1. Managing Diversity Programs
Defined as a comprehensive managerial process for developing an organizational culture that enables all organization members to contribute fully to the organization.
EXAMPLES of programs or list of events and activities that the companies take place for managing diversity.
DISABLED DIGNITY IN THE COMMUNICATION
LEARNING & WORK & LIFE
RECRUITMENT AND EMPLOYEES WORPLACE MECHANISMS
DEVELOPMENT BALANCE
SELECTION
The most productive environment is that where employees
Organizations are increasingly improving access and facilities are valued and treated with respect and dignity and where SUCH AS:
for disabled people there is no unethical behaviour.
Organisations are increasingly aware of the business case for
Training and education programs is the most frequently work-life balance . A work-life policy that respects individual,
Selection must be based solely on the individual merits of customer and organisational needs can be beneficial to all.
mentioned strategy for managing diversity
candidates
-Corporate annual reports
-Community Relation reports
-Corporate newsletter articles
-Diversity brochures
-Flexible Working Packages or schedules -The employer must find and put into effect the most appropriate accommodation -Newspaper articles
-Targeted recruitment of non-managers.
-Alternative Work Schedules for workers with disabilities. Accommodation might mean re-designing work -Corporate newspapers
-Key outside hires.
-Family-Friendly Leave Programs stations, re-bundling job tasks, flexible shifts, retraining, new equipment, -Journal/magazine articles
-Extensive public exposure on diversity.
-Part-time Employment and Job Sharing ergonomic changes, etc. -Chapters from diversity books
-Corporate image as progressive.
-Telecommuting/Working from Home Guidelines ***Programs for people with intellectual disabilities. -Corporate profiles from general business
Training and education was considered important -Partnerships with educational institutions.
-Dependent Care Support Programs -trainining programs to all the staff to understand their policy towards disabled The possibility to file a complaint of discrimination directories
for such areas as: -Recruitment incentives.
-Employee Assistance Programs, people. -State and national awards
-Awareness building, -Internships.
-Child care -providing individual training for disabled employees to use any adaptations or *** Establishing a complaints mechanism that includes: -Diversity strategic plans
-skill building, -Publications that highlight diversity.
-Global Family Leave Policy special equipment used in the workplace • A time frame for complaints - complaints investigated -Advertisements
-helping employees understand the need for and -Targeted recruitment of managers.
-Paid Sabbatical Leave Policy -providing training over a longer period for employees who can only attend a immediately. -Corporate diversity posters
meaning of managing and valuing diversity, -Partnerships with non-traditional groups
-Global Domestic Partner Benefits training course for a limited number of hours per day • A process that includes a record of the problem (e.g. an -Corporate diversity calendars
educating employees on specific cultural -Developing and maintain long-term partnerships
-Flexible Work Arrangements -re-training employees who become disabled to allow them to remain in their incident report form) and any other relevant information -School-business partnerships
differences and how to respond to differences in the with academia and professional associations for
-Emergency Back-up Childcare present job or take a different job about the allegation, which should be forwarded to a - -Books (best companies for women/best
workplace, the purpose of recruiting high-quality candidates.
-Resource and Referral Program -providing training material in different formats, making sign language designated responsible person and acted upon immediately. companies for minorities)
-providing the skills necessary for working in diverse -Preparing for interviews with candidates from
-Employee Assistance Program interpreters available and allowing trainees to bring a personal care attendant • A trained, designated and impartial mediator who has -Lawsuits documents
work teams, diverse groups
On-site health and fitness facilities on a course adjusting physical training locations. authority to act to resolve the problem to ensure a fair and -Diversity pamphlets
-improving employee understanding of the cultural -Scheduling interviews taking into account
Lactation rooms for working mothers -Reasonable Accommodations equitable outcome. In some instances it may be appropriate -Diversity managers overheads from
mix within the organization, candidates’ special needs
-Prayer/meditation rooms -Transferable Skills for the mediator to be sourced from outside of this presentations
-assisting employees in learning about the culture -Providing candidate-friendly logistics and
-Special Reemployment organisation. -Corporate diversity booklets
and the community the organization is serving, facilities
-Creating a non-threatening interview -Trial Employment -Newsletters,
-providing skills and development activities
-Special Selection Procedures *** Avoid to discriminate against students, employees and -The department’s Intranet
necessary for diverse groups to be able to integrate environment
-Disability Retirement Benefits applicants in the following areas: -Brochures on flexible working options,
within the organization and do their job effectively -Recognising cultural and communication
-Job placement, training, and transitional employment programs for employees -Job advertisements -Brochures on workplace harassment and
and have the opportunity for advancement. differences.
who are unable to remain in their current positions -Recruitment, applications, screenings, and interviews discrimination,
-Employment Training and Placement Program
-Recruitment of qualified applicants with disabilities -Hiring, transfer, promotion, layoff, or recall -Brochures on employee assistance programs
-Programs for People from a Non-English Speaking
-Disability awareness and sensitivity training -Compensation, assignment, or classification of employees and resolving issues within the workplace.
Background.
Employers have emergency alarms and signs showing the emergency exit -Testing
-Sexual Harassment Awareness Training
routes. These alarms and signs should be accessible and maintained in proper -Training and apprenticeship programs
-Youth Trainee Scheme.
working order. -Fringe benefits
-Diversity awareness material.
- Commitment to employ, advance and retain people with disabilities. Workforce -Pay, retirement plans, and disability leave; or other terms
-Diversity awareness training programs.
diversity includes people with disabilities. and conditions of employment
-Diversity resource center or diversity reading room.
Recruitment - Be aggressively seeking job candidates with disabilities. -Admission, access, and treatment in all college and district
-Developing formal and informal mentoring
Make announcements to disability- State the company´s interest in receiving programs and activities
programs, encourage employees to become
applications from people with disabilities on the job announcement.
mentors. In particular, senior managers should be
Interviewing - Look at the essential functions and competency requirements of *** Provide to the employees information about the issue of
strongly encouraged to mentor individuals from
the job, the qualifications of the individual, and the availability of reasonable sexual harassment prevention. Describing what sexual
different cultural, racial, or academic backgrounds.
accommodations. harassment is, who it affects, and employees rights and
-Using CD-ROMs and other interactive and on-line
Training - training programs that may lead to upward mobility and career responsibilities.
training technology,
advancement. *** Provide periodic training to all managers and supervisors
-Using internal and external training courses
Awareness/Sensitivity - Train managers, supervisors, and employees about regarding the terms of the anti- harassment policy and
-Establishing individual learning accounts (ILAs).
disability myths and misconceptions. An educated workforce will be better able to procedures, and their role in the complaint process.
-Provide training opportunities for all employees
ensure the success of employees with disabilities.
-Networks and support groups
-Equal opportunity to receive incentive awards. *** AGE DISCRIMINATION. Many companies protect
-Development programs for all high-potential
-Give employees with disabilities an equal chance to benefit from training and workers from discrimination based on age. Workers should
managers
development opportunities. Hold classes in accessible facilities; not be denied job opportunities, training, or promotion
-Informal networking activities.
make materials available in electronic format, large print, Braille, or audio because employers believe they are too young or too old.
-Job rotation.
cassette for persons with vision impairments; *** LESBIAN, GAY, BISEXUAL AND TRANSGENDER
-Early development programs for all high-potential
-provide trained note-takers and qualified sign language interpreters or computer- ISSUES.
new hires.
assisted real-time transcription services for persons who are deaf or hard of .include "sexual orientation", and "gender/sexual identity" in
-Internal training.
hearing; no-discrimination and anti-harassment clauses;
-Recognition events, awards and incentives.
-provide assistive listening systems and devices for persons who are hard of .include leave provisions, medical coverage and return to
hearing; and make other appropriate reasonable accommodations. work / accommodation for transgender workers;
-Encourage any training that would provide growth opportunities to allow
employees with disabilities to advance in their careers. Such training could
include developmental detail assignments, lateral reassignments, and leadership
training.
Javier Armaolea Juaristi