Essentials of People Practice: Diversity, Inclusion, and Dismissal

This report explores the essentials of people practice within an organization, emphasizing the importance of work-life balance and relevant regulations, employee well-being, and the positive and negative aspects of employee engagement. It summarizes discrimination legislation, highlighting its impact on employment relationships and elucidates the significance of diversity and inclusion, differentiating it from equal opportunities. Furthermore, the report explains the distinction between fair and unfair dismissal, providing a comprehensive overview of key considerations for effective organizational management and employee relations. The report concludes that organizational management plays a crucial role in employee performance and overall productivity.

Essentials of People Practice

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
(AC 3.1) Explanation on the importance of achieving work-life balance within the
employment relationship with an overview of the regulations relevant to work-life balance.....3
(AC 3.2) Explanation of what is meant by, and the importance of, well-being in the workplace
......................................................................................................................................................3
(AC 3.3) Assessment of positive and negative aspects of employee engagement which can
impact the way people feel at work and the likely result.............................................................4
(AC.3.4)Summary of the main points of discrimination legislation and the impact that
discrimination can have throughout the employment relationship..............................................4
(AC 3.5)Explanation of what diversity and inclusion means, how it differs from equal
opportunities, and the importance for business and for social justice.........................................5
(AC 3.6) An explanation of the difference between fair and unfair dismissal............................5
Illustration....................................................................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
An organization management has the role and duty of organizing, planning, leading and
controlling resources from which they can achieve the overall aim and objectives of the
organization. It is important to understand and implement this function where the managers are
responsible for designing and arranging the internal environment to facilitate the organizational
goals (Soomro, Breitenecker and Shah, 2018). The current report will illustrate the areas which
will cover the concept of work-life balance, well-being, employment engagement areas,
discrimination legislation and laws and a differentiation between the fair and unfair dismissal. To
run any business, it is important for the management to consider these areas in appropriate
manner.
MAIN BODY
(AC 3.1) Explanation on the importance of achieving work-life balance within the employment
relationship with an overview of the regulations relevant to work-life balance
Work life balance is very important for an individual employee and staff people to maintain it in
better and effective manner. An organization of Tech-now is required to understand the
importance and concept of the work life balance and should create some relevant policies and
legislation for providing the appropriate employment relationship (Norbash and Kadom, 2020).
Implementation of such policies like Working Time Directive, Employment Rights Act, Equality
Act will offer the right and appropriate area of work life balance like fixed number of holidays,
maternity and paternity leaves, providing the flexibility, remote and home-based working and
specializing the working hours will help and support the employee to maintain the appropriate
work-life balance and can work in effective manner. Providing these kinds of policies at the
organization will allow the employee to get satisfied with the working environment and can be
able to put their best efforts and hard-work in appropriate manner and can get the desired and
successful outcome which will improve their individual performance. Employee engagement is
one of the best way to create a good and positive working environment at the workplace from
where each individual can be able to work accordingly and can balance their work life along with
their personal life as well. Companies should understand and adopt some relevant strategies and
policies at the place from where an effective outcome can be achieved. For example, training and

development session for better interaction of employees and also by implementing the policies
like Employment Rights and much more.
(AC 3.2) Explanation of what is meant by, and the importance of, well-being in the workplace
Employee well-being is generally meant to understand the employee health and safety areas
which should be essentially considered by the employers and organizational management
(Owens, Kottwitz, Tiedt and Ramirez, 2018). A proper maintenance of the well-being at the
workplace will help the employee to get safe, healthy and retained where the company Tech-now
also can get the benefit of lower turnover rates at their organization. Workplace well-being
relates to all the factors such as aspect of working life, quality and safety of physical
environment, employee satisfaction from the work surrounding and such more. To run any kind
of business, an employer has the responsibility and a duty to understand and deliver the health
and safety areas to their employee and staff members from where the company can be able to get
the profitable outcome. Providing of the well-being at the working areas, will also help the
organization to retain the employee for longer period and supports them to motivate them as well
which will overall deliver the effective outcome.
(AC 3.3) Assessment of positive and negative aspects of employee engagement which can
impact the way people feel at work and the likely result
To run any business or an organization, an employer is responsible to look out for the employee
engagement functions so that the employee can be able to provide the appropriate result and
outcome (Velasco and Sansone, 2019). There are both kinds of aspects positive and negative in
relation to employee engagement where these factors can impact the people or employee
working performance and overall impacts the result. Looking at the positive aspects it covers a
good working environment, providing flexibility and functions of work life balance,
opportunities to grow and develop, consideration of health and safety areas and such more (Lee
and Joseph Sirgy, 2019). A good and positive working environment is essential to lead the
people feel.satisfied at the workplace and can engage with each other accordingly. Also, the
company needs to consider health and safety areas and activities and can support the employees
to stay at the workplace for longer duration. However, the negative aspects includes bad working
culture, disputes, ineffective leadership, no work life balance and higher employee turnover.
Employee engagement simply means an employer has required to provide an appropriate
satisfaction to the employee and staff people so that they can be able to work effectively. If the

employee are dissatisfied, then the company target and objectives will not achieve in definite
manner and leads the organization to suffer from bad and poor aspects like employee turnover.
(AC.3.4)Summary of the main points of discrimination legislation and the impact that
discrimination can have throughout the employment relationship
Employment relationship is the main factor an organization is required to consider and should
maintain it in proper manner. At the workplaces, many people follow and practices the work
place discrimination which is restricted by the government laws and legislation. The company
Tech-now has to keep their focus on the discrimination areas and should implement some
relevant legislation and policies at the workplace as well so that nobody at the organization will
practise any kind of discrimination. According to the Human Right Act, nobody can follow any
kind of discrimination in regard to any religion, cast, beliefs, race and sex. Following the
discrimination will make the employee to feel uncomfortable and impacts the overall
productivity and reputation of the organization. Discrimination can be of different types at the
workplace such as direct, indirect, harassment and victimization as well. For example, rules are
not made for everyone is refers as indirect discrimination whereas laws and polices are made for
everyone but takes actions where they do not hire people on the basis of their race, gender and
religion and much more.
(AC 3.5)Explanation of what diversity and inclusion means, how it differs from equal
opportunities, and the importance for business and for social justice
At the workplaces, a management is required to understand the concept and importance of the
diversity and inclusiveness from which they can be able to retain and motivate the employee in
effective manner. Diversity at the organization is important as it provides the equal opportunities
to the employee and leads them to obtain effective outcome and result. The term diversity simply
means a kind of team work where all types of religions, cast, gender, age and demographical
people work together and delivers the appropriate working outcome. Workplace diversity is
important because it acknowledges the individual person strength and how potential they are
from which no differentiation and partiality will be followed (Clark, Stenholm, Pentti, Salo and
et.al., 2021). Practising the diversity and inclusiveness at the workplaces, it benefits the
organization and employee accordingly where it provides the better opportunities to the
employee, smarter decision-making, increase in profit and productivity and improves the
reputation of the business.

(AC 3.6) An explanation of the difference between fair and unfair dismissal
The term fair dismissal defines as when an individual without notice or pay lieu of notice where
usually because of gross misconduct and unfair dismissal refers when an employer terminates the
employee without giving any valid and relevant reason. The Tech-now organization is required
to understand the concept of these fair and unfair dismissal where here, mentioning the
differences in a tabular form which will provide the efficient knowledge and information.
Fair Dismissal Unfair Dismissal
In this process, an employer give a relevant
and appropriate reason and information to
terminate and fire an individual employee from
the company (Francis and Wagner, 2018).
Unfair dismissal defines as when an
organization management do not give and tell
any particular reason for terminating the
employee.
This kind of dismissal is satisfied and given
according to the employee performance areas.
Without any satisfactory decision, employer
give a termination and do not give any
opportunity to respond.
For example: Breaking the law. For example: Dismissing an employee without
giving them a notice period.
Illustration 1: Organisational Management

Illustration
Organizational management is the overall process of planning, guiding, implementing and
controlling the different functions and areas and can help and support the organization to drive
their business at successful level. It has been evaluated and understand that organization
management plays an important role for the betterment of the firm where it also includes the
support of employee and puts the great impact over the performance of the company and
employees as well. From the above mentioned image, it is showing the different factors where in
highlights vision and policy, strategies, relationship, support and management where considering
all this factor at the firm will deliver the profitable outcome and results and drives the employees
and organizational performance at successful level.
CONCLUSION
The current report has concluded the importance of organizational management and its
working areas which puts the huge impact on the employee performance and organizational
productivity. The report has included the different working roles and duties of the management
such as proper implementation of the legislation in regard with work-life balance and
discrimination areas. Also, it has included the concept of employee engagement, diversity and
inclusiveness and a difference between the fair and unfair dismissal.

REFERENCES
Books and Journals
Clark, A., Stenholm, S., Pentti, J., Salo, and et.al., 2021. Workplace discrimination as risk factor
for long-term sickness absence: Longitudinal analyses of onset and changes in
workplace adversity. PloS one, 16(8), p.e0255697.
Lee, D.J. and Joseph Sirgy, M., 2019. Work-life balance in the digital workplace: The impact of
schedule flexibility and telecommuting on work-life balance and overall life
satisfaction. In Thriving in digital workspaces. (pp. 355-384). Springer, Cham.
Norbash, A. and Kadom, N., 2020. The business case for diversity and inclusion. Journal of the
American College of Radiology. 17(5), pp.676-680.
Owens, J., Kottwitz, C., Tiedt, J. and Ramirez, J., 2018. Strategies to attain faculty work-life
balance. Building Healthy Academic Communities Journal. 2(2), pp.58-73.
Soomro, A.A., Breitenecker, R.J. and Shah, S.A.M., 2018. Relation of work-life balance, work-
family conflict, and family-work conflict with the employee performance-moderating
role of job satisfaction. South Asian Journal of Business Studies. 7(1), pp.129-146.
Velasco, M. and Sansone, C., 2019. Resistance to diversity and inclusion change initiatives:
Strategies for transformational leaders. Organization Development Journal. 37(3), pp.9-
20.
Francis, D. and Wagner, K., 2018. Social media policies in the workplace–unjustifiable
constitutional limitation?. Without Prejudice. 18(4), pp.44-45.