Aveneu Park, Starling, Australia

Promoting discrimination is left unchecked, it has devastating effects

Promoting equality
within your organization isn’t just about supporting workers’ rights to fair
treatment. There’s also a strong business case for making sure your organization
offers equal opportunity for all.

Making
people feel valued: Research
shows people enjoy working for organizations with good employment
practices. You could attract and retain better talent, as well as
improving workforce productivity.
Increasing
competitiveness: A diverse
workforce may be more in touch with the needs of diverse community groups.
So you could be better placed to find and exploit new market opportunities.
Enhancing
corporate reputation: Equality
and diversity are increasingly seen as an indicator of good corporate
social responsibility (CSR).

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Eliminating
discrimination from your organization is a challenge but one that can improve
the chances that you won’t have to battle former employees in court or devise
creative ways to recruit candidates. Developing an equal employment opportunity
policy establishes a foundation for an organization’s mission and philosophy on
mutual respect, but it’s only a start. Commitment to that policy requires the
unwavering support of the organization’s highest level of leadership, which
trickles down to managers, supervisors and staff.

Mitigate Liability

Eliminating
discrimination can mitigate your company’s potential liability for allegations
of unfair employment practices. Fees for legal counsel to defend your company’s
employment actions, plus settlement costs, can bankrupt your organization.
Therefore, eliminating discrimination is a critical step in creating a
workplace that values diversity. Compliance with federal and state employment
laws that prohibit discrimination is fundamental to eliminating workplace
discrimination. Developing human resources practices and solutions for
sustaining diversity in the workplace also are effective methods to reduce
discrimination.

Turnover

Workplace
discrimination and ensuing conflict from discriminatory employment practices
can be demoralizing and disheartening for employees. Employees who are subject
to discrimination or who are offended by discriminatory behavior ultimately
look for employment elsewhere. Turnover has tangible and intangible costs, such
as increased cost per hire and lost productivity that results from unfilled job
vacancies. The cost of turnover alone for a job that pays $50,000 a year is
approximately $10,000; for a $30,000-a-year job, the cost averages 16 percent,
or $4,800 to replace the employee, according a case study analysis by the
Center for American Progress. The cost of turnover is high, regardless of the
reason or the job an employee leaves.

Employee Engagement

Workplace
discrimination erodes employee morale and engagement. The definition of
employee engagement is subjective and varies greatly; however, most human
resources leaders describe it as an employee’s enthusiastic approach to his job
duties and a genuine interest in contributing to the employer’s organizational
goals. Lack of engagement can be more costly than turnover, according to
consultant Keith Ayers. Employees’ disengagement can cost a third to half of an
organization’s payroll, Ayers claims in his book, “Engagement Is Not
Enough.” In a workplace where discrimination is left unchecked, it has
devastating effects on the workforce, including lost productivity and poor
performance. Eliminating discrimination is key to sustaining a productive
workforce where employees believe their employers value their talents and
expertise.

Recruitment Challenges

Word
spreads fast in the job-seekers’ community about companies and their hiring
practices. Earning a reputation for being a company that condones or tolerates
discriminatory employment practices can destroy your ability to recruit job
candidates. Consequently, you’ll end up trying entice candidates to join your
firm for higher-than-market salaries, only to possibly lose them when they
decide to resign because of workplace discrimination

 

Task 5:

Describe and explain the
characteristics a good leader should have in an F establishment in
Singapore

1. Honesty

A good leader will be able to establish an honest connection
with his or her peers. A relationship based on trust and reliability makes the
team know that their leader is always there for them, which in turn inspires
them to be there for their leader.

2. Ability To Delegate

Each person in a group will be able to bring something different
to the table, and a good leader will work with each member’s strengths and
weaknesses in order to make sure that the best is being done.

3. Ability to Communicate

By clearly describing his or her idea to their team, the leader
will be able to create a sense of ease and understanding with his peers. When
every member of the team is striving towards a common goal, then there is
nothing that cannot be accomplished.

4. Sense of Humor

Negative situations will always arise, but a good business leader
will know how to diffuse them and help give his team peace of mind. A
stress-free work environment often garners the most results, and sometimes all
that is necessary to help push your team forward is a healthy dose of humor in
the face of difficulty.

5. Confidence

A good leader will show confidence in the face of challenges,
and will inspire confidence in his team by reminding them that obstacles are
just there to be overcome. The confident leader will keep his eye on the goal
and will not allow anything deter him or her, or their team, from success.

6. Commitment

Some leaders may drive their teams to work hard, while others
will constantly be at their sides, giving every task their one hundred percent.
The latter is the type of leader that can expect to achieve more. Teams work
better when they see that the one that they answer to is right by their side,
sharing their struggles and triumphs.

7. Positive Attitude

Motivation is the key to success, and it can be hard to stay
motivated in a negative environment. By keeping your team’s spirits up, you
will be able to motivate them to achieve more, and not let them be bothered by
minor setbacks.

8. Creativity

Sometimes a difficult situation will arise that will require you
to think outside of the box and help your team do the same. At such crucial
movements, a good leader will be able to demonstrate a unique type of
creativity that can help his team push through any situation.

9. Ability To Inspire

Inspiration can take many forms, but a capable leader will be
able to demonstrate his ability to lead and inspire by motivating his team to
share his vision.

10. Intuition

Finally, a good leader will have intuition. Sometimes obstacles
will arise that nobody will know how to handle, perhaps even you. In such
situations, it is important to be confident and make a decision. No matter what
the decision is, if you show that you are giving the problem everything you
have got, it will inspire your team to do the same, which can often be just all
that is needed to help get past the situation to begin with.

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