Marketing and Communication Report: Equal Opportunity and Policy

This report examines the concept of equal opportunity within a marketing and communication context, specifically focusing on a Tyre Company. The report defines equal opportunity as a commitment to recruit and retain talented staff from all sectors of society, adhering to equality and diversity legislation. It explores the scope of the policy, which aims to prevent discrimination in the workplace through adherence to federal, state, and local laws. An action plan is presented, detailing compliance with employment laws, training and development initiatives to enhance employee skills, and layoff procedures based on performance rather than seniority. The report emphasizes the importance of fair employment practices and non-discriminatory approaches in all aspects of the employee lifecycle, including recruitment, employment, promotion, and potential layoffs, with recommendations for policy implementation within the Tyre Company.

Running head: MARKETING AND COMMUNICATION 1
Marketing and communication
Name:
Institution Affiliation:

MARKETING AND COMMUNICATION 2
Purpose statement
The equal opportunity is the commitment declaration of any organization which entails recruits
and retaining talented staff from all the sectors of the society equally (Belch, Belch, Kerr &
Powell, 2014). Moreover, Tar organization which is the basis of the research plan to meet the
duties placed on them by equality and diversity legislation and follow on the best practice in all
that we they do (Belch, Belch, Kerr & Powell, 2014). The aspect of equal opportunities in the
work place entails recruitment, employment as well as promotion which help the company in
attaining the new scale for the future endeavors.
Equal opportunities employment practices entails adhering to the federal, state as well as the
local laws which prohibit on the discrimination in the workplace (Dam, van der Sanden &
Stragier, 2014). The employers with the broad vision of what it entails equal opportunities to the
potential and the current employees create a workplace which helps them to work efficiently.
Scope of policy
The scope of these procedures and the policy are based on implementation of non-discriminatory
aspect particularly prejudice which is experienced in the workplace (Hollensen, 2015). The
policy will guide the Tyre organization on how they could plan to prevent this aspect.
Action plan
The following is the action plan which tyre company in which it intends to implement on the
issue of equal opportunity (Hollensen, 2015). The plan will entail the procedures and policy
regulation in regards to employment.
Adherence to the laws

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The compliance programs enforces the executive orders which mandate on the affirmative action
plans for the companies which offers services. The organization should adhere to the laws which
govern the policies of the business (Hollensen, 2015). Within the context of labor as well as the
employment laws, the equal opportunity usually entails the employer will not discriminate
against the applicants. When the employers commit to equal opportunity also commits to the fair
employments practices throughout the employer and the employee relationship.
Training and development
The workers usually thrive in the work environment where they feel much valued, recognized as
well as challenged in developing on their skills sets and the qualifications. In the minutes, it was
discussed that the provision of training and the development opportunities would benefit tyre
organization and the employer (Hollensen, 2015). The aspect of training and the development
usually equip the employees with the necessary tools which are necessary in performing
effectively in their current jobs. It was also seen that training and the development prepare the
staff to take more responsibility and authority particularly in the future roles when they are
promoted. Offering the training, development as well as guidance or even job mentoring on the
nondiscriminatory basis is an example of the equal opportunity in the workplace (Kitchen &
Burgmann, 2015). These aspect have been discussed in the meeting to enable the implementation
to tyre organization.
Layoff procedures and policy
In the meeting it was discussed that in most of the cases in many organization they resort to the
seniority based selection when laying off the workers. However, this could result in the newest
and a possible most talented individual from being laid off. Rather than choosing the LIFO

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technique to lay off, some of the employers usually chooses the lowest performing employees
when it comes to terminate in the initial round of the layoffs (Kitchen & Burgmann, 2015). The
seniority layoff could appear to be discriminatory aspect in case the workers with the lower
seniority are the young staff (Kitchen & Burgmann, 2015). The best layoff procedure would be
based on the performance of the worker, therefore Tyre Company needs to implement policy
based decision basing on the performance of the workers when it comes to laying off.

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References
Belch, G. E., Belch, M. A., Kerr, G. F., & Powell, I. (2014). Advertising: An integrated
marketing communication perspective. McGraw-Hill Education.
Dam, K. H. V., van der Sanden, M. C., & Stragier, J. (2014). Strategic decision support for
marketing communication. In Social Simulation Conference.
Hollensen, S. (2015). Marketing management: A relationship approach. Pearson Education.
Kitchen, P. J., & Burgmann, I. (2015). Integrated marketing communication: Making it work at a
strategic level. Journal of Business Strategy, 36(4), 34-39.