Equality and Diversity Policy
Introduction
SOCAR AQS (SOCAR from now on) is dedicated to stimulating a reassuring and all-encompassing culture for all employees, contractors and suppliers. We target to warrant that no customer, candidate, employee, contractor or supplier have negative feeling because of handling on the grounds of race, colour, nationality, religion, ethnic or national origin, gender or parental/marital status, age or disability. Through incorporating individual strengths, we will exploit effectiveness and ingenuity, and supply better service widely.
Goals
SOCAR AQS will work to ensure that employees are:
• Dealt fairly and with no discrimination throughout of employment, starting with the staffing process with admission
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We aim to achieve that promoting an atmosphere in which personalities can use their abilities and capacities to the potential without anxiety of prejudgment and harassment.
If workers feel they experienced discrimination in employment, which has the conflict base to our Policy to equality of opportunity, they should raise the concern with a Director of the Company.
All workers have an accountability to show attitude with fairness and respect. If an employee performed in a purposely prejudiced manner or discrimination, applicable penalizing measures will be
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This policy will also be addressed to the attention of contractors, suppliers, customers, financial institutions and potential candidates though appropriate statements and presentations.
It is expected that when staff are representing SOCAR AQS in an external capacity and as part of their role, that they will endeavour to ensure that equality and diversity principles and practices are adhered to.
The Head of Human Resources has accountability for the origination of policies and procedures in relation to employees to support Company inclusive policy and for superintending their application.
Heads of Departments, Heads of Functions, and other Heads of Sections have a responsibility to warrant that the Company’s equal opportunities policies in respect of employment are realized within their scope of activities and accountability for management of Equality and Diversity application.
Scope
This policy relates to all employees of SOCAR AQS on a permanent or temporary basis, all contractors, suppliers, consultants or visitors who visit our premises.
Policy encounters equality and diversity in relation to:
• Race
• Disability
• Pregnancy and Maternity
• Religion and/or
Principles and values are what defines an organizations culture. The character of the organization is questioned when shameful events occur. Through these accounts of discrimination and harassment on diversity, the organizations culture is at risk. An update and review on the policies and procedures are vital for this organization. Sometimes employees need a reminder on how they should conduct business and professionalism with fellow workers. To abide by the laws of harassment and discrimination in the workplace, Treton should be in favor of the refresher course.
Thereby, since we understand that organizational strategies are needed to eliminate on the job discrimination, we also must understand that defeating it can be very difficult and can cause conflict amongst everyone. We all have some form of bias, but within the DOJJ one would think that these bias whatever they maybe would remain off the job, but that can only happen in a perfect world. So, since our world in not perfect, we need to develop some form of strategy to avoid this type of conflict on the job. As we examine this issue we found out that “discrimination often occurs when one culture does not understand another, therefore, organizations need to spend time training staff in cultural diversity and strategies for effective communication” (“Best practice in”,
Diversity in government sector, workforce management continues to be a priority under the Government Sector Employment Act 2013 (GSE Act). The GSE Act preserves the focus on existing diversity groups (Aboriginal people, women, people from culturally and linguistically diverse backgrounds, and people with disability), but also provides flexibility to encompass a broader spectrum of diversity, including mature workers, young people and carers.
Generally when someone begins speaking about diversity in the workplace, thoughts of Affirmative Action, racial diversity, or even sexual equality are usually foremost in our thoughts. However, diversity in the workplace really is so much more than this, we must also consider aging workers, handicapped workers, those with alternative lifestyles, and even physical traits to name others (For the sake of simplification, throughout this paper these will usually be included in the term, minorities). Gender, racial, and ethnic diversity means different things to different people. Some believe that diversity is about quotas, and affirmative action.
empower a diverse workforce once it is in place to participate fully in organizational decision making,
The EEO was the government’s attempt to ensure that all individuals have an equal chance for employment, regardless of race, color, religion, sex, age, disability, or national origin. Workplace diversity is fundamental to the structure of an organization, ensuring that individuals are also characterized by their differences as they are by their similarities. A desire for a diverse workplace reinforced by the need to comply with anti-discrimination legislation places a big demand on organizations.
Define the notions of functional and dysfunctional discrimination as they apply to the workplace context. 100 words
In conclusion, there are many rights to the employees’ when it comes down to equal opportunity employment. In this paper you learned of a few different types of discrimination towards employees’ and how different acts protect them in the workforce. It also has shown what rights a person has as an employee in the working environment.
Discrimination is a feasible method of making decisions in life based on the group, class, or category to which a person belongs to. “In an ideal world, people would be equal in rights, opportunities, and responsibilities, despite their race or gender. In the world we live in, however, we constantly face all kinds of neglect based on different attributes.” When one hears the word discrimination, the first thought that comes to mind is racial discrimination. In fact, it does not solely have to be racial discrimination. There are many forms of discrimination such as age, disability, transgender, and sex discrimination. This paper will focus on discrimination based on gender, race and age in the workplaces.
Employment, Inc is committed to a policy, as stated by the Federal Employment Equity, of achieving equality in the workplace so that no person is denied employment opportunities, pay or benefits for reasons unrelated to ability. Employment, Inc is therefore committed to equal employment opportunities, as stated by the Civil Rights Act of 1964, for all applicants and employees without regard to age, race, color, religion, national origin, sex, physical or mental disability or any other unlawful grounds. In order to ensure an equitable workplace, Employment, Inc abides by a number of objectives as required by law. These objectives consist of::Workforce Survey - a collection of data on existing employees and determine those that fall into one of the designated categories.
Moreover, this equivalent opportunity concept in workplace diversity is aimed for guaranteeing that business organizations make the most out of the difference from workforce varieties rather than to losing ability which may help the businesses to be more proficient and effective. Workplace diversity carries with the heterogeneity that should be sustained, developed and acknowledged as method for enriching organizational effectiveness in this modern society (Henry & Evans, 2007). In order to make sure organizations achieve the diversity goals, businesses should take the appropriate actions to boost culturally diverse employees. Thus, businesses need to gain progress toward multiculturalism, which should incorporates to avoid employees ' impression of the degree of separation and bias, the equal rewards and punishment, the openness of critical information, and the chances for employees to stepping up for their career goals in future (Brown, 2008). Truly, develop and implement multiculturalism in the workplace is not an easy thing to do for businesses. It needs a certain numbers of policy and regulations to follow and adjust before businesses or organizations are actually considering diversity. Also, work diverse group come from people that has different ages, ethnicity, and sexual orientation working together to form a multicultural workplace. There are some
Many job seekers will face employment discrimination or perhaps to be treated differently because of their skin color, age, or religion. Although it is illegal to discriminate in hiring and firing, however, one of the mo...
A negative work environment can make employees feel irritable, anxious and defensive. This can cause poor productivity, lack of motivation and poor communication in the workplace which in turn can cause problems for the company. An employer’s abuse of power can cause mental or emotional distress on employees and also disrupt the workplace. Examples of employers abusing their position include humiliation, undermining, disrespectful language, discriminatory comments, yelling and intimidation. When employees are surrounded by this on a daily basis it can affect their self-worth. Employers can resolve these issues by allowing open lines of communication and by not giving employees the impression that it is acceptable to act negatively and disrespect fellow employees.
Harassment and discrimination claims are due to lack of education about the subject. As an independent human resources consultant, Santiago-Santos will organize a local education campaign and provide employers with different trainings to educate them and their employees about harassment and discrimination. Employers will have a better understanding on how to develop internal policies and procedures to address these claims. Also, trainings will be provided for employees and they will be educated on how to prevent and identify harassment and discrimination as well as what steps to take in order to report such behavior.
In order for any organization to select the perfect applicant for a job position, the organization provides pre-employment testing/screening. Pre-employment testing is beneficial for the company because it can help the company to reduce cost, decrease turnover and save time. Pre-employment testing that is provided must be valid and fair. (Quast, 2011) In addition to the validity of pre-employment testing/screening an organization must never discriminate a person’s age, gender or disability status. Therefore, more organization are becoming more diverse when it comes to employee selections. However, some ethical issue may arise when an organization decides to change their organization into a more diverse organization.