Improving Organizational Culture: Acceptance of Religion and Orientation

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Fig Technologies has identified concerns at several of their offices globally. Division has been noted on key teams based upon religion and sexual orientation. Several team members have complained that the non-Christian holidays and LGBT celebrations are not recognized by the established company celebrations or paid time off for observance. There have been complaints with regard to coworkers making harassing comments to this effect. The Executive Leadership Council has asked for you to draft an assessment of these concerns and then to propose a plan of action for addressing these concerns. Further, include a preliminary draft of policy to be included as an addendum to the organizational policy on discrimination and harassment. In your report, be sure to address the following:

Compare the impact of different religious beliefs and practices (choose three to four different religions) and how these affect the organizational culture, and describe how your new plan and policy will improve organizational culture through inclusion of different religious beliefs and practices.
Compare how belief systems of different gender orientations and sexual orientations may impact the organizational culture, and describe the effects of discrimination against any of these. In your plan of action, address how inclusion and assimilation of different orientations will improve organizational culture.

Sample Solution

6), Equal Pay Act 1970, The Race Relations Amendment Act (2000), Gender Discrimination Act , Equal Pay Act (1976) , The Human Rights Act (2000) , the Employment Equality (Sexual Orientation) Regulations 2003 , the Employment Equality (Religion or Belief ) Regulations 2003 and the Children’s Act (2004) and more than one hundred sets of regulations legislated over forty years. Some of the unique features of EA 2010 are as follows;

  • The EA has developed a different definition of disability. The definition almost analogues to that of the Disability Discrimination Act 1995 with following two chief exceptions;
  • Now, the precondition that a mental impairment should be clinically well-acknowledged illness has been removed.
  • The exhaustive list of what tantamount to day-to-day activities has been removed.

The outcome of the relaxation of the meaning of disability is that more children with SEN are now legally being treated as disabled. Under EA 2010, every public authority, including educational institutions are required to publish necessary Equalities Policy information and the school should take into account the following protected characteristics;

  • Sex (gender)
  • Disability
  • Maternity and pregnancy
  • Race (ethnicity)
  • Sexual Orientation
  • Religion and belief
  • Gender Reassignment

The EA 2010 expands the meaning of discrimination. In the earlier Acts, there existed two varieties of disability discrimination. These were;

  • For a reason connected to their disability without justification, treating a disabled pupil or prospective pupil less favourably than another disabled person.
  • Not taking any adequate steps to avoid placing disabled pupils at a considerable drawback contrasted to non-disabled children.

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