Table of Contents
1.1 Analyse the legal requirements relating to equality and diversity within the organization and in the organization’s relationships with others.
1.2 Evaluate the implication of guidance and codes of practice relating to equality and diversity in specific industry sectors.
1.3 Analyse the implications of equality and diversity for the organization.
1.4 Analyse the needs and expectations of stakeholders in relation to an organization’s policy on equality and diversity.
2.1 Determine how to gain commitment to equality and diversity within an organization.
2.2 Analyse policies and procedures which need to be in place to promote equality and diversity
2.3 Evaluate methods of communicating commitment, policies and procedures to relevant organizational stakeholders.
2.4 Analyse methods used to review and monitor equality and diversity. 1
Equality and diversity is a significant issue for any organizations in the way of their business success. This is a report which focused on the importance of leading equality and diversity and their management in the workplace of organizations. The study was based on a case study of a particular business organization. The chosen organization is Tesco Plc. Tesco is the biggest retailer in the UK. It is serving millions of customers every day with more than 5,00,000 employees in thousands of stores nationally and internationally (Tesco, 2013).
In the first part of the report, the study has focused on different issues. Firstly, the legal requirements of equality and diversity in Tesco have been analyzed. Secondly, implications of guidance and codes of practice for equality and diversity have been evaluated. Thirdly, the implications of equality and diversity in Tesco have been analyzed. Fourthly, policies and procedures for promoting equality and diversity have been analyzed. Finally, stakeholders’ needs and expectations regarding equality and diversity have been analyzed and evaluated.
The second part of the report focused on the practical aspects of promoting equality and diversity in Tesco and its stakeholders. Firstly, the report has assessed how to identify diversity and equality issues in Tesco. Secondly, it has specified the appropriate approaches for achieving commitment to equality and diversity in Tesco. Thirdly, the report has evaluated the methods of communicating to stakeholders. Fourthly, it has determined how diverse stakeholder groups can be reached. Finally, the report has analyzed methods of reviewing and monitoring equality and diversity issues.
1.1 Analyse the legal requirements relating to equality and diversity within the organization and in the organization’s relationships with others
Equality means creating a fairer workplace in an organization where every staff can participate and has the equal opportunity to fulfill their potential (DoH, 2011). The equalities approach understands the people in organizations based on their social categories like religion, sexuality, age, social class, gender, disability, race, educational qualification, ethnicity, etc. In addition, equality practice encourages the individuals to be different in their choice, dignity, values and beliefs, and to get freedom from discrimination and to be valued by the organization personally. Thus, Tesco must have a particular framework for legislation on equality to gain opportunities to achieve full participation against disadvantaged people.
By eliminating discrimination and prejudice, Tesco can deliver its products and services which are fair and diverse. Tesco is more accountable to the customers and tackling discrimination among staff in the workplace. For example, occupational segregation. About 75% of staff at Tesco are part-time contract basis and working hard toward Tesco success but are getting lower-paid positions and fewer incentive opportunities in comparison with full-time workers (USDAW, 2013).
The meaning of diversity is difference literally. Diversity with equality recognizes the differences between individuals and groups, treating them as individuals, as well as place positive value in the workforce of an organization and society (Edinburgh University, 2013). An organization like Tesco needs to understand and the needs and requirements of individual and group diversity, and has to respond in working practice with services and delivery. For example, Tesco can develop flexible working practices and services to allow its staff to work in flexible working patterns for the part-time workers (such as international students).
Equality and diversity are related to each other. Equality emphasizes treating individuals and groups in the workplace, and diversity refers to the individual’s contributions and values. An organization like Tesco should not be unfair to individuals when consider meeting their needs and expectations. For making sure of equal opportunities Tesco needs should practice appropriate equality and diversity. In addition, every stakeholder mainly employees and customers must be protected from all sorts of prejudices and discrimination issues. As a result, Tesco must create an environment to avoid the practice of discriminations related to religion, beliefs, sexual issues, disability, race, gender, ages, etc (Ziggy, 2010)……………..