Solution
| Today, the existing theories on conflict note that their occurrence is not evitable and occurring naturally. Hence, according to CIPD (2021), people practice professionals ought to use the provided knowledge and skills to manage the conflicts. Further, the people professionals face phenomenon contradictory to the existing legislations and policy which are raised by following the appropriate channels and approach. In the past, working in XXX organisation, there was a recruiting manager who was discriminatory on people of African origin in resourcing and even allocation of main responsibilities. This was different from the values set in the organisation and their culture of harnessing diversity and inclusion. Also, this was against the Equality Act 2010 which demand that there should be no discrimination to people due to possession of protected characteristics. In one case, during a recent recruitment drive prior COVID-19, in a new recruits of 30 people, one of them possessed protected characteristics. As such, I raised this issue to the organisation board of management for their appropriate action. To raise the issue to the management, there was a need to involve different stakeholders inclusive of the trade unions reps, administration and board of directors. To start with, I shared the policy and way of doing things which was appropriate for the organisation. Also, based on Adamovic (2020), guidance, the identity of the manager was not disclosed to avoid any reputational damage or punishment. When the requirement arise for communication, this was done in a formal way by sending an email to all the new recruits to confirm on their origin to evidence that all of them were not having any protected characteristics. The records from the potential recruits had protected characteristics. This email was also coped to the directors for affirming the authenticity of the communication process. A core challenge which was evident in the process was that the organisation failed in taking a quick action to remedy the situation. This is since the manager anonymity would not have been maintained. However, an awareness was created to the manager to ensure that any future recruitment process would prioritise on the employees who had protected characteristics. |
| Argue the human and business benefits of people feeling included, valued, and fairly treated at work linking to related theory (AC 2.1) Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. Wordcount: Approximately 300 words. |