Management
Equality and diversity are important in all organizations being it health, business or even education. Diversity and equality matches’ promotion of human rights since equality brings treatment of everyone as same and diversity dealing with different people of different backgrounds, statuses and views. Every organization would want to be leading in promotion of equality and diversity (Carnwell, Ros, 2008). Modernity has brought reflections to diverse communities within general populations and tackling all forms of discrimination. Commitment to taking equality and human rights into account in all we do is important irrespective of the activities and services. Equality and diversity enhances a workplace that provides equal opportunities for everyone ensuring they are protected and respected at all times. Development and practice of relevant procedures in equality and diversity will surely promote such norms. This course work aims at producing a report on the importance of effectively managing equality and diversity and the dynamics of leading and managing equality and diversity. Further, I will choose an organization I know well and use the information from the organization to make the report as the senior manager.
` The chosen organization is the Health Research Board that is located in Grattan House, 67-72 Mount Street, Dublin 2. Legal requirements of the organization’s equality apply that organization acts as an equal employer. Health research board is thus an equal employer and treats its employees and potential employees equally irrespective of gender, marital status, family status, age, race, disability, religion, sexual orientation and membership of the traveler community. The organization’s relationship with others too applies equality and treats all other organizations with respect and equally. Implications of guidance and codes of practice relating to equality and diversity in the Health Research Board come up with proper training. The codes of practice require consistency, honesty and trust such that my organization would be best in serving clients with the right codes (Vinnicombe, Susan, 2013). All managers are trained to enable them take responsibility in the codes of equality and diversity applied. In the management role, guidance ensures the leaders or rather managers have the responsibility for ensuring implementation of codes required in the workplace. The leaders are also trained to possess and transmit a culture of that supports proper codes of ethics. Such codes of ethics are those that promote equal treatment of all clients with respect and ability to accept diverse clients and serve them as similar clients.
Implications of equality and diversity in the Health Research Board are very positive and recommended for any organization that would want to serve people well. The implications include enhancement of a workplace that has provided equal opportunities for both current and future potential staff. Further implications have promoted dignity that has protected and respected both the clients and employees of the organization at all times (Eckstein, Sue, 2003). Policies and procedures that need to be in place to promote equality and diversity in the health research board should include; role of managers, career development, conditions of employment, recruitment and selection, positive action, dignity at work and training and work experience. Needs and expectations of stakeholders in relation to health research’s board policy on equality and diversity require that respecting and promoting equality and diversity should be in their hearts. Having diversity and equality promotion at the heart of what is done; the stakeholders strive to influence and shape how equality and diversity are addressed by the regulators and legal service providers who are approved.
The second task in the report will explain the practical aspects of promoting equality and diversity within Health Research Board to the stakeholders and to address equality and diversity issues. Within the health research board, equality and diversity issues are addressed as follows; encouraging and promoting a diverse workforce, using equality and diversity research and evidence to inform and develop work programs, use of the consumer panel and application of own practices and policies. Practically, the health service board encourages an independent, strong, diverse and effective legal profession( Kumra, Savita, Ruth Simpson, 2014). With belief that a diverse population using legal services requires a diverse legal workforce, the organization identifies issues with respect to diversity and regulators and professional bodies. The diversity issues are thus prioritized and put for addressing. In the use of research evidence, the organization collects information on various factors such as age, gender, ethnicity and income and researches on such issues depending with tenders of the research from bidding organizations. The consumer panel has developed a wide range of contacts and incorporated diversity and equality with consideration of the consumer issues. In addressing issues of equality and diversity, Health Research Board also encourages approved regulators and the legal professions to address equality and diversity issues (Davies, Peter, 2008). The most appropriate ways to gain commitment to equality and diversity within the health research board is to possess an open and inclusive culture, to promote awareness of and access to service to potential customers and to ensure communication channels are accessible in line with established standards. An open culture will give a chance to serve everyone with respect and equally. Awareness promotion to potential customers gives more information and attraction to the customers thus the staff will have to commit them to serve the informed customers. Communication channels to the established standards give the clients an opportunity to express themselves, their successes and complain thus the staff will just have to commit themselves in their service (Kumra, Savita, Ruth Simpson, and Ronald J s., 2014)
The methods of communicating commitment, policies and procedures to relevant stakeholders of the health research board define the policies and strategies in healthcare. Communicating commitment can be through involving the staff and ensuring the staff expresses their different levels of commitment. Policies and procedures should focus for change. The policies and procedures should be those that aim at change and focus on improvement (Eckstein, Sue, Kumra 2002). Reaching diverse stakeholder groups involves procedures since it is crucial to the success of organizations. For the case of the health research board, embracing social media, holding events extend reach and asking the stakeholders how they want to communicate and what they need to know about the organization reaches several stakeholder groups. Social media communicates a lot to many and events also give more information that can be needed in case of queries. Ensuring stakeholders choose how to communicate and what they would want to know from the organization is best since the stakeholders will only ask for what they want and only choose the method that can communicate best to them.
In concluding, the methods used to review and monitor equality and diversity include eliminating unlawful discrimination, harassment and victimization. Advancing equality opportunities for people who share a protected phenomenon and those who do not too is a method. Further, fostering relations between people who share protected characteristics and those who do not is also identified as a method of monitoring and reviewing equality and diversity (Eckstein, Sue, 2003). The health research board applies all the mentioned methods and uses professionals like researchers, medical personnel and social workers to do so.
Works Cited
Carnwell, Ros, Julian Buchanan, and Ros Carnwell. Effective Practice in Health, Social Care and Criminal Justice. Maidenhead: Open University Press, 2008. Print.
Vinnicombe, Susan, Ronald J. Burke, Stacy Blake-Beard, and Lynda L. Moore. Handbook of Research on Promoting Women's Careers. Cheltenham, UK: Edward Elgar, 2013. Print.
Eckstein, Sue. Manual for Research Ethics Committees. Cambridge: Cambridge Univ. Press, 2003. Print.
Eckstein, Sue. Health of Women with Intellectual Disabilities. Oxford: Blackwell Science, 2002. Internet resource.
Kumra, Savita, Ruth Simpson, and Ronald J. Burke. The Oxford Handbook of Gender in Organizations. Oxford ; New York, NY: Oxford University Press, 2014. Print.
Davies, Peter. The Nhs Handbook: 2008/09. London: NHS Confederation, 2008. Print.
