Diversity Management Policy Report for DWRC, Course Name

This report provides a comprehensive diversity management policy designed for DWRC, addressing various aspects of workplace inclusion and employee conduct. The policy covers key areas such as managing diversity, inclusivity principles, and the specific needs of CALD (Culturally and Linguistically Diverse) employees. It outlines policy statements, scope, and requirements for fostering an inclusive environment, including acknowledgement of uniqueness, respect for opinions, religion, culture, sexual orientation, and physical/mental abilities. The report also details departmental collaborations, parties and responsibilities (including employees, departmental managers, general managers, and the disciplinary committee), and punishments for various forms of harassment (sexual, discriminatory, physical, personal, and cyberbullying). The policy aims to create a fair and accommodating workplace, promoting diversity and preventing discrimination. The report concludes with the policy's effective date and a call to action for all employees to participate in its implementation, fostering a conducive environment for both employees and clients.

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Diversity Management Policy
By (Name)
Name of the Class
Name of the professor
Institutional affiliation
City and State
Date

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Table of Contents
Diversity Management Policy......................................................................................................................4
Introduction.............................................................................................................................................4
Managing diversity and Inclusivity policy....................................................................................................4
Policy statements........................................................................................................................................4
Scope of the policy......................................................................................................................................5
CALD Employees..........................................................................................................................................5
Inclusivity principle requirements in DWRC................................................................................................5
Acknowledgement of uniqueness...............................................................................................................6
Respect........................................................................................................................................................6
Opinion........................................................................................................................................................6
Religion........................................................................................................................................................6
Culture.........................................................................................................................................................7
Sexual orientation and gender....................................................................................................................7
Physical and mental ability..........................................................................................................................7
Departmental collaborations.......................................................................................................................7
Parties and responsibilities..........................................................................................................................8
An employee...............................................................................................................................................8
Responsibilities............................................................................................................................................8
Departmental manager...........................................................................................................................8
Responsibilities........................................................................................................................................8
General Manager.....................................................................................................................................9
Responsibilities........................................................................................................................................9
Disciplinary committee............................................................................................................................9
Responsibilities........................................................................................................................................9
Punishments............................................................................................................................................9
Harassment.............................................................................................................................................9
Sexual harassment.................................................................................................................................10
Punishment...........................................................................................................................................10
Discriminatory harassment....................................................................................................................10

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Punishment...........................................................................................................................................10
Physical harassment..............................................................................................................................10
Punishment...........................................................................................................................................10
Personal harassment.............................................................................................................................11
Punishment...........................................................................................................................................11
Cyberbullying.........................................................................................................................................11
Punishment...........................................................................................................................................11
Conclusion.................................................................................................................................................12
Bibliography...............................................................................................................................................13

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Diversity Management Policy
Introduction
Workplace diversity is described to be the inclusion of workers without considering their
natural differences such as age, gender, and cultural divert such as races (Rao, & Bagali, 2014).
It is required of an organization to create a workplace that is fair and can accommodate all type
of employees. A good workplace diversity policy is a deterrent and will allow for no room of
discrimination of people based on their differences (Cho, Kim, & Barak, 2017). Within an
organization, employees make the greatest asset that must be attracted and retained for the
organization to continue befitting from their diverse skills, experiences, and backgrounds in
realizing quality services. In many organizations, employees are culturally and linguistically
diverse. This means that employees are from different countries, speak different languages, and
have different cultural and religious beliefs. Whenever there is a work policy that mandates
employees to be inclusive and respect other peoples' differences, then this becomes a good
workplace which many employees will not want to stop working in (Mor Barak, 2015). To be
able to manage diversity and bring about inclusivity in any workplace, a lot of considerations
must be put in place and policies to be formulated to give guidelines and directives to all
employees of the organization.
Managing diversity and Inclusivity policy
There is a need to manage all the differences in employees and create an inclusive
environment that will enable collaborations for success as per the organization's goals.
Policy statements
 The formulation of this policy follows the several cases of sexual harassments, bullying,
and discriminations that have been reported in the recent past within the organization.

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These actions are unlawful according to the national laws, and we have to discourage
them within this organization too.
 This organization is focused on achieving good health services to anybody from any part
of the world regardless of their races, cultures, languages, beliefs or even their physical
and mental abilities. For this reason, the policy is enacted to be able to create a better
environment for all employees to be able to give their best.
 Additionally, this policy is bringing a variety of measures that will be taken against
anyone who will violate any of the policies outlined herein.
Scope of the policy
This policy is intended to cover all the employees at all levels of their operations. It
describes the diversity ranging from the physical, mental, spiritual, social and economic that is
experienced in the daily operations of an organization.
CALD Employees
These are employees from different cultural and linguistic diversities. These people are defined
with their difference in communication language, their different nationality, culture, and religion.
This organization is open to any kind of diversity.
Inclusivity principle requirements in DWRC
 Acknowledgement of uniqueness
 Respect to;
 Opinions
 Religion
 Culture
 Sexual orientation

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 Gender
 Physical and mental ability
 Departmental collaborations.
Acknowledgement of uniqueness
People are different in one way or the other, which is natural and cannot de disputed. All
the employees in this organization are equal in terms of the roles that every individual is playing.
The uniqueness is not a limitation to an individual’s ability.
Respect
Opinion
This organization recognizes and welcomes diverse opinions from different employees.
Employees are therefore required to give their opinions at all levels and about any operation
using the recommended channels and authorities concerned in each department. Employees must
also be able to give their time and listen to opinions from other fellow employees in line with
operations.
Religion
This organization is operating on the Christian faith. This does not make it limited to employing
Christians alone, all faiths are welcomed, and their diversities regarding faith is accepted and
respected. Employees are also required to respect the beliefs of other religions within the
organization. In this matter, employees are discouraged from discussions on religion matters
within the organization.

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Culture
Being a health and care organization, DWRC is not operating within any specific culture,
and therefore all cultural beliefs and norms are not recognized. Within this organization, all the
employees share one culture of friendship and cooperation for quality health delivery. No
cultural activities should be carried out by any employee within this organization.
Sexual orientation and gender
This organization is sensitive to the gender rules and policy of this country and therefore,
employees are entitled to adhere by the national policy description of this country. No
discrimination and everyone is entitled to his/her opinion as far as sexual orientation is
concerned.
Physical and mental ability
As a missionary organization in the health sector, physical and mental abilities of people
are not limitations since everyone is able differently (Dennissen, Benschop, & Brink, 2020). This
organization recognizes and recommends persons with disabilities to apply for various job
opportunities posted by the organization. Employees are mandated to respect the different
abilities of their fellow employees and clients within this organization.
Departmental collaborations
All the departments in this organization are required to report to their immediate bosses
who liars with other higher authorities in the protocol. Departments must not jump a step within
the protocol. Collaboration and partnership between different related departments must be

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maintained and conducted with correct procedures (Davis, Frolova, & Callahan, 2016). All
employees from the related are required to be willing to collaborate and assist when required to.
Parties and responsibilities
An employee
An employee for this matter refers to any individual working for or with this organization
(Sabharwal, 2014). All salaried workers, volunteers, attachés, and those working under
internships are all employees of this organization.
Responsibilities
 Read and understand the policy requirements.
 Obey the policies as described in the policy document.
 Help new employees understand the policy.
Departmental manager
This is any manager responsible for any department and reports to the general manager.
Responsibilities
 Read and understand the policy requirements.
 Abide by the policy as described without any manipulation.
 As the figure of the department, this manager is mandated to monitor the trend of the
department regarding the new policy and make a report.
 Set an example and give guidelines on how to go about adhering to the policy.
 Takes action to report to the higher authorities any misconduct that violates the policy
requirements.

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General Manager
This is the manager in charge of all the daily operations at DWRC.
Responsibilities
 Create policy descriptions.
 Implements the policy and describes the standards required.
 Monitors the policy.
 Receives reports from different departments regarding policy acceptance, impact, and
feedback from all the areas of operation within the organization.
 Makes necessary changes.
Disciplinary committee
This is the committee mandated to examine any allegations about any employee in this
organization as far as the laws and policies are concerned.
Responsibilities
 Receives reports on misconducts.
 Finds out about the event, and the context of the indiscipline.
 Finds out about the possible effects of the indiscipline.
 Follows the required procedure in the initiating disciplinary action.
Punishments
Harassment
Harassment here refers to any form of conduct that is threatening or belittling shown to
any employee or a group of employees within the organization (Baek, 2017).

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Sexual harassment
This is when any employee or employer behaves in a romantic or sexual way towards
another employee or employer who is not comfortable with any conduct of such kind (Saxena,
2014).
Punishment
 For unclear harassment intention, the offender should be warned.
 For clear sexual intention, the offender should be suspended for a period of not less than
one month.
Discriminatory harassment
This refers to any form of harassment directed towards another employee's race, age,
religion, or culture (Starostka-Patyk, Tomski, & Zawada, 2015).
Punishment
 Any form of discrimination with clear intention results into suspension for a period not
less than two months or any other action that will be decided by the board.
Physical harassment
This refers to any form of physical attack or threats directed to other employees,
employer, or any property of this organization (Trittin, & Schoeneborn, 2017).
Punishment
Fighting other employees and employers, the offender should be put under probation for
not less than one month.
Objects damaging, the offender's salary will be deducted at a rate not more than 10% to
equal the object damaged.

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Personal harassment.
This involves offensive remarks or statement that displays the unworthiness in an employee
regarding personal life or in the context of the working environment (Zhang, 202).
Punishment
 The offender should be warned.
Cyberbullying.
Any form of online harassment within the environment of this organization is regarded as
a crime (Kulik, 2014). Whether it is the organization's computers or personal computer being
used, action will be taken.
Punishment
In even an employee engages in cyberbullying, the organization's computer used by this
employee will be restricted to official works only.
 The employee will be warned.
 After the third warning, the employee will be subjected to suspension for a period not less
than one month.
Note:
 The policy is in action until the day it shall be officially reviewed or changed.
 All employees are required to follow the policy described and as they are.
 In case of any opinion or elaboration requirements, correct communication channel must
be followed.

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Conclusion
Following the reasons stated in this document, the management had to come up with this
diversity management policy to be able to tackle the differences that have been hindering the
growth of our great organization. After formulation and testing of this policy, it is put to effective
action with effect from Monday 20th April 2020. The management is, therefore, calling forth all
the employees to participate in the process of initiating this new policy to be able to make our
organization's environment conducive for all of us and all the clients.