Workplace Policy and Procedures for Sustainability: A Proposal

This report presents a detailed proposal for developing and implementing workplace policies and procedures focused on sustainability, specifically within the context of Canva. It addresses various challenges faced by employees, such as integrating into the company culture, addressing workplace discrimination, improving communication, and adapting to change. The proposal outlines solutions including training programs, improved communication channels, open-door policies, and flexible work arrangements to foster a positive and productive work environment. The report also emphasizes the importance of employee involvement in decision-making, continuous feedback, and the creation of a comfortable and engaging workplace. Furthermore, it highlights the significance of hiring the right human resources, offering wellness initiatives, and promoting team collaboration to enhance overall sustainability and achieve business success. The report concludes with a call to action for implementing these policies to create a strong co-worker relationship and a positive workplace environment.

DEVELOP WORKPLACE POLICY AND
PROCEDURES FOR SUSTAINABILITY

1 | P a g e
WORKPLACE POLICY AND PROCEDURES FOR SUSTAINABILITY
Considering the case of Canva it is an Australian Canva that easily creates beautiful designed
documents. The aim of canva is to design professional layouts to design consistently stunning
graphic. There are various issues that arise while working in an Canva. In this report various
issues are discussed and proposal is defined to address the concern accordingly.
Some of the issues that are faced by employees when they join the Canva initially are
problem in fitting into new culture and mixing with the co-workers. At initial stage they are
unaware about various processes and technology that is used in Canva. Thus, these issues can
be resolved by offering training session and creating programs so that interactions could be
improved (Norton, Zacher & Ashkanasy, 2014). The other issue are faced at the workplace is
discrimination or harassment at the workplace. This creates negative environment (Ghosh,
2015). These issues can be eliminated by taking legal actions so that hostile environment is
created.
One of the other concerns that are faced while working in Canva is lack of communication
between the employees (Pot, Totterdill & Dhondt, 2016). This hinders the efficiency of the
team as well as the Canva. Thus to improve employee to employee interaction they need to
be kept motivated (Ghosh, 2015).
Apart from that, in Canva change is a constant thing and it is important to deal with the
change. Change can be in anything from staff to strategies thus it is important to deal with
these challenges (Markey, McIvor & Wright, 2016). Employees do struggle for setting in a
creative situation where they are unaware about new change. This can be eliminating by
involving employees while taking decisions.

2 | P a g e
Developing the concept of leadership is also difficult as it requires team engagement and
motivation so that responsibilities are clear (Dumont, Shen & Deng, 2017). Employees can be
made aware about the new innovation by the process this could be done by offering training
to them. In training different perceptive and communication styles are used so that employees
find a medium to communicate and interact with each other (Carayon, Hancock, Leveson,
Noy, Sznelwar & Van Hootegem, 2015).
An action plan is created that is responsible for the different parts of the improvement
process, time frames/ deadlines. It is suggested that openness in communication should be
offered so that employees feel free to communicate about their issues (Diaz‐Carrion, López‐
Fernández & Romero‐Fernandez, 2018). Many new tools can get implemented in the system
like internal chat system that will allow employees to communicate and discuss about a
particular situation. A communication training and education plan is used to indicate
employees and other relevant stakeholders that they will receive information about the
proposal and the input and responsibilities from the employee point of view (McPherson, et.
al, 2016).
Some of the steps that should be taken for sustainability at the workplace are by hiring right
human resource and avoiding the environmental obligations by offering training.
Additionally flexible working arrangements should be offered so that decisions are made
correctly (Diaz‐Carrion, López‐Fernández & Romero‐Fernandez, 2018). The communication
should be kept open by asking the employees to get involved while making any decisions.
Some of the ways through which workplace environment could be improved is by trusting the
employee and encouraging open communication. Open communication helps in keeping
everyone looped in and avoiding the chances of errors. It also builds up team communication
so that success of company improves. The feedback should be taken at regular interval of

3 | P a g e
time so that improvements could be done (Ammendolia, Côté,Cancelliere, Cassidy,
Hartvigsen, Boyle & Amick, 2016). The workplace environment could be improved by
improving the employee engagement. Office environment should be made comfortable by
creating a flexible and relax able environment (Markey, McIvor & Wright, 2016). The
communication is improved so that employees feel motivated and valued by offering positive
reinforcement so that business success is obtained.
Employees should be offered with rights that they can personalize their workplace area so
that they become more comfortable. The growth opportunities should be showed to the
workers so that that understand their career path and work with a great enthusiasm. The
proposals state that colleagues should be sociable; this could be done by organising meetings
and programs that improves the interaction among them (Norton, Zacher & Ashkanasy,
2014). A good training program is used to make employees aware about all the procedures
and feedback could be received.
Apart from that to improve the workplace environment brainstorming sessions are used as it
brings up underneath ideas so that creative decisions could be taken. The workplace should
be kept clean and comfortable so that positive energy gets reflected. Apart from that open
door policies are created that helps in is offering higher job satisfaction. Open door policy
helped in keeping friendly communication between the employees (Dumont, Shen & Deng,
2017). Wellness initiative could be taken so that additional benefits are gained by employees.
It is also suggested that team environments should be cultivated as it promotes team work
together on all work related projects and help where necessary.
In the proposal plan it is listed that regular one on one interaction should take place so that
employees feel free to share their issues. Apart from that, it is suggested that feedback should
be taken so that concerns faced could be resolved (Carayon, Hancock, Leveson, Noy,

4 | P a g e
Sznelwar & Van Hootegem, 2015). While making the change suggestion should be ask from
the employees so that even they feel an important part of Canva.
Positive working environment should be created by offering flexible working hours and
hostile and positive environment. This could be done by offering rewards and reCanva so that
employees feel appreciated for their work. Apart from that incentive plan and the career
direction should be showed to them so that employees work. Fun activities should be
scheduled so that people feel happy and relaxed (McPherson, et. al, 2016). This will make the
work environment positive and pleasant. According to the modern ways, staffs are allowed to
set their own hours this will definitely improve the productivity. Additionally, some of the
meaningful perks should be offered so that employees become satisfied (Ghosh, 2015). It is
suggested that company should invest for the company in terms of better personal and
professional growth. Inventive and other wellness plan also improves the workplace
environment. Strong leaders make sure that biased decisions are taken, this automatically
solved most of the issues. In this report the problem faced in the workplace are discussed
along with the solutions for improvement.
It can be concluded that several company policy should be implemented so that employee
relation at the workplace are resolved. The policies are designed by first identifying the
problem and then taking actions so that certain situations could be handled. Communication
is key roles that make clear vision and also helps in making decision. Once the policy is
implemented it is reviewed and the issues are resolved. The plan is defined in such a way that
a strong co-worker relationship is developed and positive workplace environment.

5 | P a g e
References
Ammendolia, C., Côté, P., Cancelliere, C., Cassidy, J. D., Hartvigsen, J., Boyle, E., ... &
Amick, B. (2016). Healthy and productive workers: using intervention mapping to
design a workplace health promotion and wellness program to improve
presenteeism. BMC Public Health, 16(1), 1190.
Carayon, P., Hancock, P., Leveson, N., Noy, I., Sznelwar, L., & Van Hootegem, G. (2015).
Advancing a sociotechnical systems approach to workplace safety–developing the
conceptual framework. Ergonomics, 58(4), 548-564.
Diaz‐Carrion, R., López‐Fernández, M., & Romero‐Fernandez, P. M. (2018). Developing a
sustainable HRM system from a contextual perspective. Corporate Social
Responsibility and Environmental Management, 25(6), 1143-1153.
Dumont, J., Shen, J., & Deng, X. (2017). Effects of green HRM practices on employee
workplace green behavior: The role of psychological green climate and employee
green values. Human Resource Management, 56(4), 613-627.
Ghosh, K. (2015). Developing organizational creativity and innovation: toward a model of
self-leadership, employee creativity, creativity climate and workplace innovative
orientation. Management Research Review, 38(11), 1126-1148.
Markey, R., McIvor, J., & Wright, C. F. (2016). Employee participation and carbon
emissions reduction in Australian workplaces. The International Journal of Human
Resource Management, 27(2), 173-191.
McPherson, S., Anid, N. M., Ashton, W. S., Hurtado-Martín, M., Khalili, N., & Panero, M.
(2016). Pathways to Cleaner Production in the Americas II: Application of a
competency model to experiential learning for sustainability education. Journal of
cleaner production, 135, 907-918.
Norton, T. A., Zacher, H., & Ashkanasy, N. M. (2014). Canvaal sustainability policies and
employee green behaviour: The mediating role of work climate perceptions. Journal
of Environmental Psychology, 38, 49-54.
Pot, F., Totterdill, P., & Dhondt, S. (2016). Workplace innovation: European policy and
theoretical foundation. World Review of Entrepreneurship, Management and
Sustainable Development, 12(1), 13-32.