Managing diversity Toward global workplace - MyAssignmenthelp.com

Question: Discuss about the Managing diversity Toward global workplace. Answer: Introduction to our code of conduct 7-Eleven is dedicated to perform with honesty, integrity and trust at all times specially at work while representing the company and after working hours. Our core values The director and the employees of 7-Eleven Stores Pvt. Ltd are believed to always act in conformity with established objectives: To carry out responsibilities for the financial markets and shareholders. To act with honesty, integrity, fairness and be accountable for our decisions. To ensure a safe working environment for the employees, treat the employees with respect and maintain value diversity. To engage in business relationship with honesty, maintain accuracy and privacy of business records. This Code of Conduct sets out the guiding objectives that needs to be followed by the 7-Eleven personnel against which we shall be held accountable. Our principles The 7-Eleven personnel are required to act with the enumerated principles at all times. Discrimination Unlawful discrimination means treating a person or a group of people including the international students unequally based on the grounds of special features: Religion or political belief, race, age or nationality Disability, marital status and family responsibility Discrimination further contains engagement in behavioral conduct that results in the following: Bullying Intimidation Intentionally change of work rosters to create trouble to specific group of employees or particularly any employee. Psychological harassment Unlawful discrimination at workplace The Fair Work Act 2009 (Cth) and the Australian Human Rights Commission Act 1986 (Cth) are Federal statutes that focuses at safeguarding people from being subjected to employment differentiation on personal attributes. The prohibition of employees from receiving their remuneration or leaves or causing inconvenience for them that leads to workplace discrimination. Therefore, it is dealt under the Fair Work Act 2009. The state level statutes such as the Equal Opportunity Act 1984,Anti-Discrimination 1977 and Discrimination Act 1991 are also enacted to safeguard people from getting discriminated on personal characteristics at state level. Employees are expected to: Inform about any unlawful discrimination occurring at workplace to the Line manager Comply with state as well as territory laws and Commonwealth laws Make honest complaint before the Fair Work Ombudsman while maintaining privacy of information. The employees including the international student must be ensured that they are not being biased after informing about occurrence of workplace discrimination. Exploitation The term exploitation means an unfair treatment with the employees with an objective to benefit from their work (Shacklock and Galtung 2016). 7-Eleven stores Pty Ltd. strictly forbid exploitation of their employees including the international students at workplace. The Code of Conduct disallows: Any illegal discrimination against the employees Harassment or bullying Threatening employees against making complaints about exploitation In relation to the international students, the company must make sure that: The International students who are working as employees are not underprivileged of their legal entitlements for the benefits of the employer. International students are compelled to work against the terms and conditions of their visa permit The International students working as employees are not subjected to exploitation based on their race, age or nationality. International Students are not threatened for informing the Fair Work Ombudsman against any workplace exploitation. The International Students must comply with the provisions that are stipulated under the Fair Work Act 2009 (Cth) as the legislation states that any issues arising from underpayment and other forms of exploitation is dealt by the legislations. Corruption The term Corruption refers to a fraudulent activity where a person exploits his or her position of trust or gain advantage by acting against the interests of the person the fraudulent represents. Bribery refers to a form of act that amounts to corruption and therefore it is strictly restricted by the Code (Barak 2016). In 7-Eleven, it is illegal for the personnel: To manipulate dealings of business for prohibiting manipulation in the organizational transactions To offer and accept any non-regular payment or bribes for influencing decisions related to business. To avoid any reasonable trials that ensures the personnel including the intermediaries, contractors and the business partners that are acting in compliance with this Code, anti-bribery policies and other laws related to this. Anti-Bribery policies Anti-bribery actions are not consistent with the principles of integrity and fairness that might have an adverse effect on the goodwill of the organization as well as that of the suppliers, investors, shareholders and consumers of the organization (Barak 2016). This Code strictly outlaws engaging into any corrupted activities and obligates compliance with the Competition and Consumer Act as well as other equivalent legislations applicable to the business activities of the organization. Dishonest and Fraudulent Behavior Actions that is likely to mislead and commit fraud to any entity or person that leads to fraudulent and dishonest behavior resulting in financial loss to such person or entity. Dishonest and fraudulent behavior consists of: Misrepresentation in cost claims Wage records being manipulated Exploitation of legal entitlements and wages of employees Dishonest and fraudulent misrepresentation of financial performance reports Reverting to Dishonest and Fraudulent Behavior The 7-Eleven personnel are needed to complain about any fraudulent and dishonest kind of behavior. The company should maintain secrecy and confidentiality of employees making such complaints to make sure that such complainants are not victimized. Taking responsibilities towards financial markets and shareholders The business operations of 7-Eleven must: To prevent from communicating any personal information to other person or any entity that is dealing with the securities of the company or other entities while such a person has been made aware of the inside personal information relating to such securities. To make certain with transparency and honesty in disclosure, financial reporting and other obligations as stipulated in the ASX Listing Rules and in the Corporations Act, 2001 (Cth). Whistleblower protection The specific principles must be complied with to safeguard whistleblowers: Raising Concern Any employee including the international students is permitted to raise concern regarding any workplace related concern under the Whistleblower Protection Officers (WPO) and the Risk Management team of the company either directly or by secretly mailing about the said concern. Imprudent Conduct Following are the activities that will lead to improper conduct, that is strictly banned by this Code of Conduct: Harassment, discrimination or bullying Any act infringing the legal obligation under any legal contract Any form of corrupted, illegal, unethical and fraudulent conduct Unsafe work practices Protection for Whistleblowers In order to reinforce the whistleblower protections in the credit, corporate and financial sectors, the Treasury Laws Amendment (Whistleblowers) Bill 2017 (the Bill) has been established as a single rule under the Corporations Act 2001 (Cth). It makes certain that the investigation regarding the related concerns of the workplace is being conducted in a moderate manner. It extends plenty of disclosures that are safeguarded under the CA 2001 (Cth) such as disclosure about any conduct that results in improper state of affairs or misconduct The Bill expands the efficiency of the protection extended by the Act and expands the eligibility of the whistleblower under the said Act. It imposes more stringent obligations to uphold privacy regarding the whistleblowers identity. Enforcement In case of non-compliance with the Code of Conduct, 7-Eleven must be entitled to fines and penalties. The company or the employees may be subjected to criminal or civil liability or any other monetary loss that might have an important impact on the reputation of the company. The employees or the company shall be subjected to penalties or remedies for non-complying with any of the provisions of the Code. Discrimination and Exploitation The infringement of this provision shall subject the entity or the person making such contravention to criminal or civil liabilities or penalties under the legislations of state level, which are applicable to the business operations. At the Federal level, it shall be subjected to relevant penalties as stipulated under the Fair work Act 2009 (Cth). Fraudulent and deceitful behavior Any fraudulent or dishonest conduct shall be subjected to disciplinary measures such as penalties or civil or criminal liability under the AXS Listing Rules and the Corporation Act 2001 (Cth) Corruption The employees or the company shall be entitled to penalties or civil or criminal penalties as stipulated in the territory and state within which the business carries out its operations. Therefore, the Commonwealth legislations and constrains companies from engaging into corrupted activities such as the Corporations Act 2001 (Cth) and Part IV of the Competition and Consumers Act 2010 (Cth) may also impose penalties in the event of infringement of managementprovisions. Whistleblower Protection The Corporations Act 2001 and the Australian Securities and Investment Commission (ASIC) protects the whistleblower from being prejudiced after informing about violation of the legislative provisions committed by the director, employee or manager of the company. Compliance with the code The Board of 7-Eleven considers compliance with this Code as a fundamental duty of the personnel working in the organization. Any contravention of this Code of Conduct is always reported to the appropriate authority and strict monitoring shall be implemented to make sure of accountability. In the event of infringement of the Code, the infringer is subjected to the disciplinary action including termination of employment. If such violation results in breach of any relevant legislation, the matter may be referred to appropriate enforcement authority and the identity of the person complaining should be kept as confidential to protect such person from being victimized. Reference List Anti-Discrimination Act 1977 Australian Human Rights Commission Act 1986 (Cth) Australian Securities and Investment Commission (ASIC) Barak, M.E.M., 2016.Managing diversity: Toward a globally inclusive workplace. Sage Publications. Corporations Act 2001(Cth) Discrimination Act 1991 Equal Opportunity Act 1984 Fair work Act 2009 (Cth) https://www.7eleven.com.au/about-us Part IV of the Competition and Consumers Act 2010 (Cth). Shacklock, A. and Galtung, F., 2016.Measuring Corruption. Routledge. Treasury Laws Amendment (Whistleblowers) Bill 2017 (the Bill)