Case Study G:

Handling Diversity Issues in the Workplace

Matt is the head chef for a hotel; he is responsible for the kitchen staff on his shift, Paul, Pete, Simon, Malee, Maeve and Kate.

Recently, it has come to his attention that Paul and Pete have been leaving some of the jobs they don't like doing for Malee to do. Paul and Pete should be cleaning equipment and tidying food stores along with other staff. Kate has made a complaint about Paul's and Pete's behaviour as she feels this is a clear case of harassment against Malee. Malee does not speak English well, and Kate has noticed that Paul and Pete have led Malee to believe that these are her tasks to do.

Kate has tried to tell Malee not to do these tasks, but now Malee is afraid that if she doesn't, Paul and Pete will be unfriendly towards her.

The organisation's diversity policy:

• Policy statement - to promote equality and to prevent discrimination, harassment and victimisation in all its forms. Discrimination legislation forms the foundations for our diversity policy where no one should be made to feel any less than any other
• Policy aims - to put practices into place that encourage a safe and inclusive environment for all persons. Our organisation embraces diversity and sees the benefits of a diverse workplace and community
• Diversity policies:
  • staff are recruited from a range of diverse groups through a fair selection process that seeks candidates with the relevant skills and expertise, regardless of who they are
  • staff are given equal opportunities to succeed; training, mentoring and instructions are provided fairly and equally to enable staff to develop and grow
  • managers must monitor the workplace for acts of discrimination, harassment or victimisation and seek to address these issues fairly and justly (if found)
  • managers must treat all situations and complaints of discrimination, harassment or victimisation with the appropriate discretion and employee confidentiality
  • employees must not discriminate, harass or victimise any other employee or person in the workplace; anyone found to be doing so will be investigated and actions taken immediately to resolve the situation fairly
  • employees must comply with the organisation's diversity policy and discrimination legislation.

Procedures to handle complaints concerning discrimination, harassment or victimisation:

• Complaints must be investigated discretely and fully by interviewing the relevant parties
• All parties must be informed about any complaints that involve them, and they must be allowed to provide a statement of their personal account
• Complaints may be resolved informally between parties (if this process is agreed by the parties); alternatively, a formal complaints procedure must be followed, whereby the complaint is officially recorded and follows a resolution process (this may include disciplinary action if the complaint is found to be true and of a serious nature)
• Parties found to have committed discrimination, harassment or victimisation may be required to issue a formal apology and can be subject to disciplinary action (this includes role reassignment, transfer to another premises or dismissal).

Case Study G Questions:

Imagine that you are Matt, the head chef. Following the diversity policies and procedures of the hotel, how would you handle this situation? Outline the steps you would take.