CIPD Level 5OS05 Example

In the business world Diversity and inclusion are considered as an important concepts. If we talk about diversity, so this topic has been around for a long time, but the idea of inclusion is a more recent addition. Many companies now recognize the importance of having a diverse and inclusive workplace.

In this modern era diversity and inclusion (D&I) are becoming important day by day in the workplace, as many organizations strive to create a friendly environment where all employees feel welcome, respected, and valued. Implementing D&I program comes with many benefits, such as increasing ROI, improving employee retention, fostering creativity and innovation. Out of these the most important benefit is that it can help to create a more equitable and inclusive society.

However, still in this era many organizations lacks to create an environment where everyone feels welcome. This assignment will assess you in understanding how to foster a diverse and inclusion-friendly workplace.

Table of Contents

1) CIPD 5OS05 Assignment: Get properly educated about the importance of inclusion and embracing diversity in an organisations.

·  1.1 Describe value and importance of diversity and inclusion in organizations for customers, stakeholders and employees.

·  1.2 Relating to legal framework define key elements surrounding diversity and inclusion.

·  1.3 Define the organizational barriers while achieving diversity and inclusion.

2) 5OS05 Assignment Activity: Find out ways to ensure the reflection and promotion of diversity and inclusion in the organisation.

·  2.1 According to the organizational context find ways to improve diversity and inclusion.

·  2.2 Define ways to strengthen diversity and inclusion according to organizational policies and practices.

3) CIPD 5OS05 learning outcome: Get educated about the best embed practice approaches to inclusion and diversity.

·  3.1 Describe roles of managers and leaders in creating an organizational culture that fully embraces inclusion and diversity.

·  3.2 Determine ways to monitor and measure the impact of inclusive and diverse organizational culture.

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1) CIPD 5OS05 Assignment: Get properly educated about the importance of inclusion and embracing diversity in an organisations.

1.1 Describe value and importance of diversity and inclusion in organizations for customers, stakeholders and employees.

If we talk about the benefits of diversity and inclusion in organizations, there are plenty of benefits for customers, employees and wider stakeholders.

·  Employee benefits

According to employee perspective, inclusion and diversity will help to create a more productive and creative workplace. This will help the employees in creating new ideas and perspective by embracing different backgrounds, the diverse team will also be able to understand the needs of diverse customers in a better way which will eventually leads to a better customer service.

·  Customer benefits

According to customer perspective, diversity helps to create a friendlier and welcoming environment that feels representative and inclusive of the community. The research clearly shows that the consumer likes to do business with such organizations who reflects their values.

·  Wider stakeholder benefits

According to wider stakeholder perspective, diversity leads increase in sales which leads to the increase in revenue. Relating to the data it is shown that companies with a more diverse workforce is found to be more innovative, that leads to a better understanding of customer needs and a higher return on investment.

1.2 Relating to legal framework define key elements surrounding diversity and inclusion.

Different countries have different rules and regulations to deal with diversity and inclusion, if we talk about UK, it has a wide range of laws surrounding diversity and inclusion. Out of these laws some pieces of legislation are designed to protect minorities, such as the Equality Act 2010 or the Public Sector Equality Duty. The rest of the laws are created to promote equal opportunities for all employees in the workforce.

Employers have to abide by discrimination laws when they start to recruit new staff members, advertising jobs. The Equality Act 2010 and the public sector duty state that employers cannot discriminate in any manner when recruiting new staff members, they are also forbid to ask any inappropriate questions in job interviews. While doing so they have to make sure that they do not create any discrimination against current employees, such as limiting career progression opportunities for certain groups of people etcetera.

The key elements surrounding the legal framework of diversity and inclusion typically include:

·  Anti-discrimination laws.

·  Public Sector Equality Duty

·  Affirmative action programs.

·  Accommodation policies.

·  Harassment policies.

1.3 Define the organizational barriers while achieving diversity and inclusion.

While implementing diversity and inclusion, companies have to deal with many barriers out of which some are mentioned below:

·  The cost of training and awareness programs.

·  The lack of a highly educated workforce.

·  The prevalence of unconscious bias among employees.

·  Limited cultural competency among employees.

·  The lack of qualified candidates.

·  Socioeconomic factors.

These are some core factors that one should keep in mind and find ways to conquer them in order to implement diversity and inclusion in an organization successfully.

2) 5OS05 Assignment Activity: Find out ways to ensure the reflection and promotion of diversity and inclusion in the organisation.

2.1 According to the organizational context find ways to improve diversity and inclusion.

To successfully implement an inclusion and diversity improvement plan, it really important to carry out an organizational review in order to understand the effectiveness of your current programs and initiatives. However, to conduct such type of review in a comprehensive and systematic order, it is necessary for a peoples professional to follow some key steps which are mentioned below:

·  Define The Criteria For Successful Outcomes.

·  Evaluate Existing Resources.

·  Use Metrics To Measure Effectiveness.

·  Determine The Scope Of Your Plan.

·  Conduct A Current Situation Analysis.

·  Create A Pilot Program.

2.2 Define ways to strengthen diversity and inclusion according to organizational policies and practices.

After completing the organizational review, it will become possible for you to focus on improving inclusion and diversity within the workplace of an organization. On this step you have to create strategies for increasing access as well as creating an inclusive environment. There are plenty of approaches which you can follow to strengthen diversity and inclusion within organizational policies and practices out of which some are mentioned below:

·  Allocate Resources For Diversity And Inclusion Initiatives.

·  Ensure Policies Promote Diversity And Inclusion.

·  Ensure Equal Pay For Equal Work.

·  Increase Equal Opportunities For All Employees.

·  Create Leadership Development Programs.

3) CIPD 5OS05 learning outcome: Get educated about the best embed practice approaches to inclusion and diversity.

3.1 Describe roles of managers and leaders in creating an organizational culture that fully embraces inclusion and diversity.

The role of leaders and managers that they play in creating and shaping organizational culture that fully embraces diversity and inclusion is really important to consider. The following approaches will help strengthen diversity and inclusion within organizational policies and practices:

·  Review organizational policies to ensure they are inclusive.

·  Evaluate employee development programs.

·  Provide all employees with a safe space to communicate.

·  Ensure leadership displays cultural competency and awareness.

·  Create training programs to promote cultural competency.

3.2 Determine ways to monitor and measure the impact of inclusive and diverse organizational culture.

To monitor the impact of a diverse and inclusive organizational culture, organizations should consider developing approaches such as:

·  Ensure a diverse leadership team.

·  Create diversity and inclusion metrics.

·  Measure employee satisfaction and engagement.

·  Measure organizational culture.

·  Measure the effect of diversity training programs and policies on employees’ attitudes and behaviours.

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