Diversity Plan for Ghana Armed Forces

This presentation describes a diversity plan developed to resolve issues and maintain equality in the Ghana Armed Forces. It discusses statistics, stakeholders consulted, key diversity issues, benefits of embracing diversity, diversity plan, relevant legislation, KPIs to measure success, diversity action plan, implementation, conclusion, and recommendations.

Original Case Study GHANA

INTRODUCTION
 An organisation consists of diversified workforce where people
belonging to different caste, creed, colour, background, etc.
works.
 Employees are the core asset for business as they perform
activities through which goals are attained. Moreover, having a
diversified workforce reflects equality and positive culture.
 This presentation will describe diversity plan developed to
resolve issues and maintain equality in Ghana Armed Forces.

Statistics and information
 The total manpower available in Ghana is 12,500,000 and among
them only 8,360,000 are fit for armed forces.
 Besides this, 530,000 people reach age of 18-30 annually for this
profession. The total military personnel in Ghana is 13,500 only.
 By analysing information, it can be observed that there are
approx. 300 complaints identified in Ghana Armed Forces.

Stakeholders consulted
 In order to develop plan, many stakeholders were consulted. first
of all, government officers of were included to develop policies.
Also, officers of Navy were involved in it.
 The people of HRD Ministry were called upon in developing
policies. So, under the supervision of all these stakeholder’s
diversity policy was formulated.

Key diversity issues
 In recent times, there are many issues related to diversity has
occurred in Ghana Armed Forces. This is due to rise in
complaints of poor service, failure to deal with complaints, etc.
 So, many officers have given resignation due to this. there has
been a negative impact on culture and mental health of
employees due to issues.
 The major issues are harassment, conflicts, disrespect, etc. in
organisation. It is important to solve them by bringing in equality.

Benefits of embracing diversity
 Diversified workforce helps in creating a positive culture within
organisation. It empowers other people to work in creative way
by guiding them.
 This enables in generating more revenue. The people possess
different types of skills which leads to greater productivity.
 The skills and knowledge are been implemented within business
operations.
 It leads to making changes in process which results in enhancing
efficiency. Besides this, diversity allows employee to participate
more in decision making process.

Diversity Plan
Vision- Empowering equality
Mission- Creating a positive and equality environment in army
Objectives-
 To encourage women empowerment in army
 To promote equality in army through diversity
Targets- The main target is to recruit people from any caste, creed,
colour, etc. without any discrimination. Also, to reduce issues
occurring due to imbalance in employees in organisation.

Diversity Policies needed
 Flexible working hours- This policy provided people to work in
flexible hours. It will benefit in maintaining work life balance.
This policy will allow employees to improve their social life. It
will allow married people to join Ghana Armed Forces.
 Hiring policies – The implementation of this policy will be
integrated with recruitment and selection. It will result in
eliminating discrimination and providing equal chance to all
people. this policy will be embedded in making changes in
overall regulations.

Relevant Legislation for the Diversity Plan
 National labour law – It state that every person in Ghana is
entitled to have all fundamental rights irrespective of person
caste, creed, etc.
 Labour Act 2003- It states that in every sector people must be
provided equal services and treated and respected equally. The
wages and salary should be fair enough.

KPI’s to measure the success of the Diversity
Plan
 External diversity – This will be measured by comparing
existing data with how many diversified people are been
recruited.
 Culture metrics – This indicator will give stats and figures about
diversified people recruited in organisation. the data can be
evaluated with standards set within policy.

Cont..
 Equity – In this KPI Ghana Armed Forces within Ghana Armed
Forces will be measured. through this, data can be gathered on
involvement of people in decision making.
 Data analysis – The data of people can be analysed in
organisation through recruitment and selection. It will be
evaluated with set standards.

Diversity Action Plan
Action
taken
Person
responsib
le
Where it
will be
done
When it is
complete
d
Estimated
cost
KPI
Deciding
activities
The
stakeholde
rs like
Army
officer, HR
manager,
etc.
In Ghana
Armed
Forces
Within a
month
$400 Data
analysis
Allocating
resources
HR
manager
In Ghana
Armed
Forces
20 days $300
Monitorin
g
activities
HR
executives
In
recruitmen
t and
selection
process
10 days $100 Culture
metric

Diversity Plan Implementation
 The overall plan will be implemented by making changes in
recruitment and selection process. Here, new policies will be
formed along with a whole new process. It will be imposed
within human resource and other departments.
 However, changes will be made in evaluation process so that
relevant information is gathered. Beside this, a person will be
appointed who is responsible for monitoring overall plan and
developing report. Thus, in this way plan will be implemented in
Ghana Armed Forces.

CONCLUSION
 It can be concluded that it is important for Ghana Armed Forces
to implement diversity policies. This will help in recruiting
people from different caste, background, etc.
 Furthermore, there are several issues identified such as
harassment, conflicts, disrespect, etc. in company related to
diversity.
 Thus, executing policies will benefit in resolving issues and
increasing diversity within organisation.

RECOMMENDATIONS
 The HRD ministry should formulate a committee through which
evaluation can be done. it will be easy to monitor and control
policy in effective way.
 There must be some laws developed so that in case of non
following of policy strict action can be taken against the person
who is involved in it.
 A timeframe should be developed where all activities related to
policy are allocated a particular time. This will help in
implementing plan quickly.

REFERENCES
Books and journals
 Boehm, S.A. and Kunze, F., 2015. Age diversity and age climate in the
workplace. In Aging workers and the employee-employer
relationship (pp. 33-55). Springer, Cham.
 Breda, T. and Manning, A., 2016. Diversity and social capital within
the workplace: evidence from Britain.
 de Aquino, C.T.E. and Robertson, R.W. eds., 2017. Diversity and
Inclusion in the Global Workplace: Aligning Initiatives with Strategic
Business Goals. Springer.
 Riccucci, N., 2018. Managing Diversity In Public Sector Workforces:
Essentials Of Public Policy And Administration Series. Routledge.
 Rojas, R.R., 2018. Diversity and Workplace Spirituality. In Diversity
and Inclusion in the Global Workplace (pp. 81-107). Palgrave
Macmillan, Cham.

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