Leading Organisational Equality and Diversity at Childline: A Report

This report provides a comprehensive analysis of equality and diversity management within Childline, a UK-based counseling service for young people. The report begins by defining equality and diversity and their implications for the organization, emphasizing the importance of fair treatment and equal opportunities. It then delves into the legal requirements related to equality, referencing the Equality Act 2010 and the Public Sector Equality Duty, as well as the roles of key stakeholders like the chairman of health and education and children's welfare departments. The report further examines guidance and codes of practice, including the Equality Act 2010 and the Human Rights Act 1998, and analyzes Childline's policies on discrimination, hate crime, and equality. The report concludes by outlining policies and procedures needed to promote equality and diversity, such as equal opportunity and harassment policies, and discusses strategies for reaching diverse stakeholder groups, including funders, staff, and clients. The report underscores the importance of creating an inclusive environment where all stakeholders are treated fairly and their diversity is valued, ensuring Childline's commitment to providing equitable services.

Leading
Organisational
Equality and
Diversity

INTRODUCTION
Equality means ensuring that individual or group are not getting treatment differently or
less favourable on the basis of several aspects such as gender, disability, religion, sexual
orientation, age and many more (Bowl, 2018). In addition to this, diversity is aims to recognise,
respect as well as value people's differences for contributing and realising their full potential by
promoting an inclusive culture for each and every staff member. Within an organisation equality
and diversity work together as well as means a lot. This assignment is based on Childline which
is an counselling service organisation for young people up to their 19th birthday within UK. It
was founded in 1986 by Dame Esther Rantzen and serving their services within United
Kingdom. As this report will going to discuss importance of effectively managing equality,
diversity and dynamics of leading as well as managing equality and diversity.
TASK 1
Implications of equality and diversity for organisation, assessing how to address equality and
diversity issues
Equality is about making sure that each and everyone has equal opportunity within an
organisation so that everyone will get fair treatment. On the other hand, diversity is about taking
in account all the differences within people and placing positive value on those differences.
These both play important role within an organisation in providing equal and fair treatment to
staff members as well as customers. In childline, it is important to implement equality and
diversity within their working (Kelan and Wratil, 2018). So they can provide equal opportunities
to children and provide them better living opportunities. But there are several situation in that
company face issue related to equality and diversity which they have to address in proper
manner.
 Childline have to take equality and diversity seriously as well as they have to stating
policies clearly for treating fairly and evenly.
 They have to treat every children fairly without including any type of discrimination
factors such as gender, religion, cast, culture and many more. In addition to this, it is
important to provide equal opportunities to staff members for working happy and develop
their talent.
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 Along with this, Chidline have to implement several laws within their working such as
equality act, Human rights act, sex discrimination act, disability discrimination act and
race relations act (Noon, 2018). So that, children who need will be treated equally and
diversely.
 For resolving issues related to diversity, Childline have to provide equal opportunity to
both male and female without any type of discrimination between them.
Thus, implementation of above mention thing within Childline help in resolving issues
related to equality and diversity within their working area.
Legal requirements relating to equality within organisation and in relationship with others
As per the equality act 2010, it is important for organisation in legal term that they should
not discriminate their employees as well as customers because of issues such as gender, race,
age, disabilities and so on (Syed and Ozbilgin, 2015). In addition to this, the county council is
amongst such public authorities which are involved under Public Sector Equality Duty. It have
three general aims that authorities have to give such as :-
 Eliminate Discrimination, harassment as well as victimisation.
 Advance equality of opportunities
 Foster good relation within people who are sharing protected characteristics as well as
those who are not sharing it.
Apart from this, while designing policy it should be keep in mind by Childline that
several factors such as age, race, skin colour, nationality, gender, disabilities, religion, sexual
orientation and so on should not create any type of discrimination while providing services to
customers. In addition to this, it is not only for customers but also for personnel and they have to
remember that legal rules related to discrimination are covered in recruitment and offer of staff
members.
Stakeholder of Childline are those who have major impact on growth and development of
this organisation stakeholder majorly includes chairman of health and education department as
well as welfare of children department. Stakeholders have major impact on organisational
decision as well as policies. Need and expectations of Childline stakeholder is to develop
effective policies which leads to provide health life and education to children.
Furthermore, it is important for Childline to build relation with other also like Children
who are coming for help. This can be possible by providing them equal treatment in fair manner
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without any type of discrimination on the basis of cast, skin colour, religion, disabilities and
many other factors (Syed, Ali and Hennekam, 2018). In addition to this, respective organisation
have to create policies while keeping children and equality within their mind as well as work for
their welfare without creating any type of discrimination.
TASK 2
Implications of guidance and code of practices relating to equality and diversity
It is important for social care sector that they have to provide equal as well as fair
treatment to the person involved within that. Individual can be employees, employers and the
individual who are taking services. In addition to this, they have to value and respect differences
as well as talent of particular person at diverse level (Wrench, 2016). Moreover, Social care
sector employers have their own policies and agreed ways of working which ensue that
discrimination will not going to be tolerated and every individual person will work in an
inclusive manner.
There are various ways through which respective organisation can gain commitment to
equality and diversity. These will help in conducting organisational activities in effective and
efficient way as well as accomplishing desired goals. Different ways to improve diversity in
organisation is mention below:
 Develop great leaders who can influence other towards diversity.
 Influence and motivate other by setting great example.
 Clearly communicate policies and regulation related to diversity within organisation.
In relation to this several act are designed by government of United kingdom which show
code of practices in relation to equality and diversity (legislation and codes of practice relating
to equality, diversity and discrimination, 2019). Explanation of these are as follows :-
 Equality Act 2010 – According to this act it is unlawful for particular person to treat
them differently due to their differences. Respective act state nine protected
characteristics which are safeguard from any type of discrimination. These are age,
disabilities, race. Religions, sex, sexual orientation, gender reassignment, marriage and
maternity.
 Human Right Act 1998 – This act states that there are several right of human being
which will not going to be ignored as well as diversification have to be valued.
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 Wages Act – It was introduced in 1998 and this has been created minimum wages across
United Kingdom. This act says that organisation have to provide minimum wages to their
employees according to their daily basis activity.
 Race religion act, 1965- This act was introduced for prohibition of racial discrimination
as well as followed previously unsuccessful bills. Along with this, respective act has
banned racial discrimination in public places and promote equal treatment for everyone.
As per the CARE QUALITY COMMISSION (CQC) regulates service providers need
that each and every individual have to be treated with dignity as well as respect (Modood, 2016).
This simply means that social work organisation such as Childline have to ensure that every
children should be treated equally and while providing services their diversity should be valued.
Along with this, respective sector also have policies related to prohibition of discrimination
within workplace.
An actual organisation policy on equality and diversity and analyse the needs and expectations of
stakeholders in relation with it
Childline is the Organisation serving in United Kingdom and their aim is to provide
services to such children who are dealing with an issue that result in distress, common issues
dealt, parental separations, parents divorce and many more. Respective organisation have their
some policies related to discrimination, hate crime and equality which fulfil expectations of
stakeholders also (Romani and et.al., 2017). Because everyone want to be treated equally and for
Childline there stakeholders are Children, employees and other staff members working with
them (DISCRIMINATION, HATE CRIME AND EQUALITY, 2019). Explanation of these policies
are as follows :-
 Discrimination – It is when an individual is getting unequal treatment, unfair as well as
worse due to their age, disabilities, gender as well as on the basis of being married or in a
civil partnership, race, skin colour and many more. Childline had implemented this policy
within their work and providing equal treatment to their stakeholder without any type of
discrimination. This policy will help in promoting equality and diversity in Childline
organisation as there will be no basisness and discrimination between individuals.
 Hate Crime – It is type of crime that include prejudice as well as discrimination. Within
this, individual may get assaulted or their belongings may damaged (Abraham, 2016). In
Hate crime individual focus of disability, religion, race, sexual orientation and gender
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identity. This policy is designed by Childline for their effective working and providing
better treatment to their stakeholder who are children, employees as well as other staff
members. This policy of Childline will lead to promote more information about how to
deal with crime as well as stop crime. This will lead to bring equality and reduce
discrimination.
 Equality – Discrimination is unlawful practices which simply mean that no one have right
to treat particular person badly or differently due to age, disability, race, religion, sex and
many more. Every part of UK have different discrimination laws as Equality Act 2010 is
applicable for England, Scotland and Wales. For Northern Ireland Race Relation (NI)
order 1997 is applicable. Though this policy each and every individual will be treated
fairly irrespective of their religion, age, gender, colour. This policy will be very helpful
promoting equality and diversity in Childline.
These are the policies related to equality and diversity of Childline company which help
them in providing better treatment to their their stakeholders. In addition to this, expectation of
stakeholders also get fulfilled in better manner as they also want equal treatment while services
are offering to them.
TASK 3
Policies and procedure that need to be place for promoting equality and diversity and gaining
their commitment within organisation
It is important for Childline organisation to prevent discrimination and promote equality
and diversity. Because it will help in accomplishing the commitment done by organisation
related to providing equal treatment to every individual as well as value their diversity (Doldor,
Sealy and Vinnicombe, 2016). For promoting equality and diversity Childline have to develop
key policies and procedure as well there are several areas which have to be cover by organisation
while writing policies. These are as follows :-
 An equal opportunity policy
 An equal pay policy
 A harassment policy and procedure
 A grievance procedure
 A maternity policy
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 A flexible working policy and procedure
 A recruitment and selection policy and procedure
There are some policies in relation to equality and diversity which designed by Childline
company that help them in gaining their commitment. Explanation of this are as follows :-
 Equal treatment to every children – Childline Design policies in relation of providing
equal treatment to Children who are facing issues related to inequality and
discrimination. Thus, designing of this policy is important and it will help them in
preventing discrimination and promoting equality as well as diversity.
 Value diversity of Children – As to the Children who Childline is providing services are
diverse from each other in several manner as it is important for them to value their
diversity and be on commitment of providing equal treatment.
Thus, procedure company have to follow for promoting equality and diversity is to first analyse
the areas which require to implement it. After that policies have to be implement in effective
manner so that, everyone will be treated fairly and equally as well as their diversities will be
valued.
How to reach diverse stakeholder groups
There are diverse stakeholders of Childline company such as funders, Staff, broad
members, Clients, community partners and so on. It is important for respective organisation to
reach their stakeholders while promoting equality and diversity (Edgley, Sharma and Anderson-
Gough, 2016). As it is necessary because they are the one who help in accomplishing objectives
related to promoting equality and diversity within respective organisation. In addition to this, it is
important for firm to reach their stakeholders which can be possible by attracting them through
showing financial statements as well as balance sheet of Childline. Below mention are the ways
which help in reaching diverse customers explanation of these are as follows :-
 Identify diverse customer groups as they are important part and they have to be analysed
before beginning strategic planning procedure. In this organisation should analyse what
will be the impact of this and who will be direct stakeholder as well as indirect
stakeholder.
 Analyse who are stakeholder representative. It will leads to analyse the group of people
or individual to whom organisation needs to talk and take important decision.
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 Develop strategy to attract them such as showing financial statement and balance sheet of
company. After analysing stakeholder, it is very important to influence them.
 Approach diverse stakeholders for doing work in more effective manner. This will help in
conducting activities in better ways as well as achieving desired goals.
Through this, Childline will be able to reach their diverse stakeholder and help in
promoting equality and diversity within respective organisation.
Methods of communicating commitment, policies and procedure to relevant organisational
stakeholders
It is important for Childline company to communicate their policies, commitment as well
as procedure to company with their stakeholders. There are several ways through which
respective organisation will communicate information explanation of these are as follows :-
 Schedule meeting – This is most common method of communicating which help in
sharing information with large number of people in single time. As in this message will
be communicate through PowerPoint, Prezi and other mind mapping software also. Thus,
scheduling meeting is the best way of communicating with stakeholders.
 Schedule a conference call – It is the most commonly used method in the situation
where issue is more important and have to be discuss with large. Thus, Childline
company can discuss and share their policies, procedure as well as relevant commitment
related to respective company.
 Project summary report - Project summary reports are usually sent out in predefined
periods for communicating with stakeholders. This project summary involve important
information related to organisation such as policy, procedure as well as commitment.
Above mention are the methods through which individual can communicate with their
stakeholders within more effective manner.
TASK 4
Methods to review and monitor equality and diversity
There are ample number of methods available in present world, that could help in
monitoring both equality and diversity and these are given underneath:
Monitoring the workforce profile : It is being found that, mostly employers within
current duration belong with diversity measures in place, fewer have had the knowing to
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recognise the value as well as worth to be gained from consistent and regular monitoring of their
workforce profile and regularly testing and revisiting the effectiveness of their policies. In
addition to this, no such obligation in term of legal practices for business such as Child Line to
critique diverseness within their working area, but there is an obligation on employers to do
everything in their power for preventing discrimination and the two are closely linked.
Diversity training : It has been found that within an health care association like Child
Line where existing staff members would require to provide diversity training. This can be
considered as a crucial method that could help in opening up the communication along with
providing opportunity to staff so that they could learn more about the recruitment strategy.
Henceforth, these methods will be very effective for reviewing as well as monitoring
equality and diversity that has outlined. Though these methods Childline organisation could
effective and efficiently manage both diversity and equality. By this method Childline
organisation can manage the profile of its workforce as well as provide diversity training
Through this, all the effectiveness within the Child Line could reach to new heights in specified
time frame.
CONCLUSION
From the above discussion it has been concluded that, equality and diversity are play
important role within organisation. As they have to treat their staff members as well as customers
equally without creating and differences on several basis such as cast, gender, age, disabilities
and many more. In addition to this, for resolving issues related to equality and diversity company
have to implement several acts within their working such as equality act, Human rights act, sex
discrimination act, disability discrimination act and race relations act.
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