Introduction As an assistant human resource manager at Briggs for over a considerable period now, my experiences and insights here and elsewhere in the industry have prompted me to formulate a study in a much needed direction of innovation in the Human Resource practices and policies within the company. A strong need was felt to study the organizational structure and human resource pool to acquire an in-depth understanding into the probability of beneficial outcomes of incorporating diverse cultures, age groups and discretion practicing workforce towards betterment in operations, employee satisfaction, and enhancing corporate image in the masses through such endeavors which may although at first glance seem to give rise to discourses and not-so-pleasant interactions at times but surely improve the beneficial aspects of inviting diversity in the work culture at Briggs, the departmental chain. Britain, as any other part of the world is changing, globalization is the keyword.
And not to be far behind, Briggs is also expanding to new frontiers and taking its operations and culture to Eastern Europe countries for the very first time. As being responsible for the management and development of human resource at Briggs, it falls upon me to raise certain issues which might be relevant and important in the scenario.
Elsewhere and here in Britain, due to various reasons of reduced travel times, accessibility, changing mindsets and adventurism have brought in as a result of invasions, expansions, commonwealth and simply a desire to explore English waters, we suddenly see an amalgamation of various nationals, people with diverse cultural, racial and religious backgrounds. These factors are defining our cultural identities, heritage and no doubt adding value to present day Britain. I believe, as a service corporation, the Briggs should start reflecting more the diversity of the UK people in its workforce, as well as in its public image.
It is strongly recommended to be inclusive of the differences that make up the reality of modern Britain, including gender, age, ethnicity and cultural diversity, people with disabilities, different faiths and social backgrounds, and different sexual orientations. We understand, for minority employees, the missing piece is often a strong sense of self and an appreciation for who they are and what they have to offer. Through this report, we shall seek to find the reasons, the possibilities, the benefits and immediate targets for ensuring that diversity happens.
To aptly identify the initiatives to be supported that are aimed at promoting diversity in the workforce I propose a meet for a review of our targets for the portrayal of black and minority ethnic and disabled people on the floor and behind desks. Thereby also fix targets that may help us in formulating policies, their procedures, applications and structural set up for its monitoring and guidance as well as initiatives and actions outside their scope.
It would also help in becoming a member of the major industry networks on disability and ethnicity, as well as of the main UK employer forums which bring together committed organizations to drive progress on diversity.