Leading Organizational Equality and Diversity within Greggs Plc (GC01550)
Table of Contents
Introduction.
Task 1.
1.1 Analyse the legal requirements relating to equality within the organization and in the organization’s relationships with others.
1.2 The implication of guidance and code of practice in relation to equality and diversity in Greggs business
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.
Task 2.
2.1 Determine how to gain commitment to equality and diversity within Greggs Plc.
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 Determine how to reach diverse stakeholders group.
2.5 Analyse methods used to review and monitor equality and diversity.
Conclusion.
References.
Introduction
This study has conducted a report on the importance of effective equality and diversity management, and the dynamics of managing and leading diversity and equality. The study has conducted on a particular organization, namely Greggs Plc. Greggs Plc is the leading bakery retailer in the UK running with about 20,000 staff serving millions of customers every week through its more than 2000 shops across the UK (Greggs, 2013).
The report has included two different sections. The first section: a) analyses the legal requirements which are associated with equality in Greggs Plc; b) evaluates the implications of guidance as well as codes of practices; c) analyses the implications of equality and diversity in Greggs Plc; d) analyses the policies and procedures which need to be under consideration to promote equality and diversity; e) analyzes the expectations and needs of the stakeholders associated to Greggs’ policy on diversity and equality.
The second section illustrates the practical aspects of promoting equality as well as diversity in Greggs, and to stakeholders as well as of identifying equality and diversity issues. This section: a) assesses how to specify diversity and equality issues in Greggs; b) determines the suitable approaches to achieve commitment to equality and diversity in Greggs; c) critically evaluates the methods of communicating commitment, procedures, as well as policies to related organizational stakeholders; d) identify the ways to reach diverse stakeholders groups; e) analyzes the methods used to monitor and review equality and diversity.
Task 1
1.1 Analyse the legal requirements relating to equality within the organization and in the organization’s relationships with others
In Greggs Plc, commitment to equality as well as diversity assist the staff to understand how they treat customers and one another. As Greggs policies, interactions, processes regarding equality and diversity are fair, accessible, responsive, and inclusive, the staffs know the procedures of dealing with discriminatory issues effectively. In fact, excellent customer service and equally high standards on diversity and equality plays important role in business. Consequently, it is needed to understand the meaning of diversity and equality and other related issues like quality legislation, code of practice, etc. A good understanding of these issues will assist Greggs Plc to commit to better equality and diversity practice.
Equality promotes and fosters the right for individuals in organizations to be different, to have their own choice and dignity, to be free from any kind of discrimination, personally valued by organizations, to have their own values and beliefs, etc (DoH, 2011). In a word, equality refers to fair treatments, which focus on anti-discrimination, rights and responsibilities. As a result, an organization like Greggs Plc must treat everyone fairly and needs to respect individual needs and expectations. On the other hand, Greggs must have the effort to deal with discriminatory issues and when any inequality happens. It also needs to have available employments and services. In addition, Greggs must have a legislative framework on equality that gains opportunities for full participation against the malpractice of this principle and help disadvantaged people.
Diversity means varied and different, which is about more than equality and value variety as well as individual differences (DoH, 2011). It helps the organization like Greggs Plc to create a particular culture, practices, and environment which value and respect differences for the interest of organizations and their staffs. In addition, diversity discloses the facts that individuals and/or groups of staff have varying styles, perceptions, values and beliefs, backgrounds, etc. It is challenging for any organization like Greggs to understand, respect and value the differences because where more than two staff there is diversity and have differences. In a word, diversity refers to the distinctness of every single person and positive acceptance of uniqueness. As a result, Greggs Plc has created different procedures, policies, and practices considering the diverse needs and expectations of diverse staff in its business.
Equality and diversity are interconnected. Equality focuses on treating individuals where diversity emphasizes the unique contribution of every individual as well as values differences. If an organization like Greggs treats individuals considering their different needs and expectations, organizations can not be unfair to anyone. If organizations practice equality and diversity, equal opportunities are ensured where everyone has the opportunity to attain his potential. On the other hand, everyone has to be protected from any kind of discrimination and prejudices. In consequence, experiences and practices of discrimination regarding sexual orientation, ability, gender, race, ages, belief, religion, etc must be avoided…………
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