Equality, Diversity, and Fair Treatment in Public Services: A Report

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ASSIGNMENT FRONT SHEET
HNC/D ASSIGNMENT
Unit 3 Equality, Diversity and Fair Treatment
A/616/7180

EFFECTIVENESS OF
POLICIES AND REVIEW HOW
EQUALITY PROVISION
BENEFITS PUBLIC SERVICES

DEVELOPMENT OF ORGANIZATION
POLICIES
 The formal dispute between management
and employee on the employment conditions
 W’s of grievance handling
 Who is involved?
 Why it is grieve-able?
 What can be done?
 Grievance procedure
 Open door
 Step ladder

GRIEVANCE POLICIES IN
UNIFORMED PUBLIC SERVICES
 Step 1: The employee verbally explains the
grievance to the immediate supervisor and
seeks satisfaction from the supervisor.
 Step 2: If not settled, the grievance sent to the
higher manger.
 Step 3: Grievance submitted to grievance
committee and members try to propose a
possible solution.
 Step 4: Grievant may approach to the corporate
executive or management, if not satisfied by the
decision.
 Step 5: In the final step grievance is taken to an
arbitrator

PRESENTATION OF LEGAL RESPONSIBILITIES
OF FAIR TREATMENT BY EMPLOYERS
Example of a case study of “visma” organisation
Ways to present legal responsibilities of fair treatment
for staff
 Setting a Job description
 Advertising the post in different geographic locations
 Ensure there is an interview panel
 Treat all people as individuals without judging according
to stereotypes
 Appreciating, understanding and valuing the members of
staff for their abilities
 Offering courteous and fair opportunities to all
 Should not treat the individuals on the basis of color or
fairness
 Organization architecture should support disabled people
 People from all backgrounds feel appreciated and valued

FAIR TREATMENT:
Fair treatment includes:
 Equal- pay
 Equal opportunities
 Non-discrimination
 Equal treatment
 Better creativity and adaptability
 Equal choice of profession
Requirement areas
 Working places
 Within job opportunities
 Within the code of practices

NEED FOR FAIR TREATMENT
 Support and appreciate
skills
 Maintain a healthy working
environment
 Encourages the individual
 Contribution of the
individuals are equal
 It promotes commitment,
loyalty, and enthusiasm
 Leads to ethical leadership

TRADE UNION:
 Consist of union and
leaders
 Raise new demands on
behalf of its members
 Support, promote and
protect the common
interest
 Insist on the terms of
collective bargaining
 Represents workers

IMPACT OF TRADE UNION
ACTIVITY
 Help the workers to
achieve desire interest
 Productivity deals
 Improve staff retention
 Improve working
conditions
 Counterbalance
monophony
 Promote equality
 Time can be lost to
strike
 Confrontation

ANTI-DISCRIMINATORY
PRACTICES
 Helps to avoid
discrimination
 Promotes equality
 Some practices are:
 Promotion and recruitment
initiatives
 Fair treatment policies
 Equality act
 Service accessibility
 Disability discrimination act
 Human rights act

THE BENEFIT OF EQUALITY,
DIVERSITY AND FAIR TREATMENT
 Improve working conditions
 Improve productivity
 Build coordination
 Improve the satisfaction and confidence of
the employee
 Avoid discrimination
 Encourages the individual

IMPACT OF ORGANIZATIONAL POLICIES ON
EMPLOYMENT
 People are treated as individuals without
focusing on the stereotypes
 Offer Equal opportunities to everyone
 All the applicants will be judged on the basis
of skills and requirement
 There will be the same payment policies for
all people
 Job description allows the evaluation of the
applicant against specific criteria
 Also the interview panel able to give a
different perspective about the candidate