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Summary Citizenship and Diversity in the Public Services.
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Review the methods used by the Public Services to ensure they have a diverse workforce
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Assignment 3 - Citizenship and Diversity in the Public Services.P5: Review the methods used by the Public Services to ensure they have a diverse workforce.
Within the Public Services there are many policies and procedures set out in order to protect
their employees. One of these policies is the Equal Opportunities Policy. This procedure
protects employees of the uniformed public service from being treated unfairly on prejudice
based actions. The policy also permits the member’s rights to access career development and
the same treatment, for example, pay rate and workload, regardless of their characteristics
such as gender or age. The Grievance Procedure is a type of complaint that is made within the
workforce by a member of staff. Reasons for complaint can be breaking of the law, unfair
treatment harassment or discrimination within the workplace or a dispute between staff that
cannot be resolved informally. The complaint is reported by a grievance form by the employee
and the employer cannot treat that individually different based on the complaint. The bullying
and harassment policy is another way that employees are protected from unfair discrimination
within the workplace. Bullying is not against the law but harassment is recognised as illegal.
Under the Equality Act of 2010, bullying and harassment is prohibited. The policy protects
employees in the organsiation from types of bullying and harassment such as unfair treatment,
malicious rumors, gossip and sexual harassment. Employees who find themselves a victim of
bullying or harassment can report the treatment to members of staff with more authority and if
this does not resolve the issue then legal action may be taken. The Public Services use several
methods to ensure they have a diverse workforce, for example, the police set out target
percentages for the minority groups to try and promote the employment of more staff from
any of the minority groups. They make the application process more equal, rather than just
simply employing more minority staff to make up the numbers. The Employment Equality Plan
can be used by the public service organisations which employers can use to examine their
employment strategies and plan further work to promote fair and equal employment.
Organisations provide training to their staff to ensure that all employers are aware of diversity
within the workplace and the community. This creates a positive reputation for the service and
gains trust and respect from the general public and potential recruits. When diversity
percentages do not meet the targets set out by the organisations, actions be taken to achieve a
diverse workforce. This is don’t by monitoring Equal Opportunities data and evaluating which
areas should be improved. Such actions include targeting specific communities or genders for
recruitment and allowing them to go through different tests than the regular ones.
P6: Explain the duty of Public Services to provide equality of service to all citizens.
The Equality Act of 2010 states that the public services must comply with the Public Sector
Equality Duty. The duty ensures that the public services think about discrimination and unfair
treatment of employees. The PSED applies to all 9 areas of discrimination listed under the
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