Develop and implement diversity policy

PART1. RESEARCH DIVERSITY

As an organization operating within a diverse national and international community, Manish
Quilt Company is committed to developing policies, practices and ways of working that support
diversity. Diversity encompasses gender, race, ethnicity and cultural background, age, physical
abilities and religious beliefs. Diversity enables encouraging and fostering. We see additional
benefits from diversity being a broader pool of high-quality candidates and employees, and
improved employee retention.
Manishs approach to improving diversity within the Company will assist in achieving the
following objectives:
1. A diverse and skilled workforce, leading to improved in-service delivery and achievement of
corporate goals;
2. A workplace culture characterized by inclusive practices and behaviors for the benefit of all
staff;
3. Improved employment and career development practices and opportunities for all staff; 4. A
work environment that values and utilizes the contributions of employees with diverse
backgrounds, experiences and perspectives;
5. Rewarding and remunerating fairly; and
6. Awareness in all staff of their rights and responsibilities with regards to fairness, equity and
respect for all.
Diversity in business increases competitiveness in new markets; expands market share through
access to new markets; deepens customer loyalty and increases shareholder value; enhances the
employee talent pool; increases creativity, production and revenue; and, improves recruitment
and morale. It's a good way to multiply business return on investment. Employees have the right
to seek advice or pursue their complaint externally when they are being discriminated against or
harassed in work because of their: sexual preference, transgender status, race, color, ethnic or
ethno-religious background, descent or national identity, marital status, disability, age, political
conviction and religious belief.
Many Complaints and grievances from female workers who are expecting to be mother in
workplace shows the requirement to draft and implement policy with existing policy to be topped
up Parental leave policy by stakeholder, with 26 weeks paid leave the minimum standard
recommended by the World Health Organization and also Senior employees to formally stay in
touch with women on parental leave on a regular basis and provide assistance to help them
successfully transition back to work. The PPL evaluation indicates the majority (75 per cent) of
employers who had used Keeping in Touch (KIT) provisions felt it benefited their organization
The impact of short parental leave is not limited to infants, as mothers also suffer when they do
not have enough leave available to them. Negative outcomes of an early return to
work include poorer physical health and well-being, feelings of stress and poorer mental health,
including anxiety and depression. Taking away the additional nine weeks parental leave that
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Develop and implement diversity policy

employers provide, on average, effectively reducing parental leave from 27 to 18 weeks, is
enough to make a real difference to mothers. The women who took between 13 and 26 weeks
parental leave were more likely to report that they were suffering from mental distress for up to
two years than women who took more than 26 weeks
Stakeholders are responsible for understanding staff role in promoting diversity within the
organization, communicating and implementing policies and procedures effectively and working
with staff to integrate the values of diversity into employment practices. Other similar
organizations also practice for inclusion in a new diversity policy which assists organization
understanding necessity and benefits of female employees on parental leave on regular basis and
all employees undergo diversity training. Diversity training encompasses raising awareness about
issues surrounding diversity and developing diversity management skills.
Manish Company is committed to an inclusive workplace that embraces and promotes diversity.
These policy assisting woman on parental leave and keeping in touch with them successfully
transition back to work provides a framework for new and existing diversity related initiatives
and polices within their business.
Part2 . DRAFT POLICY AND PLAN FOR IMPLEMENTATION.
Although increasingly businesses are investing in a wide range of programs to support gender
diversity, the change has been slow. As a result, any policy that reduces income to women and
families during parental leave is a bad thing. It will put additional pressure on families and is
likely to mean mothers will have to return to work earlier than they wanted to, reducing valuable
time with their newborns. Importantly, this change will only add to the wage gap that women
experience as a result of having children. And with some 47% of currently eligible mothers
expected to lose all or part of the payment, it is going to affect a lot of people.
The following implementation of the proposed Paid Parental leave policy an independent review
be carried out two years into its operation in order to make any necessary modifications and
improvements and so that a second stage of paid leave measures be introduced so that in total the
policy provides for:
a)
Existing policy to be topped up by employer-funded policy, with 26 weeks paid leave
rather than 18 weeks.
b)
KIT Provision that Senior employees to formally stay in touch with women on parental
leave on a regular basis and provide assistance whenever necessary
The current schemes 18 weeks paid leave at the minimum wage provides the basic level of
support new parents really need to adequately bond with their newborn and establish
breastfeeding. It was always the intention that the existing policy be topped up by employerfunded policy, with 26 weeks paid leave the minimum standard recommended by the World
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Health Organization.
Stakeholders should increasingly commit to providing paid parental leave; they should see it as a
vital tool to attract and retain talent. Any reduction in the amount of support for women and
families from the Government-provided scheme may mean stakeholders will need to increase
their support to fill the gap - In addition, there are no incentives to encourage organizations to
offer more flexible work which is critical to parents being able to manage their caring
responsibilities whilst remaining attached to the workplace.. Businesses with flexible working
arrangements, including good parental leave policies, can benefit from:
1. Lower staff turnover, resulting in lower recruitment and training costs
2. Recognition as an employer of choice
3. Improved employee satisfaction and commitment
4. Greater ability to attract new employees
5. Smoother transitions for employees between work and parental leave.
This proposed paid leave scheme an independent review be carried out two years into its
operation in order to make any necessary modifications and improvements and so that a second
stage of paid leave measures be introduced
PART 3. IMPLEMENT DIVERSITY POLICY
Implementing proposed diversity policies in Manishs Quilt Company sets out the matters that
must be considered. The current Paid Parental Leave Policy provides Parental Leave Pay to
eligible primary careers of newborn. Eligible families receive up to 18 weeks payment. There is
need to be review by stakeholders for the payment duration to be extended from 18 to 26 weeks
Taking away the additional eight to nine weeks parental leave that employers provide, on
average, effectively reducing parental leave from 27 to 18 weeks, is enough to make a real
difference to mothers.
For implementation of this policy there is to be Conduct consultations with a key stakeholders,
consultation meetings and teleconferences to be conducted and also written submissions on the
implementation of this policy. A public consultation process is also to be undertaken as part of
this policy that includes a public submission phase, including a general call for submissions and
direct emails to employee, employer and community peak bodies; face-to-face consultation with
key stakeholders; and the formation of this policy Steering Committee made up of
representatives from employer, employee, women's and community groups.
Face to face meetings with Stakeholders conducting all required information supported by
written communication including employee bulletins and newsletters that explains the
importance of topping up Parental leave policy for 26weeks. Session conducts explains
Employers who will top up paid parental leave are signaling their expectation of a continuing
relationship with their employees. This typically translates into increased job satisfaction, greater
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Develop and implement diversity policy

employee productivity and improved employee loyalty. Many benefits of topping up paid
parental leave include: reduced recruitment and training costs, improved staff morale and
productivity, improved organizational efficiency through the benefits of long service, e.g.
institutional memory, industry, knowledge, networks and contacts.
KIT provision keeping in touch with an employee on parental leave includes forwarding staff
newsletters, updates and important emails to the employees home email account where
appropriate, or arranging for them to have remote access to their work email account where
practical, inviting all employees on parental leave to attend any social events, planning days,
training or team building days which occur during their leave and arranging a meeting with the
employee when they are nearing the end of their leave to discuss the return-to-work expectations
of the employee and the employer, such as hours of work, flexible working arrangements, or any
adjustments that will need to be made to their role has to be look for. Diversity training
encompasses raising awareness about issues surrounding diversity and developing diversity
management skills. The entire workforce is also likely to need training to increase their
awareness, understanding, acceptance, alignment and commitment, including
1. Awareness of the Policy and understanding the business case for increasing the participation
of mother in the workforce
2. Understanding of what an inclusive workplace looks like and its benefits to all employees
and to the business
3. Understanding of this new policies and procedures and how they affect individuals in the
organization
4. Understanding of conscious and unconscious bias awareness of discrimination and
harassment, obligations and company policy
PART 4 . REVIEW DIVERSITY POLICY
Parental Paid Policy and KTC provision policies analysis are ongoing process that analyzes new
information, considers how mothers roles and diversity groups are changing or remaining the
same. This approach considers how mothers in workplace intersect with other socio-economic
factors and facilitates monitoring and evaluation of these new policies. Conscious processes to
attract, retain, develop and include mother in the workforce will require new skills and
approaches from people responsible for managing and leading workers, and will require some
people to examine and chManishge their beliefs about mother working in non-traditional
occupations and roles. The positive impact of topping up paid parental leave entitlements on the
attraction and retention of staff has long been recognized. Policies should be tailored to the
specific needs of the employer and employees in a particular workplace. A successful parental
leave policy should incorporate innovative and flexible arrangements that assist parents before,
during and after a period of parental leave.
A best practice stakeholder should facilitate flexible arrangements in their workplace for new
fathers and mothers around the time a child is born. It is important to remember that an employee
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Develop and implement diversity policy

returning from parental leave is legally entitled to return to the same job they held prior to going
on leave. If that job no longer exists, they are legally entitled to return to an available position for
which they are qualified and suited, which is nearest in status and pay to their pre-parental leave
position. There are a number of things an stakeholder and employee should consider to ensure a
smooth transition back into work, including:
1. Keeping in Touch with the employee during the period of leave
2. Beginning discussions early about how the employee plans to manage their return to work
and what their role will be
3. Speaking to the employee about any accommodations that the employer may be able to make
at the workplace, e.g. access to a place for breastfeeding or expressing and storing breast
milk; or flexible working arrangements during the early weeks for settling a young child into
child care
4. Clearly communicating expectations around working hours and the taking of leave.
5. Giving appropriate consideration to any requests the employee makes for flexible working
arrangements.
Some ideas to assist employers with keeping in touch with an employee on parental leave
include:
1. Sitting down with an employee before they commence their period of leave to discuss key
contacts, handovers of work or clients, important dates and milestones during the leave
2. Arranging a pre-determined time to get in touch with an employee on leave, so the
employees expectations and preferences concerning contact during parental leave can be
considered and managed
3. Making sure a particular person in the workplace is given responsibility to forward important
information about the workplace to the employee on leave
4. Forwarding staff newsletters, updates and important emails to the employees home email
account where appropriate, or arranging for them to have remote access to their work email
account where practical
5. Inviting all employees on parental leave to attend any social events, planning days, training
or team building days which occur during their leave
CONCLUSION :
The topping up Paid Parental Leave policy to 26weeks and KTC provision will help
stakeholders: retain valuable and skilled staff by encouraging them to stay connected with the
workforce when they become parents; enhance existing family-friendly workplace conditions
without having to fund Parental Leave Pay themselves; and in the longer term, increase the
workforce participation of parents. Company has noted an increase in the return to work of
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Develop and implement diversity policy

employees who take paid leave around the birth or adoption of their child, and considers that
providing paid leave at this time helps improve the workforce attachment of its employees.
Company has found that its parental leave policy, in conjunction with its other family friendly
policies, has given it a recruitment edge over its competitors.