5OS05 Assignment Example
5OS05 Diversity and inclusion
You are working as the manager within the People Practice Team within your own organisation. You have been asked to attend the next board meeting where you have been asked to prepare information regarding Diversity and Inclusion in the workplace.
You have been asked to prepare a slide deck and presenter notes including the key elements of the legal framework surrounding Diversity and Inclusion and the impact the role of managers and leaders have.
As the People Practice Manager for the organisation you have also been asked to review the organisation’s approaches to Diversity and Inclusion.
Preparation for the Tasks:
- Refer to the indicative content in the unit to guide and support your evidence.
- Pay attention to how your evidence is presented, remember you are working in the PeoplePractice Team for this task.
- Ensure that the evidence generated for this assessment remains your own work.You will also benefit from:
- Reflecting on your own experiences of learning opportunities and training and continuing professional development.
- Reading the CIPD Insight, Fact Sheets and related online material on these topics.
- You should relate academic concepts, theories, and professional practice to the assessment task(s), in a critical and informed way, and with reference to key texts, articles and other publications.Don’t forget to:Complete the front cover sheet, sign with a “wet signature” and place at the front of your assessment.Use the bullet points below each task as headings and sub-headings so your marker can see where your answer begins.
Task One – Slide Deck with Presenter Notes
You are required to create a slide deck with presenter notes for the next board meeting regarding Diversity and Inclusion within organisations. You will include key legislation and case studies within your work. You are not required to deliver the slide deck.
Using a maximum of 10 slides you will need to include the following into your presentation:
- a) An assessment of the value of diversity and inclusion in organisations for employees, customers and wider stakeholder (AC 1.1)
- b) An overview of Diversity and Inclusion legislation using key employment case studies to highlight the consequences of non-compliance (AC 1.2)
- c) Illustrate two barriers to achieve diversity and inclusion in organisations (AC 1.3)
- d) Evaluate the role that both managers and leaders play in creating an organisational culture which fully embraces diversity and inclusion. (AC 3.1)
Your evidence must consist of:
Slide Deck with presenter notes (1,700 words)
Task Two – Business Report
This task requires you to produce a Business Report regarding Diversity and Inclusion in your own organisation. You will be conducting a review of your organisation’s Diversity and Inclusion including the use of an Equality Impact Assessment.
Whilst this is your own organisation, there should be clear links to your reading and sources. The Business Report should include the following:
- Identify different areas within your organisation where D&I can have an impact on people. Confirm an area with your organisation that requires development and explain why. (AC 2.1)
- Conduct an Equality Impact Assessment (EqIA) within the chosen area of your own organisation (from AC2.1 above), to ensure that there are no disproportionate impacts on protected individuals or groups. (AC 2.2)
- Develop two approaches to strengthen diversity and inclusion within organisational policies and practices. (AC.2.3)
- Recommend at least two approaches your organisation can take to celebrate difference and engender a culture of diversity and inclusion among workers and other stakeholders. (AC.3.2)
- Recommend two approaches to measure and monitor the impact of a diverse and inclusive organisational culture. (AC 3.3)
Your evidence must consist of:
Business Report (2,200 words)
EiQA as appendix
SOLUTION : 5SO05 Diversity and Inclusion
Solution for Task 1
Task 2 – Business Report
AC 2.1: Identify different areas within your organisation (Employee Onboarding) where D&I can have an impact on people. Explain why.
- Recruitment and Hiring – The integration of diversity and inclusion within the recruitment and hiring process can have a significant impact by promoting equitable opportunities for diverse candidates. Organisations can gain significant advantages by proactively engaging in the recruitment of candidates with diverse backgrounds, as this approach fosters a wider range of perspectives, experiences, and skills. It has the potential to result in heightened levels of innovation, creativity, and problem-solving capacity within the organisational context.
- Training and Development – The incorporation of diversity and inclusion principles can have a beneficial impact on the process of employee onboarding using comprehensive training initiatives that foster cultural sensitivity, awareness, and inclusivity. Organisations can cultivate an inclusive and supportive work environment by equipping employees with the requisite knowledge and skills to effectively collaborate in diverse teams.
- Orientation: The process of orienting new employees can serve as a valuable platform for fostering diversity and inclusion. During this period, newly hired personnel are in the process of familiarising themselves with the organisation and its cultural dynamics. As a result, it is vital to ensure that they are provided with opportunities to engage with different perspectives and experiences.
- Policies and Procedures – The integration of diversity and inclusion (D&I) principles can significantly influence the process of employee onboarding through a thorough review and modification of policies and procedures, to eradicate bias and promote equality. This encompasses the crucial need of ensuring fair treatment of all employees, as well as providing them with equal access to opportunities for professional development and career progression. This strategy can cultivate a workplace environment that is characterised by inclusivity and equity.
- Mentorship and support systems – They can be implemented as part of diversity and inclusion (D&I) initiatives to provide guidance and assistance to individuals during the onboarding phase. These programmes facilitate the pairing of newly hired employees with seasoned colleagues who can offer guidance, advice, and support. Organisations can enhance professional development and foster a sense of belonging for new employees by actively promoting diverse mentorship relationships.
- Performance management – It is a critical domain in which the evaluation of diversity and inclusion can be conducted. Managers must possess an understanding of the potential existence of unconscious bias within their performance evaluations, and make sure that they are conducting evaluations in a manner that is fair for all employees.
- Benefits – The benefits provided by an organisation can influence the promotion of diversity and inclusion. For instance, the provision of flexible work arrangements by an organisation can facilitate the engagement of employees with parenting obligations in the labour force.
AC 2.2: Conduct an Equality Impact Assessment (EqIA) within Employee Onboarding to ensure that there are no disproportionate impacts on protected individuals or groups.
An Equality Impact Assessment (EqIA) is a tool that can be used to assess the potential impact of a policy, practice, or decision on protected individuals or groups. In the context of employee onboarding, an EqIA could be used to assess the potential impact of the onboarding process on people with disabilities, people from different cultures, and people with different sexual orientations. The EqIA would involve identifying the potential impacts of the onboarding process on these groups and then taking steps to mitigate any negative impacts. For example, if the onboarding process requires new employees to attend a training session that is not accessible to people with disabilities, the organization could provide alternative training materials or make the training session accessible. To conduct an EqIA within the employee onboarding process, follow these steps:
- Identify the key stages and components of the employee onboarding process, such as recruitment, orientation, training, and development.
- Analyze each stage and component to identify any potential discriminatory impacts on protected individuals or groups. Consider factors such as age, gender, race, ethnicity, disability, sexual orientation, religion, and any other protected characteristics.
- Assess the potential impacts by gathering relevant data, consulting with affected groups or individuals, and considering their perspectives. Use this information to identify any disproportionate impacts that may occur.
- Develop strategies to mitigate or eliminate any identified disproportionate impacts. This may involve modifying policies, procedures, or practices to ensure equal opportunities and fair treatment for all individuals.
- Implement the strategies and monitor their effectiveness. Regularly review and update the EqIA to ensure ongoing compliance with equality and diversity principles.
AC 2.3: Develop two approaches to strengthen diversity and inclusion within organizational policies and practices.
- Inclusive Recruitment Practices
The implementation of inclusive recruitment practices has the potential to enhance diversity and inclusion through the organization’s policies and practices. This encompasses the utilisation of different avenues to advertise job openings, the incorporation of diverse interview panels, and the implementation of blind recruitment methods to mitigate bias. Furthermore, the organisation can implement policies that promote candidates from diverse backgrounds and establish specific goals related to diversity to make sure there is a diverse pool of applicants (Ali, 2022).
- Training and Awareness Programs
Implementing comprehensive training and awareness programmes represents a further approach to enhancing diversity and inclusion within the policies and practises of an organisation. These programmes can provide training for employees regarding unconscious bias, cultural sensitivity, and inclusive behaviours. According to Ali 2022, organisations can foster an inclusive work environment that promotes a sense of value and respect for all individuals by providing employees with the necessary resources and knowledge.
In the UK, the primary legislative framework on Equality Impact Assessment (EqIA) includes:
- The Equality Act 2010
The Equality Act 2010 serves as the principal legislative framework that governs matters related to equality and discrimination within the UK. It establishes provisions that prevent the occurrence of discriminatory practices based on certain protected attributes. These attributes include age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. According to Leeds City Council (2021), the legislation mandates that public authorities need to carry out Equality Impact Assessments (EqIAs) in order to evaluate the potential effects of their policies and practices on these protected characteristics.
- The Public Sector Equality Duty (PSED),
It is a component of the Equality Act 2010, which places distinct responsibilities on public authorities within the UK. Public authorities are compelled to consider the necessity of eliminating discrimination, promoting equal opportunities, and cultivating positive relationships among various protected groups. The conduction of Equality Impact Assessments (EqIAs) is an essential technique employed by public authorities to demonstrate their adherence to the Public Sector Equality Duty (PSED) (Leeds City Council, 2021).
- Equality Act 2010 (Specific Duties) Regulations 2011.
It delineates the specific duties that public entities are required to adhere to in order to meet their obligations under the Public Sector Equality Duty (PSED). It includes the mandate to spread equality objectives and to collect and disclose data on protected characteristics. Equity Impact Assessments (EqIAs) play a crucial role in this process by evaluating and addressing any potential discriminatory impacts. (Leeds City Council, 2021).
These legislations establish the structure for conducting Equality Impact Assessments (EqIAs) in the UK. They require public authorities to carefully assess the effects of their policies and practices on individuals with protected characteristics. Additionally, these legislations require organisations to take proactive measures to advance equality and prevent discrimination.
AC 3.2: Recommend at least two approaches your organization can take to celebrate difference and engender a culture of diversity and inclusion among workers and other stakeholders.
Here are two approaches that my organizations can take to celebrate difference and engender a culture of diversity and inclusion among workers and other stakeholders:
- Employee Resource Groups (ERGs)
The purpose of Employee Resource Groups (ERGs) is to establish and support an effective strategy for fostering a culture of diversity and inclusion and celebrating differences. ERGs are employee-led, voluntary organisations based on shared characteristics or interests, such as ethnicity, gender, and LGBTQ+ identities. These groups enable individuals to communicate, share experiences, and contribute to an inclusive workplace culture (Bentley University, 2023). From holidays to beliefs, the organisation can implement measures to ensure that every employee feels valued at work. The national government, for instance, recognises only Christian holidays such as Easter and Christmas. This can be challenging for those who observe other festivals, such as Hanukkah. If you do not permit your employees to observe the holidays that are significant to their cultures and religions, then the workplace cannot be deemed to be very inclusive (Bentley University, 2023).
- Diversity Events and Celebrations
Organising diversity events and celebrations can help employees celebrate their differences and promote an inclusive culture. This may include cultural festivals, heritage months, and awareness campaigns highlighting various facets of diversity. By involving employees and stakeholders in these events, organisations may promote dialogue, understanding, and appreciation for diverse backgrounds and points of view (Pappas, 2023). Training on diversity can be incorporated into the onboarding procedure. This can be accomplished by designing a session that explains the significance of diversity and how it will assist the organisation in remaining strong. This training should emphasise how to interact with people from diverse backgrounds who observe other religions, and it should be closely attached to your harassment policy. Although everyone deserves basic respect in the workplace, they may not realise that certain inquiries and remarks can be offensive to those of diverse backgrounds (Pappas, 2023).
AC 3.3: Recommend two approaches to measure and monitor the impact of a diverse and inclusive organizational culture.
- Employee Surveys and Feedback
The implementation of employee surveys and the collection of feedback on a consistent basis are recommended in order to assess and track the influence of a diverse and inclusive organizational culture. This entails incorporating inquiries that specifically apply to the concepts of diversity, inclusion, and belonging, thereby enabling employees to offer their viewpoints on the organization’s advances in these domains. According to Thompson 2017, this feedback has the potential to facilitate the identification of areas that require improvement and enable the organisation to monitor changes over an extended amount of time. Measuring inclusion can be effectively accomplished by assessing an individual’s level of satisfaction with their position. While job satisfaction and inclusion may not always exhibit a direct correlation, it is possible to assess particular domains that facilitate a more comprehensive understanding of employees’ sense of acceptance within their workplace. Surveys can serve as a valuable tool for assessing employee feelings towards their teams and job, specifically in relation to happiness, inter-team relationships, and recognition. According to Thompson 2017, individuals who experience job satisfaction are more likely to perceive a sense of inclusion within their workplace.
- Diversity Metrics and Reporting
Implementing diversity metrics and reporting mechanisms to effectively track the influence of a diverse and inclusive organizational culture is an effective technique that the organisation can use to measure and monitor the impact of a diverse and inclusive organizational culture. This may encompass the monitoring of diversity metrics, including the distribution of representation among various demographic categories, rates of employee departures, and rates of employee advancement. Through the process of analysing and reporting these metrics, the organizations will have the ability to discern any disparities and implement proactive measures to rectify them. Thompson 2017, asserts that consistent reporting serves as a means to exhibit transparency and accountability within an organization’s initiatives towards diversity and inclusion. Organizations need to establish effective strategies to enhance diversity initiatives in their internal promotion processes. When assessing diversity in leadership, it is essential to consider a range of demographic factors. Examining diversity in its entirety is crucial. However, it is equally imperative to assess the individual proportions of women and minorities in leadership positions. It is possible to maintain inclusivity towards a particular demographic while simultaneously harbouring biases towards other groups. Thompson 2017, suggests implementing initiatives aimed at enhancing diversity throughout all sectors and hierarchies within the organization.
Ali, L. (2022) Equality, diversity and inclusion in the workplace: Factsheets, CIPD. Available at: https://www.cipd.org/uk/knowledge/factsheets/diversity-factsheet/#Managingequality.
Bentley University (2023) 7 ways to Promote Diversity, Equity and Inclusion in the Workplace. Available at: https://www.bentley.edu/news/7-ways-promote-diversity-workplace.
Leeds City Council (2021) Leeds.gov.uk. Available at: https://www.leeds.gov.uk/one-minute-guides/equality-impact-assessment.
Pappas, C. (2023) 8 Activities To Celebrate Diversity In The Workplace, eLearning Industry. Available at: https://elearningindustry.com/activities-to-celebrate-diversity-in-the-workplace.
Thompson, S. (2017) Defining and measuring ‘inclusion’ within an organisation. Available at: https://assets.publishing.service.gov.uk/media/5bace6fb40f0b62dd732c49f/123_-_Defining_and_measuring_inclusion_within_an_organisati.pdf.
Equality Impact Assessment
Part 1 – Initial screening
|Individual and Department responsible for completing the Assessment
|Name of policy, strategy or project
|New employee onboarding process
|What is the main purpose or aims of the policy, strategy or project?
|To provide new employees with the information and resources they need to be successful in their new roles
|Who will be the beneficiaries of the policy/ strategy/ project?
|Has the policy/ strategy/ project been explained to those it might affect directly or indirectly?
|Yes, the policy has been explained to all new employees during their onboarding process
|Have you consulted on the policy?
|Yes, the policy was consulted on with a variety of stakeholders, including employees, unions, and diversity and inclusion experts
|Complete the following table and give reasons/comment where:
a) The policy/strategy/project could have a positive impact on any of the equality target groups or contributes to promoting equality, equal opportunities and improving relations with equality target groups.
b) The policy/strategy/project could have a negative impact on any equality target groups. (If the impact is high a full EIA should be completed)
|Equality Target Group
|Reason / Comment
|The policy includes information about the organization’s commitment to diversity and inclusion, and it provides new employees with resources to help them learn about different cultures and perspectives.
|The policy includes information about the organization’s equal pay policy, and it provides new employees with resources to help them understand their rights.
|The policy includes information about the organization’s disability policy, and it provides new employees with resources to help them access accommodations.
|The policy includes information about the organization’s religious accommodation policy, and it provides new employees with resources to help them practice their religion in the workplace.
|The policy includes information about the organization’s sexual orientation policy, and it provides new employees with resources to help them feel safe and welcome in the workplace.
|The policy includes information about the organization’s age discrimination policy, and it provides new employees with resources to help them understand their rights.
|The policy includes information about the organization’s gender reassignment policy, and it provides new employees with resources to help them transition in the workplace.
|Marriage and Civil Partnership
|The policy includes information about the organization’s marriage and civil partnership policy, and it provides new employees with resources to help them understand their rights.
|Pregnancy and Maternity
|The policy includes information about the organization’s pregnancy and maternity policy, and it provides new employees with resources to help them understand their rights.
|Please give a brief description of how this policy benefits the equality target groups identified in the table above.
|The new employee onboarding process benefits the equality target groups identified in the table above by providing them with information and resources that can help them succeed in their new roles. The policy includes information about the organization’s commitment to diversity and inclusion, its equal pay policy, its disability policy, its religious accommodation policy, its sexual orientation policy, its age discrimination policy, its gender reassignment policy, its marriage and civil partnership policy, and its pregnancy and maternity policy. This information can help new employees understand their rights and feel safe and welcome in the workplace.
|If there is a negative impact on any of the equality target groups, is the impact intended or legal?
|There is no negative impact on any of the equality target groups identified in the table above. The policy is intended to promote equality and equal opportunities for all employees.
|What actions could be taken to amend the policy / strategy / project to minimise any impact identified?
|If there were any negative impacts on any of the equality target groups, the following actions could be taken to minimize the impact:
|If there is no evidence that the policy / strategy / project promotes equality, equal opportunities or improves relations within equality target groups, what amendments could be made to achieve this?
|If there is no evidence that the policy promotes equality, equal opportunities or improves relations within equality target groups, the following amendments could be made:
|How will the policy / strategy / project be implemented including any necessary training?
|The policy will be implemented by providing new employees with information and resources about the policy
|Full assessment required?
|Date Initial assessment completed