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Inclusion and Diversity in the Workplace

The proposed outcome of a diversity and inclusion initiatives at Wider Vision will follow a step by step approach to address the following.
•        Needs analysis and data collection to determine gaps
•        Strategy design to address business objectives
•        Implementation of initiatives
•        Evaluation and continued audit of the plan (SHRM, 2019).
Wider Vision is a company located in the Hills district of Sydney. They are a main supplier of optical products such as contacts, lenses and solutions to optical outlets and day surgeries in both Australia and New Zealand. They employ 250 staff at their Sydney Head Office and dispatching warehouse.
Wider Vision’s plan for diversification and inclusion following a needs assessment will focus on the key areas of Recruitment and Selection, Training and Development of people on all levels; Pay incentives; Performance Management and Appraisal. 
Workplace diversity is understanding, accepting and valuing differences between people of races, ethnicities, genders, age, religion, disabilities and sexual orientations who may have differences in education, personality, skills, experience and knowledge base (Kozan, 2019). Inclusion is defined as a "collaborative, supportive and respectful environment that increases the participation and contribution of all employees” (Kozan, 2019). The needs data will capture the employee demographic to provide a better understanding of the diversity of the workforce. This can be done via HR systems using EEO reporting at time of recruitment or via a compulsory staff survey as part of a new policy.
A recruitment strategy that addresses inclusion and diversity will call for applicants from a large pool with specific mention for women to apply for positions in all aspects of business as they are poorly represented, and will specifically identify a number of positions targeting the application of aboriginal applicants and traineeships in entry-level positions.
A training and development program will target the further development of staff in a number of skills that are required for ups killing so that they can be retained and move within the business. Programs that cover topics such was unconscious bias, personal experience exchanges, debates, discussion around published articles and legal case studies will help with integration (Hamlett, C, 2017). The effectiveness of training should be measured with the use of a feedback questionnaire and observation and course material should be revised regularly to ensure that it is current and addresses student and employee concerns.
Restructure of pay and incentives will review the current salaries and make reasonable adjustment. Pays should be periodically reviewed and negotiated at time of annual review. Should bonus structures be implemented, as a reward the provision should be made available. E.g. reward for achieving 1-month sales target or achievement of individual and group KPI’s.
Performance management and appraisal should take place at the annual review and be reflective of the employee achievements. Company policy should dictate that annual surveys of employees regarding their perceptions of the company’s efforts be captured and adjustments made if needed.
Company policy and procedures review should be an ongoing priority to ensure that the workforce is responding to changing needs periodically and that inclusion initiatives are set as goals (SHRM, 2019). Communication to all staff via a staff newsletter of email will ensure that all staff are consulted and have the opportunity to participate if not via email through a survey demonstrating value adding within the business. The fact that 70% of companies believe they are attracting and retaining diverse employees yet only 11% actually understands this demonstrates that the approach can not only be driven by HR and needs to be enforced by management at all levels (Kozan, 2019).






















References:
Hamlet, C. (2017). How to write a Diversity Training Proposal. Retrieved from: https://bizfluent.com/how-5004367-write-diversity-training-proposal.html
Kozan, K. (2019). Diversity and Inclusion: A Beginners Guide for HR Professionals. Retrieved from: https://ideal.com/diversity-and-inclusion/
SHRM, (2019). How to Develop a Diversity and Inclusion Initiative. Retrieved from:https://www.shrm.org/resourcesandtools/tools-and-samples/how-to-guides/pages/how-to-develop-a-diversity-and-inclusion-initiative.aspx


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