the duty of the management to respect all stakeholders, specifically
employees for their gender, career experiences, age and more (Brighthr.com, 2019). The practice
where an organization hires employees and deal with customers and suppliers from different
social groups is known as workplace diversity. With the development of economy and
globalization, this term became more relevant and significant. The reason behind the same is that
multinational corporations have to develop an association with people from different countries
and cultures. However, this would be wrongful to state that subjective practice is of no use for
national and domestic corporations. The practice comes under the legal and ethical category and
an organization can attain many advantages by pursuing the same. In the presented report, the
focus will be made on workplace equality and diversity practices adopted by one corporation and
one non-profit organization of Egypt. Further, the benefits of such practices to the overall
organization will also be made.
Discussion
The very first organization selected here is Orange Egypt. It is the first mobile
networking company of the company and founded in 1998 (Egypttoday.com, 2018). The
company believes in workplace equality and diversity. The company has developed its
Essentials2020 plan, which is a part of its vision. Creation of caring and digital employer model
is one of the drivers of the stated plan. During the process of recruitment, the company makes
equality and diversity. In this manner, the company ensures attractiveness and innovation. The

EQUILITY AND DIVERSITY 2
company has a set of guidelines and rules to ensure equality, as well as diversity and the same, is
known as diversity and workplace equality policy. This policy has a dual approach. Firstly, the
overall approach is based on adopting talent and inspiring the inclusion of all workers
irrespective of their difference such as gender, race, religion or any other characteristics apart
from knowledge and skills. Another approach is known as thematic approach. This approach
especially focuses on the involvement of young people from a deprived background, gender
equality at the workplace, the involvement of disabled people and anti-discrimination measure of
the company. In order to discuss the roadmap of this policy, this is to state that company is
providing high-level roles to female employees as the same has a mission to enhance the
involvement and proportion of female employees to 35% by the year 2020. Company is
encouraging the role of woman in technical areas and is continuously making an effort to make
an equal balance between a number of male and female employees (Orange.com, 2019).
To discuss the success of this policy, this is to inform that the company has hired 27% of
the total number of women in 2016 in France. The employment rate of disabled people in
Orange, France is 6.8%. if to talk about the benefits of such practices, the very first advantage
seems to be goodwill or a good reputation of company in society as well as economy. The
company is recently been satisfied as Top employer of 2019 in Egypt as well as of Africa by the
global Top Employers Institute (Orange.eg, 2018). Before this too, the company has received
this award in 2015. It shows the satisfaction of employees with this organization. Further ethical
practices such as workplace equality and diversity enhance employee satisfaction and develop
their faith in an organization. It is well known that happy and satisfied employees become more
engaged in business operations and gives high return. The same goes for Orange Egypt.
Company has earned 3227687023 Egyptian Dollars during the third quarter of the financial year