Employee Handbook Non-Discrimination Section Essay

Discrimination of all individual on the basis of their reference, sex, religious belief or appearance is not only an unethical crime exactly the most irrational thing to do to anyone. People, no matter what their origin should be treated equally whether a workplace or a community. However, transcriptions ingest to be careful regarding their policies concerning non-discrimination. It should clearly outline the real ferocity as to why they book been drafted as well as the resultant of the violation of any of the non-discriminatory rules.In response to the non-discrimination rules, the organization should be fair. Policies devised should be in the favor of the employees. This normally aids the mental efficiency of the employee in the workplace as he or she knows that they have their rights that wouldnt be violated in any way (Tomei, 2003). As to a greater extent and more businesses and organizations are evolving, it is necessary to note that a insurance that befriends every nee d of the employee clear be the only way to reduce or fend off any kind of discrimination.Robyn D.Clarke in his magazine article entitled, Workplace preconceived idea Abounds New study confirms the American workplace has much farther to go to achieve true diversity states, For an organization to embrace diversity, it must be supported from senior leadership and built into the foundation of the organization. Companies need to pry and value the unique differences, perspectives, and experiences of every employee, says Dexter. Then, they must translate that understanding into a clear strategy for diversity infusion into the business model.They must puddle a culture of inclusionan environment that gives everyone the opportunity to succeed (Clarke, 2005). Therefore, a insurance that embraces and addresses all the discriminatory issues of an employee is the one that succeeds. If any such insurance policy had to be devised in order to enclose the organizations liability, it is authori tative to educate all the employees of the organization. Education of the organizations policies regarding the discrimination rules and the consequences of falling out them inevitably protagonists in voiding the roughest situations that would otherwise would have to be dealt by the organization.An organization that shows a strict compliance to its rules and procedures is the one that succeeds. Another method to condition an organizations liability regarding the discrimination issues is by joining the fear Coalition for workplace fairness (Human Rights Campaign, 2007). If any such realistic policy had to be devised apart from stating the general non-discriminatory issues such as sex, color, origin, religion e. t. c. , the policy would also deal with a universal dress code that would help in creating a fair working environment.Another feature that can be added to this policy is to deal with pregnant and maternity leaves with fairness. Many women today are subjected to discrimina tion due to their pregnancy where managers often deprive these women of the opportunities they deserve. Currently, the organizations that have discrimination policies that are trans-gender friendly are the ones that are able to avoid most of the lawsuits. Tegan Jones, in the article entitled, Lessons from Largo Non-discrimination policies in the public and secluded sectors state that any individuals transition or any sex should not be a workplace issue.He states that is highly vital to add sexual orientation and GI&E to their nondiscrimination policies, work gender neutral dress-codes, have guidelines that set a time-frame and protocol for transitioning workers and go through employees privacy (Jones, 2007). Therefore, a policy that deals with all the elements mentioned above should limit a companys liability towards lawsuits and further enhance the timber of the work environment as well.