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(i) Make sure that merit, competence and potential are the basis for all recruitment,
employment and development decisions.
(ii) To respond appropriately to diversity needs, draw up guidelines for managers which
give scope for flexible decision making.
(iii) Introduce mechanisms to deal with all forms of harassment, bullying and intimidating
behaviour. Make it clear that such behaviour will not be tolerated and set out the
consequences of breaking the organisation's behaviour code.
(iv) Make sure that appraisal systems take into account the achievement of diversity
objectives and workplace behaviour.
(v) Support development training to help people to reach levels of competence which let
them release their true potential. Take into account legal requirements under the Race
Relations and Sex Discrimination Acts and Disability Discrimination Acts regarding
positive action, in connection with targeted ethnic group, single sex and disability
training. Take professional advice if necessary.
(vi) Be pro-active in checking for and removing unfair biases in systems, procedures and
their applications; these can restrict the benefits of diversity.
(vii) Focus on essential and objective job related criteria when making employment and
training decisions about people. Remove subjectivity and only use 'desirable but not
essential' requirements to differentiate between candidates of the same calibre.
Titany answered the question on November 9, 2021 at 07:04
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