(Solution) CIPS APGLM Equality and Diversity Policies in Modern Organisation
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Description
(Solution) CIPS APGLM Equality and Diversity Policies in Modern Organisation
Solution
In procurement and supply, equality is a trend where individuals are treated in fairness with zero discrimination. This is while diversity workforce being inclusive of people of both gender, ages, racial orientation and more such as in the society, customer groups and labour force. For HWE case, they adopt a strict equality and diversity policy (HWE, 2021). Their practice is informed by ACAS Equality, Diversity and Inclusion Policy shown below;
Figure 14:Contents of HWE Equality and Diversity Policy in place
Source: Summarised from ACAS (2023)
For organisations embracing cultural-based diversity, they gain a lot of benefits apart from only the profits and dominating the sector where they operate. Conversely, being sensitive on the culture, obtained insights and localised knowledge imply existence of immense equality.
Further, HWE culture diversity imply being sufficient in proactiveness of improved suppliers diversity levels. Majority of HWE suppliers operate in UK informed by the categories of products and services procured by HWE. Further, to manage their conflicting supply teams, they have not introduced good discrimination tribunal but their option is to formalised strategies.
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(Solution) (AC4.1) Assess suitable types of contractual arrangements dependent on specific workforce need
Solution Permanent, full-time contracts Permanent, full-time contracts for delivery drivers offer both benefits and drawbacks, making their suitability dependent on ParcelCare’s operational needs and goals. Pros Permanent, full-time contracts provide job security and consistent income for delivery drivers, enhancing employee satisfaction and loyalty. This stability can lead to higher motivation and productivity, reducing turnover rates and the associated costs of recruitment and training as evidenced by Personio (2023). Full-time contracts also facilitate better workforce planning, ensuring ParcelCare has reliable staffing to meet delivery demands. Cons However, these contracts can be less flexible and more costly for the company. Full-time employees typically require benefits such as health insurance, paid leave, and retirement plans, increasing operational expenses. Additionally, the rigidity of permanent contracts may not align with fluctuating delivery volumes, leading to inefficiencies during low-demand periods. Suitability For ParcelCare, full-time contracts can be suitable if delivery volumes are consistently high, ensuring a stable workforce. However, a mixed model that includes part-time or flexible contracts might offer the necessary flexibility to adapt to changing demands while controlling costs. Part-Time Contracts Part-time contracts offer flexibility for delivery drivers, allowing them to balance work with other commitments. Drivers benefit from a stable income, albeit at reduced hours, while ParcelCare can adjust staffing levels according to demand. A significant advantage of part-time contracts is reduced costs associated with employee benefits, as part-time workers may not qualify for full benefits packages (Abogados, 2019). However, part-time drivers may lack the same commitment or availability as full-time employees, potentially impacting reliability and consistency. Zero-Hours Contracts Zero-hours contracts provide maximum flexibility, allowing ParcelCare to scale staffing up or down based on delivery demand without a fixed commitment to provide hours (CIPD, 2023c). For drivers, these contracts offer freedom to accept or decline work, appealing to those seeking flexibility. However, they also result in income uncertainty and lack of guaranteed hours, which can be challenging for drivers seeking stability. For ParcelCare, zero-hours contracts minimise costs during low-demand periods but may lead to difficulties in maintaining a loyal and consistent workforce due to potential driver dissatisfaction. Part-time contracts are most suitable for ParcelCare’s delivery drivers. They offer a stable income and consistent work schedule, which can enhance job satisfaction and reliability while allowing ParcelCare to adjust staffing levels as needed. This balance supports both operational needs and employee stability. Please click the following icon to access this assessment in full