Comprehensive Report on Diversity, Equality, and Inclusion at Iglo

This report analyzes the moral, legal, and business cases for diversity and equality in the workplace, with a specific focus on the company Iglo. It examines the Equality Act 2010 and its impact on recruitment, selection, and overall brand image. The report also explores issues such as the glass ceiling, direct and indirect discrimination, exceptional circumstances, and positive action strategies. Furthermore, it discusses the Rehabilitation of Offenders Act 1974 and its implications. Finally, the report highlights Iglo's strategies for maintaining equality and diversity, including employee involvement, equality policies, and communication flow. The report references several academic sources to support its findings and recommendations.

Speech presentation

Table of Contents
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REFERENCES................................................................................................................................5

1.
Moral and legal case for diversity is all about to complying the ethical and legal things in
better manner. For the same, company’s leader has to comply all the legal laws that assist to
improve the results in positive manner. Apart from this, moral case for diversity is all about the
ethics in which leaders should not discriminate the people on any basis and provide honest reply
that helps to improve the results in positive manner (Klarsfeld and et.al., 2016). Hence,
organization such as Iglo should be accountable with regards to moral and legal principles so that
it does not affect the brand image of a company.
2.
Business leaders creates a business case for diversity and claiming that hiring more
women will help to increase the financial performance of a business. Therefore, a business case
in the context of diversity and inclusion refers to hire the people without any discrimination that
assist to improve the performance of a company. As there are many companies who do not
recruit women and discriminate the people on the basis of race, this in turn affect the overall
business in opposite manner, whereas having a diverse workplace lead to greater innovation and
recruit top talent for the firm as well.
3.
Equality Act 2010 is promoting equality in the areas of 9 protected characteristic which
over gender, race, disability, sexual orientation. Thus it is stated that the law helps the employees
to safeguard from discrimination and as a result, manager and leader treated fairly that helps to
sustain the brand image of the company (Bowl, 2018). Also the main aim of this law is to
eliminate the need of discrimination, advanced equality of opportunity and to foster good
relations with employees. Therefore, it assists to protect individual from being targeted due to
specific characteristic.
4.
The laws that protect employee from being discriminated creates direct impact upon the
recruitment and selection such that it attracts range of employees towards it. Thus a positive
approach to diversity also allow to select the best person for the vacant position who is free from
bias such that age, gender, disability etc. Therefore, it can be stated that if employees of Iglo
comply with legislation then it assists to promote the positive culture and this in turn improve the

overall brand image which in turn attract new customers as well (Klein, 2016). Hence, it is
examined that during recruitment process, company should not discriminate the people on any
basis.
5.
Glass ceiling is a metaphor that is used to represent the barrier that prevent demographic
to raise. Hence, it is an invisible success that many women face during their career path.
Therefore, to remove this barrier it is suggested to build a network that helps to minimize the
issue and aim high that further assist to take an individual towards success direction. Also, by
eliminating the assumption will also help to minimize the glass ceiling and leads towards
positive direction as well. Along with this encourage mentoring relationship that promote the
overall results.
6.
Direct discrimination happens when employees are treated unfavorably due to specific
characteristic. For example, employer do not offer promotion to one of their employee because
they are a woman and that is why, job goes to less qualified man (Shortland and Perkins, 2020).
On the other side, indirect discrimination is when employer treat someone the same as everyone
else, but it also creates negative effect on them. Hence, it occurs when there are rules or
arrangements which apply to a group of employees but during practice, it is less fair to certain
protected characteristic. For example, manager did not recruit those women who belongs to
ethnic group.
7.
Exceptional circumstances are those events which company did not expect and stop.
Hence it is a condition which is required to grant additional powers to a government agency.
Thus it is only effective option to advance the realization of a right to free and offer a quality
working environment. It is exempted for education services because it does not include any delay
or risk that somehow affect the overall performance of the company (Lech and et.al., 2017).
Hence, it majorly paid attention to human right and international agreements throughout the
process of grant, quality assessment and risk assessment.

8.
Positive action is an umbrella term which use for a wide range of measures such that
eradicating discrimination, outreach programme and redefining merit that helps to attain full
equality in practices between men and women (Baker, French and Ali 2020). When company
comply with the same, there are some issue which company face such that business does not
encourage person to overcome any problem and due to not having enough knowledge with
regards to the positive action, employees does not participate in any activity which in turn cause
negative impact.
9.
The provision of Rehabilitation of Offenders Act, 1974 enables criminal conviction to be
ignored after some rehabilitation period. Hence, its main purpose is not to put people for a
lifelong blot due to minor offense. Also there are some profession which are exempted from this
law such that Children under vulnerable group, profession associated with justice system,
doctors, accountants and manager of unit trust. The sentence period is changes from offense. For
example, if a company in UK are given a community order or conditional discharge and later
they breach the orders then it may affect the rehabilitation period which is further applicable to
original conviction as well
10.
Iglo use different strategy in order to maintain equality and diversity t the workplace such
that company keep involve all the employees in decision making process so that it will help to
creates stronger relationship between employees (Natha, 2020). As a result, workers did not feel
discriminated. On the other side, putting equality policies within a workplace is another strategy
which help the company to improve the performance and maintain inclusion environment. Apart
from this, by developing proper flow of communication between employee and employers assist
to promote as well as maintain equality and diversity.

REFERENCES
Books and Journals
Baker, M., French, E. and Ali, M., 2020. Insights into ineffectiveness of gender equality and
diversity initiatives in project-based organizations. Journal of Management in
Engineering-ASCE.
Bowl, M., 2018. Differentiation, distinction and equality–or diversity? The language of the
marketised university: an England, New Zealand comparison. Studies in Higher
Education.43(4). pp.671-688.
Klarsfeld, A. and et.al., 2016. Comparative equality and diversity: main findings and research
gaps. Cross Cultural & Strategic Management.
Klein, U., 2016, January. Gender equality and diversity politics in higher education: Conflicts,
challenges and requirements for collaboration. In Women's Studies International
Forum (Vol. 54, pp. 147-156). Pergamon.
Lech, K. and et.al., 2017. Students as producers and active partners in enhancing equality and
diversity:‘culturosity’at Canterbury Christ Church University. Journal of Educational
Innovation, Partnership and Change. 3(2).
Natha, S., 2020. Equality and diversity mainstreaming: did the equality frameworks for local
government support local authorities to improve the performance of their equality and
diversity mainstreaming programme between 2001-2014? (Doctoral dissertation, Edge
Hill University).
Shortland, S. and Perkins, S.J., 2020. Women's expatriate careers: losing trust in organisational
equality and diversity policy implementation?. Journal of Global Mobility: The Home of
Expatriate Management Research.