How would you address the employee’s complaint?
Dear Employee, thank you very much for bringing this concern to our attention as JKL Industries values the important principles of trust and confidence a mong the teams and overall organisation.
I would like to focus on following two JKL policies.
1 Anti discrimination policy.
The purpose of an Anti-discrimination policy is to provide guidance
for ensuring that all employees are valued according to how well they perform their duties, their ability, and enthusiasm to maintain Council service standards and values.
JKL Industries understands the business environment and actively assists customers to reach their optimum potential. Our primary objective is to be solution-oriented and focused on customer needs. JKL recognises that valuing diversity is pivotal to achieving its vision.
2 Equal Opportunity Policy.
At JKL Industries, anyone engaged in employment or the provision or receipt of training and/or services has the right to operate in an environment that is free from discrimination on the grounds of the following 19 characteristics:
Please see relevant legislation that has informed the JKL policies and reinforced the company’s commitment to becoming an industry leader in cultural diversity and ethical values as below :
Relevant legislation may include, but is not limited to:
The JKL industries expresses its distinctive identity by creating a welcoming community of employee and customer that:
A commitment to cultural diversity embodies sensitives and ethical appreciation and recognition of cultural differences.
Thank you very much for you complaint regarding the issue you facing in JKL industries environment, as we assure you, our procedures are in place for handling any grievances, including complaints of discrimination, unfair treatment or harassment. Complaints will be taken seriously and every effort will be made to resolve them quickly, impartially, empathically and with appropriate confidentiality. Victimisation of complaint and witnesses is illegal. Complaints may also be lodged with a relevant government agency or regulatory body.......
This policy applies to all officers, employees and contractors of JKL Industries.
We will get back to you on your complaint as soon as possible.
(1) Workplace harassment, victimisation and bullying policy – The purpose of this policy is to underscore the organisation’s commitment to the elimination of all forms of bullying and harassment in the workplace. All employees have the right to conduct their work within a fair, supportive, high performance environment.
(2) Anti-discrimination and equal opportunity policy – The purpose of this policy is to underscore the organisation’s commitment to the fair treatment of all personnel and customers. JKL Industries values the diversity of its team, clients and communities and respects the rights of individuals and groups to operate in an environment free of discrimination. Access and equity (diversity and anti-discrimination) is fundamental to the operations of JKL Industries. It is embedded in policies, practices and forward planning. JKL recognises the importance of diversity in achieving our vision. Identify the relevance of one piece of relevant legislation.
Adopting diversity policies offers clear benefits for companies and the workforce, such as resolving labour shortages, greater product innovation, enhanced marketing opportunities and a better corporate image. Motives for adopting diversity policies involve a combination of ethical, regulatory or economic reasons, with the primary driver being the ethical factor. Many companies make strong links between diversity and inclusion strategies, and are aware of the growing expectations that employees have regarding the need for ethical behaviour at the workplace.
I would make the policies more detailed and strict. If the employees do not follow the policies then there should be serious consequences because the employees are damaging the work team performance and relationships.
Manager can successfully identify the different types of diversity present in his or her team, the project manager is one step closer to being able to capitalize on these individual differences in hopes of improving team success. Furthermore, once the unique capabilities of each individual have been identified, a project manager is able to encourage team members to become aware of these diverse qualities and appropriately use them to achieve team goals.
To respond to the issue described in question one, you have decided to meet with the team to directly address the behaviour.
Plan and conduct a role-play meeting to…...
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