Companies struggle to make hefty profits; however, they fail to deliberate on moral, business practices like diversity and discrimination. Companies like ‘PepsiCo’, ‘Hospital Corporation of America’ (HCA), and ‘Indymac Bank’ possess policies that entail diversity and discrimination.
They constitute the corporations that have remained in the list of the global leading ethical companies. It is imperative to affirm that these companies exude high levels of ethics in businesses as evident in their policies. Their respective HR guidelines outline diversity inclusion; furthermore, they embrace equality, as well as extraordinary concern for nationals with disabilities.
In particular, HCA has a diversity and inclusion unit, which aims at cultivating a tradition of incorporating across the corporation. This holds and enhances the diversity of the labor force thus excluding discrimination (Neslson, 1999). The management does not endure discrimination, and every person has to uphold high levels of equality.
The PepsiCo is another company that has all-inclusive strategies on diversity and inequity. A diversity and inclusion congress implements all diversity issues in business. It has habitual diversity commemorations and occasions.
Endeavors to hold diversity commence from the peak executive like the CEO and other supervisory personnel. Diversity is critical in this company, and all directors are accountable for its maintenance. There are training that aim at reducing discrimination thus engaging everyone regardless of physical disability, gender, and race (Mathis & Jackson, 2007).
Indymac Bank has a bottomless dedication to diversity, as well as equity. It is crucial to note that the company has over 14 years of embracing diversity, as well as zero tolerance to prejudice. The business policy upholds custom of meritocracy. The company appraises and recompenses individuals depending on their performance. It does not deem race, gender, as well as racial locale (Career Builder, 2007). The company considers marginalized but talented individuals in their company.
Recommendations
Ethical codes that entail diversity, as well as discrimination matters are crucial for a company to flourish in the current marketplace. In a bid to foster a diverse labor force in a business, administrators should comprehend how it manipulates business practices and aims since failure to which may lead to discrimination. It is imperative for the HR department to recognize that diversity depicts all. This portrays that white males also fall within the diversity consideration.
Excluding white men from the diversity contemplation leads to reverse discrimination, which should not be the case (Lynch, 2001). Corporations ought to constitute diversity and inclusion units, which deal with concerns of discrimination. Escalating the diversity of administration and workers offers the business greater standpoints on trade issues and prospects, together with a wider array of inspirations and resolutions.
The HR sector should forever draw a distinction amid diversity, affirmative battle and other gender regulations. Diversity does not only consider women and marginalized individuals, but it aims at counting everyone regardless of whichever background. Proper ethics demand equal treatment of all employees during recruitment, as well as promotion. It is also crucial to emphasize that all companies should practice ethical codes, as well as diversity (Crane & Matten, 2007).
Small sized businesses assume the significance of diversity since they trade locally, which normally shuns expansion. HR authorities should constantly spotlight on the company’s gains of diversity. It is crucial to recommend for the HR unit to ask for dedication from all ranks of the association to implement diversity related ethics. All workers and other representatives should offer their views and aid in implementing the necessary considerations.
Additionally, edification and training on ethical codes is crucial in entrenching them in the company’s policies. The business should amalgamate all facets of diversity in all headship and worker relations guidance courses, and not be isolate to just exceptional diversity plans. Education should center on talents other than wakefulness, and ought to embrace experimental training that are, applicable, realistic, and pleasing.
References
Career Builder. (2007). Diversity. Web.
Crane, A. & Matten, D. (2007). Business ethics: managing corporate citizenship and sustainability in the age of globalization, 2nd ed. New York: Oxford University Press.
Lynch, F. (2001). The diversity machine: the drive to change the “white male workplace” New Jersey: Transaction Publishers.
Mathis, R. & Jackson, J. (2007). Human Resource Management, 12th ed. Ohio: Cengage Learning.
Neslson, D. (1999). Organizational Behavior: Foundations, Realities, and Challenges. Ohio: Cengage Learning.