Encourage feedback on diversity employees should be

●
Encourage feedback on diversity;
●
Employees should be allowed to express
their cultural differences;
●
Encourage exchange of knowledge and
information about themselves;
●
Privacy may be an issue so employees
should not be coerced into providing
information on themselves.

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Some ways this could be achieved:-
●
At a staff morning tea you as the manager can
promote exchange of knowledge by talking about your
background;
●
A session or suggestion box or notice board where
everyone is encouraged to contribute ideas on how
improvement to operations. Cultural or diverse ideas
may be introduced;
●
Use statistics of your area to determine the diversity of
the market, give it to people to evaluate;
●
Use a survey or questionnaire to get customer
feedback on the appropriateness of the outlet and
include a question on the atmosphere for a hospitality
outlet.

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Have respect for a diversity policy.
●
Suggestions for developing a policy:
–
As a manager of diversity you instigate policy,
however ensure everyone has an opportunity to
get involved.
–
Design a policy which is assessable to the public;
●
make posters that show or demonstrate your
commitment to the policy. It could say “diversity
is our strength”, “we are diversity productive”.
Talk to local councils to promulgate it or ask
employer associations to do so;
●
Respect for diversity can be a number of
statements reflecting the attitudes of your
company and is part of the corporate culture;

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Have respect for a diversity policy II.
–
Always review the policy;
●
Has it caused any problem;
●
Has it been useful;
●
Has it improved productivity;
●
Has it reduced turnover;
●
Allow employees to make suggests or change it or add
new ideas;
–
It may be beneficial to link the policy with the marketing strategies of
the company, targeting new custom from awareness of diversity will
benefit the company.

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Deal with unacceptable behaviours
●
Unacceptable behaviour can not and should not be
tolerated;
●
The longer it goes on the more you are seen allowing
the behaviour the more you become the problem;
–
For example, if staff use inappropriate language, cultural
references, nicknaming etc. you must act.
●
You can use an informal discussion about
appropriate behaviour;
●
Counselling, written advice or even direct instruction;
●
Not acting may lead to loss of specialised
employees, lost productivity or costly litigation.

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Management for change
●
You should consider opportunities such as:
–
Recruitment of minority cultures and people with the
attributes;
–
Suggesting vacancies in management positions could target
affirmative action;
–
Making recruitment more inclusive, and;
–
Targeting new customers in different sections of the
community;
–
As a manager and possible recruiter of staff. You are not
obliged to hire someone with an attribute. However the
attribute can not be the reason for not hiring the person;
–
Affirmative action where you may target certain groups over
others may be seen as reverse discrimination.

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Celebrations and events
●
Consider
–