Diversity and Equality

Diversityand Equality

Class

RochdaleBorough Council

RochdaleBorough Council is a local United Kingdom authoritative organizationbased in Greater Manchester. The Rochdale Borough organization wasestablished in 1974 with a purpose of provisioning the 1972 LocalGovernment Act and incorporation of the six former local governmentdistricts. The Rochdale Metropolitan Borough has a responsibility ofoverseeing the local services that amount to around 200,000 people(Great Britain &amp Local Government Commission for England, 1968,P.193). Some of the services let by the Rochdale Metropolitan BoroughCouncil include street lighting, leisure centers, libraries and bincollections. The organization is currently founded on the basis ofcontrolling labor and it is based at Rochdale Town Centre (Addison,1994, P.184).

Accordingto research (Chris, 2013, P.63), many people in our communitiessuffer from cases of inequality because of discrimination due to thefollowing listed reasons

  • Ethnic group

  • Race

  • Color

  • Age

  • Gender

  • Sexuality

  • Religion

  • Illnesses

  • Disabilities

  • Marital status: single, married, divorced, widowed or on civil partnership

  • Gender transformation

  • Pregnancy or maternity leave

Equalityand Diversity Policy

Equalityand diversity policies are some of the sensitive issues that aretaken seriously in the Rochdale Borough Organization. According toGreat Britain and Government Equalities Office, (2008, P. 197), thevision of the Borough organization is based on the following aspects

  • Employing, Serving, representing all people as equals

  • Respecting people`s diversity and aspiration

  • Acknowledging their contribution to the organization

  • At all cost, disregard of what an individual concerns race, tribe, the social status they are all treated equally.

TheRockdale Organization policies are based on believing that handlingall persons as equals creates a solid foundation for confidence andcohesiveness within the community (Florence, 1951, P.23 and UnitedNations Centre Against Apartheid, 1985, P.15). All people, whethercitizen or non-citizen of the United Kingdom have the right to equalaccess to opportunities in life that include, representation and jobopportunities. And to achieve this kind of balance and narrowing thegap between the advantaged and disadvantaged people in our societiesis necessary (John and ‎Riki, 2013, P.214).

Accordingto Tessa, ‎Bhikhu and ‎Peter, (2005, P. 153), the value ofequality and diversity of people within the Rochdale Organization hasbeen enhanced through the following means

  • Eradicating any unlawful victimization, discrimination, harassment or other conducts forbidden by the 2010 Equality Act (Landry, 2012, P. 124).

  • Enhancing good relations among people who have shared beliefs or characteristic and those who do not

  • Encouraging equal opportunities in all fields for those people who share common or not common beliefs or characteristics.

TheRochdale organization services, statements and employment practicesare committed to observing all the stated policy. In addition, theyexpect the citizens and non-citizens to be respectable when dealingwith the Rochdale Borough (Catherine, ‎Stephen &amp ‎Liz, 2009,P.89).

Theeffectiveness of diversity and equality policy and practices

TheRochdale borough council equality and diversity policies are built onan evaluation system. The evaluation system targets the localcommunity, service and employment guide (Tony and ‎Martin, 2007, P.139). A lot of consultation is observed when in the following stagesof diversity and equality practices

  • Implementation

  • Development

  • Monitoring

  • Review or Revision

Sincethe Rochdale Council is based on three primary function namely

  • Serving people

  • Representing people

  • Employing people

Inaddition, the to these three functions the following diversity andequality policies are observed to promote productivity and communitysatisfaction

DiscriminationPolicies

Theeffectiveness of handling discrimination cases at the Rochdaleorganization is through avoiding unfair or unlawful discriminationcase to any person. Although sometimes the company is faced withchallenges in selecting the right candidates for a vacancy theorganization has to make the final decision with no bias.Discrimination is termed as taking advantage or abuse of power. TheRochdale councils consult with the companies set practices orpolicies to guard themselves against any form of discrimination(Great Britain and Commission for Racial Equality 1986, P.25). In therare case when an employee is observed to be discriminating, a reportto the relative authority is necessary, this can also lead totermination of the job (Nissa and ‎Ludi, 2009. P.25).

Equalopportunities to join Trade union activities

TheRochdale organization does not discriminate against any of theiremployees being a member of trade union activities. In fact, theorganization advocates that all employees to join a relevant tradeunion, however, this is a personal choice, nobody is forced to join(New Society Limited, 1978, P.386).

Disabilitypolicies

Accordingto research, the Rochdale Borough has registered around 21% of peoplewith long-term illnesses or disabilities (Financial Times HealthcareStaff. 1998, P. 1139). Nonetheless, discrimination is not allowed inthis organization on basis of an individual being disabled. On thecontrary, the organization has taken measures to increase theproductivity and equality action plan (Michael, 197, P.193). Theequality action plan for the disabled, enables exclusion ofharassment, promotes a positive attitude and encourages the disablepeople to make a decent living disregard of their condition (GreatBritain and Parliament House of Lords, 1997, P.99).

Genderand women policies.

Accordingto research, there are approximately more 5000 women as compared tomen in the Rochdale Borough. From these figures, the Borough isapproximated to host around 50 people who may identify themselves astransgendered (Maroula, ‎June, 1998, P.143). All over the UnitedKingdom nation, the transgendered people are discriminated andmarginalized against. Specific actions have been enforced to promoteequality for all people, whether man, women or transgendered. Firstly, all Borough services are geared towards not discriminatingany individual based on their gender through encouraging equaldevelopments and promotion. Secondly, positive attitude is encouragedtowards people who are women or transgender. Lastly, any issuesbased on gender inequality like employment opportunity are issued onequal ratios of 1:1 (Elizabeth, 2003, P.215).

Sexualorientation

Despitethe Rochdale not having exact statistics on the LGTB people in thesociety, it is approximated in the UK that the LGTB numbers areapproximately 10% of the whole society.The borough has zerotolerance for discrimination, hostility, ignorance and intolerance ofdiscriminating against LGTB (Landry, 2012, P.22). To counteract allthese adverse effects, the Rochdale Organization has taken intoconsideration the LGTB communication through positive images, andconstant consultation with the LGTB community (Richard, T. H. &amp‎Mark, Hart. 2002, P.161).

Age

Theage structure of the Borough organization plays an essential role indetermining the services that are needed in the surrounding society.From research there are around 40,000 children under the age of 15,this translates to around 20% of the total population in the England.According to JSNA (Joint Strategic Needs Assessment), Report1 outof 5 people is aged over 65 years. This number is prone to increaseto about 50% in 2021. The Rochdale has policies that do not tolerateany form of discrimination, whether directly or indirectly due toage. Also, any form of victimization or harassment to any employee orcustomers due to age. Some of the effective ways to preventdiscrimination by age that have been enforced policies that governrecruitment, allocation of salaries, training, discipline, bullyingand harassment (Great Britain, 2007,110).

Religionor belief policies

Researchconfirms that the United Kingdom is a country that has many mixedreligions. In the Rochdale organization, the number or Muslimbelievers are approximately 14 %, while Christian believers areapproximated to be higher (Paul, 2012, P. 7). There is no exact setsof religious beliefs and practices discriminate against any religionor religious practices within the Rochdale Borough organization. Topromote and respect the employees, customer religious beliefs, andpractices the borough offer flexible working hours, time off for thereligious festival and religious holidays. Additional facilitiesinclude a prayer room, dress requirements, dietary requirements andproper washroom facilities Rochdale (England) &amp MetropolitanBorough Council, 1986, P.5).

Race

Fromthe census results in 2001 around 80% of the population is mainly theWhite British people. Other ethnic groups include the Pakistani at10% and Bangladesh at 2%. Other minority ethnic groups include theAmerican, the Asia, the Afro-American, the Indian, and the Latinos(Employment Report, 1978, P.111). According to the Borough racepolicies it is unfair to discriminate another individual due to theirrace, accent, color or ethnic origin. The borough challenges anyenvironment or situation that promotes racism because racism hindersgrowth and create barriers within an organization. In the rare caseof a racist incident, the Rochdale group will give serious disciplineto the work members through summons or warnings. Additionally, anyforms of a racist act, remarks, suggestive behavior, and attitude arestrongly discouraged among the workers and customers (Lavalette and ‎Penketh, 2013, P.92).

HIVor AIDS and other long-term illness policies

Rochdaleborough has 20% increase in the report of HIV-AIDS cases between theyears 2005 and 2010. In 2012, around 167 individuals were reportedwith new HIV infections (Press Council, 1990, 7). The RochdaleCouncil supports the administration of services and drugs for anyperson who might be suffering from any long-term illnesses andHIV-AIDS. Some of the means that have enforced to promoteeffectiveness of long-term illnesses and HIV-AIDS are

    • Promotion campaign that helps in prevention measure to reduce the spread of HIV and treatment

    • Supporting people with HIV AIDS through drugs and other services

Personalvalues

Mybeliefs, attitude of the administration of Rochdale Borough CouncilPolicies are that advocating for equality and diversity are essentialin promoting operating and growth of this organization (Evangelia,2008, P.136). Personally, I learned a lot from this researchregarding the equality and diversity policies that are beingadvocated by the Rochdale Borough Council. I am touched by thepolicies because they have changed my normal way of thinkingregarding the LGTB, HIV &amp AIDS and the aged. I firmly believethat people right should be respected at all times depicted the age,gender, race, illnesses, HIV-AIDS status, ethnic group, sexorientation, social status and disabilities. Respecting another humanbeing and their rights promotes general wellbeing and harmony in oursurrounding communities.

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InternationalOrganization for Migration

InternationalOrganization for Migration (IOM), is among one of the leadinginternational organization that works closely with migration cases.The IOM is dedicated to working closely with governmental partners,Intergovernmental partners, and non-governmental partner. IOM worksto enhance the promotion of orderly and human migration,international collaboration on issues based on movement for thebenefits of all people (Alain 2010, P.57). Additionally, IOM worksto provide humanitarian services to refugees, displaced people,uprooted people and the migrant. All this can be achieved because theIOM Constitution provided a clear and excellent acknowledgment of therelationship between cultural development, migration, socialdevelopment and economic developments (Alexander and Douglas, 2001,P. 2001).

Thereare four primary functions of the IOM management namely Regulatingmigration, Migration, and development, Facilitating migration andAddressing forced migration (Alain 2010, P.57). Apart from these fourprimary functions the IOM is involved in cross-cutting activitieslike

    • Defending and observing the rights of the migrants

    • Observing the international laws of migration

    • Guidance and policy debate

    • Observing the health of the migrants

    • Upholding the general human well-being and dignity

    • Observing the gender dimension of the people migrating

    • Understanding the issues of migration

    • Assisting Migrants in overcoming the challenges faced by migration management

    • Encouraging the economic and social development during the migration phase (Jawad and Mustafa, 2012, P.82).

Someof the areas that are operated by the IOM include Europe, Africa, andCentral Asia regions. The European region is based on countries likeFrance, Spain, Germany and United Kingdom who have shown vast numbersof migrants from the non-European nation (Emilian, 2015, P. 331).This demonstrates that the Europeans region has a significant numberof migrants despite the hard economic times that are beingexperienced in the UK region (Mustafa, 2009, P. 69).

Diversityand Equality practices

Accordingto Savita, Simonetta and Lucy (2012, P. 19), Diversity, andEqualities practices are a very crucial role in the IOM. Under the2000 and 2005 Equal act law, it is illegal to discriminate thedistribution of services or products for any of the participants ofthe IOM both employees and migrants. There are approximately ninegrounds that IOM prohibit discrimination on ground of:

• Familystatus

• Gender

• Raceand ethnic group

• Religiousbelief

• Maritalstatus

• Sexualorientation

• Disability

• Age

• Long-termor short-term illness

Accordingto Marianne and International Organization for Migration (2002, P.23), the primary objective of policy andpractice include

    • Avoiding any bias and discrimination

    • Creating awareness based on equality and diversity issues

    • Promoting the development of services to the affected families

    • Challenging the migrants and employee to be more critical in their thinking

    • Enhancing the importance of practicing and respecting the equality and diversity policies

    • Promoting teamwork and mutual understanding among the involved parties in the IOM organization

    • Developing ideas on tackling equality and diversity related issues

    • Creating new procedures and policies that promote diversity and equality

    • Gain new skills that promote diversity and equality

`TheIOM organization is dedicated to providing high-quality services tothe affected individuals, communities and families and stillrespecting the am treating them as equals. The IOM employee beingcommitted to the equality and diversity policies promotes a healthyworking balance and reduces conflicts of interest (Alejandro andJosh, 2008, P. 54).

Aimsand effectiveness Of IOM diversity and equality policies

IOMis an international organization that deals with a vast numbers ofmigrants from various races, tribes, age group, social backgrounds,religions and sexual orientations. Hence, in a busymulti-international environment the equality and diversity policiesgo a long way in preventing discrimination cases and offering anopportunity for practical ideas and mutual understanding (Ruhs, 2013,P.5). Another crucial role of these policies is providing a platformthat promotes critical thinking, attitudes. Teaming with people fromvarying walks of life can be a significant challenge at the initialstages. The following strategies have been improvised to enhance theeffectiveness of the equality and diversity policies in the IOMorganization (Gidley and Jayaweera, 2010, P.12):

Takingaction for violence based on Gender Identity

TheIOM has zero tolerance for any individual, whether an employee of theorganization or a fellow migrant signifying any form of violence.During the recruitment process, all employees are made to understandthat IOM policies are based on protecting the lives of the human atall times (Howard, 2002, P.16). Any employee caught exhibiting anyform of violence or abuse is reported to the disciplinary board.Consequently the board takes further action either, through firing,issuing of warning or suspension from work based on the degree ofviolence. For the migrants, they are also warned strongly from anyform of violence to each other or the IOM employees (Laura, ‎Esther,&amp Evangelia, 2013, P. 5). Additionally, the IOM offers counselingto the affected individuals from Gender-based violence anddiscrimination of young girls, expectant women and women on maternityleave (Quinetta, 2013, P.420).

Employmentopportunities

TheIOM observes and promotes the effectiveness of equality and diversitypolicies by the provision of equal job opportunities to all peopleregardless of the nationality, gender, sex or race. IOM is aninternational organization, it is clear that it comes across peoplefrom various life backgrounds. Hence, it has a duty to make all thesepeople feel equal despite the fact that they all vary (United Nations&amp IOM. 2007, P. 133). The IOM ensures fair promotions andemployment opportunities to all genders on equal ratios. As long asany individual has the right qualification and skill to a jobopportunity IOM is not hesitant to allocate the individual a job. This does not only provide job opportunities, but it promotescohesion and a sense of promoting interracial, inter-ethical andinter-religious relationships (International Labor Office, 2007,P.28).

Disability,illnesses, and HIV-AIDS tolerance

Sincemost of the migrants are typically faced with a number ofdifficulties such as disability, injuries, and illnesses. The IOM hasa duty of ensuring that there is no form of discrimination againstany person having disabilities seeking for job opportunities orassistance. The effectiveness of these policies is enhanced by givingmigrants with disabilities equal opportunities to those people withno disabilities (Gill and‎ Anne-Marie, 2010, P.20). Additionallythe IOM offers very attractive packages to cater for the need oftheir employee or migrants suffering from any form of disabilities.This includes the provisioning of health equipment to the disableindividuals. Additionally, the IOM offers regularly checkup servicesfor the disabled individuals (Bernan, T. 2008, P 491).

HIVand AIDS, among other long term illness have very detriment alleffect to the affected individual. Nonetheless, this does not promotea chance of biases or segregation in the IOM organization. To improvethe effectiveness of running of the organization the IOM enlightensall people on how to overcome the spread of HIV AIDS infection,disapprove any bias information regarding HIV ADS spread orinfection. Moreover, the IOM offers drugs and counseling facilitiesfor people suffering from HIV or any other illness (Bernd, 2011,P.35).

Racism

Racismis one of the main challenges that is faced by the IOM Group becausethe organization has a large number of individuals from differentethnic communities. Some of the commonly observed ethnic groupsinclude Asia, Afro –American, African, Latinos and Indians(Jeffrey, 2008, P. 2760). The IOM aims at preventing racismoccurrence within its operations by ensuring that all people involvedwith IOM process know that it is clearly unethical and immoral todiscriminate or treat another person indifferently just because oftheir cultural backgrounds or ethnic group (Alana, 2011, P.11).Additionally, there is a set of rules that govern the exploitation ofsuch individuals. The IOM has also enhanced means to Identify andchallenges any remarks, behavior and attitudes that are racist(Country Reports on Human Rights Practices, 2009, P. 2702).

Ageissues

IOMbeing an international organization, it is prone to meeting peoplefrom varying age groups seeking a different kind of jobs orassistance. To avoid these migrants being treated indifferently dueto their age IOM aims at discouraging any form of segregation throughthe following rules are observed to enhance equality policies (Erica,2004, P. 63)

    • No act of victimization, harassment is justified by an Individual age

    • No discrimination of any form whether directly or indirectly to any individual is allowed

Othermeans that have been enhanced to prevent discrimination by age areobserved during the following process of IOM organization: Theselection and recruitment of new employees, the training of theemployee, the allocation of employee pay, the determining of employeepromotion or demotion, disciplining processes of employee and the endof an employment contract (Sonia, M., ‎Eugenia, M. ‎&amp Anna,P. 2011, P.148).

SexualOrientation

Inour today’s society, all individual have varying sexual orientationso does the migrants seeking for job employment opportunities in theUnited Kingdom. It is approximated that the LGTB community occupyaround 8% to 10% of the United Kingdom population of migrants (Thomasand ‎Rorden, 2013, P.672). Due to these values of number, the IOMhas put into consideration the equal opportunities of the LGTBindividuals. These people are not supposed to be looked down upon atall cost because they have a varying sexual orientation. The LGTBalso has a good number of educated, and employable migrants that canperform their role in a work environment efficiently. Additionally topromote the measure of equality and diversity in the IOM positivemessages, images and discussions are held to educate other peoplewith a varying opinions of the LGTB community that they are equalsand their human rights should be considered and respected at allcosts (Andrew, ‎Maurice, and ‎Mirja, 2007, P. 213).

ReligiousBeliefs

Inthe United Kingdom the migrant found there are from various religiousgroups such as Muslim, Christian, Buddhist, atheist, and pagan.However, it is against the rules to treat any person unequallybecause of their diverse beliefs in religion (Spencer, 2008, P.27).To promote the effectiveness of diversity and equality policies. IOMdoes not advocate for the practice of any religion believe of theemployee or the migrant. But the organization as a whole respects andobserves all religious festivals and ceremonies from the diversereligious groups (Thomas &amp ‎International Organization forMigration, 2002, P.28).

Personalreflection

Ibelieve that IOM policies regardingequality and diversity promotethe value of a human being. From researching this report I havelearned a few personal values lesson based on equal rights for allpeople regardless of their gender, sex, religion or ethnic group(Douglas and Edward, 2004, P.56). Additionally, my attitude towardsdiversity and equality for all human have been affirmed. I advocatestrongly these policies are enforced and practiced in our today’ssociety. Also, there is a need to create awareness in our society soas not to violate each other’s rights through discrimination.

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