●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.
5/26/201555Some 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.
5/26/201556Have 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;
5/26/201557Have 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.
5/26/201558Deal 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.
5/26/201559Management 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.
5/26/201560Celebrations and events●Consider–
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- Fall '14