Unit 6 Power Point Presentation (Managing Diversity in Organizations)

One issue that arises with religious beliefs is the issue of absences due to religious purposes. For example, the Seventh Day Adventists are advised to observe the Sabbath on which they are not supposed to perform any work. This is bound to create conflict especially when an employee is unsuccessful when seeking to be excused from work on a Saturday. Also, it may create some level of resentment for the other employees who have to work on Saturday and cover the individual's duties when they are paid similar wages. Another way in which religion may affect the workplace is in the case of certain holy days which while they are not frequent and regular, they are considered as days of religious observance. For example, the Hindu observe Diwali while the Muslims have Id Il Fitri. It may be difficult for an employer to allow these holidays especially when he is understaffed. While in some cases it is allowable by the court, it may paint the employer as discriminatory towards a particular religion. Other instances occur during Ramadhan where the Islamic community stay off food for a significant period and they are invited to luncheons. Or where certain religions do not accommodate foods that are not Halal and yet the company offers meals to its employees, (Dinsen & Thuesen, 2015).

Legally, it is allowed for an employer to record as insubordination in the event it may increase financial costs or cause some level of inefficiency in the organization. However, it is the responsibility of the employer to ensure that the workplace and the organizational culture is an appropriate fit for the individual. This can be done by ensuring that there is documented transparency concerning an individual's religion which is made known to the supervisors of the individuals. The work schedule should be flexible to accommodate work swaps, and the individual compensates for the time they were absent. It is important for the organization to ensure that while normal food is prepared, also foods that are considered Halal are prepared to accommodate those whose religion permits. Also, it is important to educate members of the organization on the importance of observing workplace sensitivity when it comes to diversity in religions.

Beliefs concerning gender and sex are mostly impacted by our cultural beliefs and the religious beliefs. While some individuals may be open to the idea that sexuality may be expressed in more than one way, it might be a difficult concept for other people to understand. For example, an individual may be put off when he sees two women associating romantically. Also, an individual may feel offended when they are considered as a man or woman yet they prefer to be gender fluid.

Gender sensitivity is important to ensure that a workplace is a suitable place for people to express themselves wholly without fear of being judged, being discriminated or experience hate. It is therefore important to create awareness and hold sensitivity sessions during orientation for each employee in the workplace. Further, it may be necessary to ensure that freedom of expression and inclusivity is emphasized as an integral work policy in the organization, (Ang & Van Dyne, 2015).

Fig Technologies is committed to ensuring an inclusive and diverse workplace. To that effect, all religious beliefs represented in the organization will be well accommodated. It is important that the individual concerned with a particular religion exercise due diligence towards the company as well. All holy days which are well documented will be allowed to be observed by the individual. In case this day falls on a working day, it is necessary that the individual compensates at a later date. Workplace wear will be respected and can accommodate religious attire where reasonable. The company will be able to provide meals that are sensitive to the cultural and religious backgrounds of individuals in the organization. No religion shall be discriminated upon for whatever reason.

Also, the company recognizes different and diverse sexual and gender identities. All individuals regardless of their sexual and gender identity will be treated as equal according to their designation and their required roles. They shall be free from harassment of any nature, and any individual who perpetuates to harass them shall be fired immediately. No one should be discriminated upon based on their sexual or gender orientation and they will be treated with the respect that they deserve.

References

Dinesen, P. T., & Thuesen, F. (2015). Working Together?: Ethnic Diversity in the Workplace and Social Trust. In European Sociological Kongress.

Ang, S., & Van Dyne, L. (2015). Handbook of cultural intelligence. Routledge.

Bell, M. P. (2017). Diversity in organizations (3rd ed.). Boston, MA: Cengage Learning.