Equality, Diversity And Fair Treatment Assignment Sample

Introduction Of Equality, Diversity And Fair Treatment

Equality and diversity in the Workplace are mainly treated to each employee in the organization and their age, Gender, race, and cultural background skills. Further, regarding employment policy, Equality mainly provides equal opportunities to every employee from being discriminated against. Diversity also refers to recognizing and respecting different cultural groups of people. Moreover, in this study, the chosen public service organization is Tesco, and its one protected characteristic is religion or belief in the UK. In this study, we will discuss how the Tesco organization policies such as Equality, diversity, and fair treatment can give potential benefits to the employees of this organization and also analyze the chosen protected characteristics such as “religion” and their effectiveness on the employment policy of the Tesco organization in the UK.

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Main body

Analysis of the fundamental concepts of Equality and diversity and their importance on employment in Tesco in the UK

In the Workplace, Equality gives equal job opportunities and fairness for the employee. Equality also protects people from discrimination. On the other hand, diversity is also recognized, respected and given value to people who mainly come from different cultural backgrounds. In other words, Tesco PLC is an American retail company and it was founded in the year of 1919. Tesco is a large retail company in the UK, here mainly

work with 326000 no employees (Moise, 2023). Various cultural groups of people from different religions mainly work in this organization. Equality helps to bring together employees, who are mainly coming from a different cultural background with different religions. Through Equality, the employees of the company developed their networking power and also boosted their morale to achieve positive results from the company's employment policies. Moreover, Equality also deals with creativity in problem-making areas and implementing innovations for the employees in the organization.

In Tesco, different groups of people from different religions work together. For example, Hindu, Christian, Muslim and many other different cultural groups of people are developing their brand reputation and also building their loyalty for spreading their business in the global world by maintaining Equality. Further, diversity mainly increases productivity in the Workplace. Through diversity, talented employees develop their skills and knowledge to mentation their job roles and policy, increasing productivity (Moura 2021). Moreover, at Tesco, people from various cultural backgrounds work together, and they also take the opportunity to increase creativity, which has existed. On the other hand, diversity also increases cultural awareness among the people in the Workplace by dealing with variations in the global market pace.

Identification of the significant Equality and diversity legislation which are relevant to employment.

Employment Equality Acts, 2010

In the employment policy in Tesco, the Employment Equality Act between 1998 and 2015 mainly outlines the discrimination which mainly impacts a wide range of employment and employment-related areas. Further, by this Act, the employees are mainly protected from discrimination, Hassas Manets, because they mainly come from different religions and different background cultures (Hossain et al., 2020). Moreover, by the Employment Equality Act, the employees in Tesco mainly protected the christen who are discriminated against the beliefs of the christen and also protected the other realign people who are mainly discriminated against their beliefs. Besides that, by this Employment Equality Act 2010, the primary four types of religion of belief discrimination are mainly prompted as follows.

• Direct discrimination: By this direct discrimination, different cultural employees in the organization are mainly treated in a similar situation because they mainly come from different religions. For example, a Hindu businessman mainly interviewed two women for a job. One woman is Hindu, and another woman is mainly Christian. Moreover, the Hindu woman gave the best interview, but the businessman provided the job to the Christian woman because she is of the same religion. So, this is based on direct discrimination.
• Indirect discrimination occurs when the organization has a particular policy, mainly applied to everyone but is given disadvantages because of religion or belief. For example, a Hindu man finished their job on Friday because of the manager's order. Still, the manager changed their meeting times from Friday to Wednesday, and as a result, he was absent from this meeting. It is based on indirect discrimination.

Human Rights Act, 1998

The human rights act of 1998 mainly protected all regional peoples and also protected a wide range of physiological beliefs such as atheism and humanism. Through this Act, the public authorities and other people mainly protected the freedom of thought and people of different religions. On the other hand, by this Act, individual groups of people with the same Equality of a particular religion have maintained their positive behaviour (Tablemates et al., 2019). Additionally, by this Act, in the organization, employees are also protected, and it has also given their rights and freedoms to others. For example, this human rights act has increased its policy to protect the staff of the jewellery business, who come from various religions and also protected the health and safety of the employees in the organization.

Scotland Act, 1998

Current legislation mainly makes its provision about the prevention of discrimination of the different cultural groups of people who mainly come from different religions. Besides that, this Act's equal opportunities mainly gave higher advantages to the organisation's employees to maintain UK job rules and regulation policy. Further, by this Act, the reservation process gave equal opportunities to different religious people. Apart from that, by this Act, the different religious groups of the people make their provision for the prevention of the discrimination of marital status. Further, by this Act, the Equal Opportunity Commission mainly promotes opportunity between the man and women. This Act also gave equal opportunity to the different cultures and various religious groups of people to develop their reservation process.

The Disability Discrimination Act 1995

This Act mainly makes provision for the elimination of discrimination against disabled persons who are mainly connected with employment. In addition, by this Act, the Scottish public authority in the UK mainly mixed their reserved function and gave equal opportunity to the different religious groups or individual people. Through this Act, “the equal opportunity requirements'' increased new categories in the reservation process, where different cultures and religions have taken advantage of the transportation process. Apart from that, this Act also protected the various people who mainly come from discrimination. In addition, in Tesco, the different groups of cultural people work together. By this Act, the physical and mental impairments may affect employees' ability to carry out their day-to-day activities. Apart from that, this Act regarding the protection from discrimination in employment has given enormous benefits to the people's mental health services when equal opportunity has been given to the service users in the organization.

Evaluating the role of advisory services about the Equality, diversity and fair treatment play in diversifying public service workers

Role of the adversity Services inequality

In organizations, advisory services are mainly given a strategic priority to the employees for minimizing business threats; on the other hand, advisory services also promote diversity, Equality and inclusion in the Workplace. Moreover, in the Workplace, diversity increases public service values and Equality, giving equal opportunity to each of the employees in the organization to protect their job roles and regulations. On the other hand, adversary services help individuals and groups identify their business issues according to the Equality and Human Rights Act. Further, the Equality Advisory and Support Services (EASS) has given legal solutions to individuals and groups of people, mainly coming from the different religions in the organization (Yarran and Adapt, 2021). Moreover, these equality advisory and support services are also very much responsible for establishing the annual Equality plan for the employees at Tesco.

Role of Advisory Services in Diversity

The advisory services support the organization in developing the current demographics and diverse culture of the employees. On the other hand, the advisory service has also taken the responsibility to increase hiring Equality from one business to another. In addition, for example, in PWC, the adversary service greatly supported the employees of people of different religions. It gave them numerous opportunities to build effective relationships with each of the employees in the organization (Chung et al., 2021). Besides that, the advisory services also create awareness among the employees of their unconscious bias. With the support of the adversity services, each wavy employee developed their communication skills for meaning their bias.

Role of the advisory services in fair treatment

Fair treatment mainly involved ensuring human rights by which the advisory service gave respect to each employee through individual treatments. On the other hand, advisory services also developed an effective individual relationship with each of the employees of the different religions by giving their fair treatment policy. For example, sound and ethical behaviour motivates employees to work together and prohibits abusive practices. Besides that, the advisory services also gave the organisation's employees the effort to achieve regulatory and legal compliance.

Arguments regarding the importance of Equality, diversity, and friar treatments are crucial in the Workplace, and its benefits can bring by public service workers

The Importance of Equality in the Workplace by Public Service Workers

Public service workers can ensure that every employee in the organization can take equal opportunities for maintaining their job roles. Further, equal opportunity motivates every employee of different religions to maintain healthy workplace environments by minimizing the chances of discrimination. Besides that, public service workers also increase creativity and productivity in the Workplace by gathering talented people and are given a greater chance to minimize workplace problems (Serafino 2019).

The Importance of diversity in the Workplace by public service workers

Public service workers can contribute to the trust among the employees and also give motivation power to the employees, increasing their job role and activities. Moreover, in a diverse workplace, public service workers must always be given added value for minimizing their long-term diversity (Moise 2023). Further, the public service workers also build confidence among different religious peoples to acknowledge the situation where the issue has occurred.

The importance of fair treatment in the Workplace by public service workers

Most of the employees in the organization mainly experienced unfair treatment, which impacted, directly and indirectly, employee behaviour (Chung et al., 2021). Further, the public service workers gave considerable opportunities to the employees in the organization by giving long-term fair treatments policy to the organization. Further, the public drive worker always treated the employees with respect and dignity, which increased their knowledge for completing their work.

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Conclusion

The above discussion conclusively says that Equality and diversity in the Workplace mainly deal with each employee in the organization and their age, Gender, race, and cultural background skills. Besides that, in Tesco, different cultural groups of people from different regions work together. To maintain Equality in the Workplace, the public service workers' values and Equality also give each employee an equal opportunity to increase their job roles and regulation. Further, by the Act of Employment Equality, 2010, the employees in the organization are mainly protected from discrimination, Hassas Manets, in that they mainly come from different religions and backgrounds. In other words, by this Act, the individual groups of people with the same Equality and diversity of a particular religion have maintained their positive and effective behaviour. To, by this Act, in the organization, employees are also protected in their job roles and have given their rights and freedoms to the others in the organization.

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