Outlining Policy



Outlining Policy

Introduction

Policy-making is a difficult task, one that can have far-reaching implications on the future direction of an organization. In devising policies for any legal entity, certain considerations have to be kept in mind. These include the provision for anti-discriminatory practices within the work places, especially in educational fields, along with adhering to legal obligations. Discrimination legislation is one that is reflected in any law, regulation, ordinance, rule, policy or procedure either predetermined by the state or private institutions (Sherene, Razack, 1998). This assignment shows how the formulation of policies takes place and how the policy-makers can set guidelines for policies in specific functions, without neglecting discriminatory assumptions.

Hiring policy

Analysis of “ethnic” and “racial” discrimination is paradoxically complicated yet imperative in formulating policies for hiring a competent workforce and staff for an academic setting. Hiring policies should regard anti-discrimination while employing and must persuade towards equal employment opportunities. To arrive at a practical concept of discrimination, we must identify what is not discrimination in order to deduce the most appropriate meaning of the term, encompassing, if not all, most circumstances that can take place while the company undertakes recruitment (Fines, 2003).

The principle of non-discrimination is not always absolute. There will be cases where a company need to hire people with certain characteristics for a particular activity, such as thin women for runway modeling; a situation that may lead to discrimination complaints from obese men and women, for instance. Also, there will be organizations that are dedicated to providing scholarships to students from one country only, for being recognized these at a disadvantage against nationals of other countries more competitive (Reynoso, Amron, 2002). However, these justifications are always subject to the control of the courts of justice to have the final say in defining the parameters of non-discrimination. While making policies, organizations need to contemplate the procedure making it free of bias, prejudice and discrimination against any sect, gender, race, religion, disability, age, genetic information, veteran status, ancestry or social identity (Fines, 2003).

 

Tenure policy

Tenure is an indefinite appointment surrendered in case of retirement or resignation. Tenure policies were developed as a means of preventing corruption, favoritism and stagnation in specialist posts. The concept of establishing tenure policies focus on the increment in movement between jobs leading to higher promotional chances, the need to create equal opportunities in all spheres, the need to create diversification in policing approaches along business functions, and to control lack of turnover due to high corruption trends. The classification of departments can have a significant impact on officers' careers as it will largely determine how tenure affects them personally (Douglass, 2002).

Every employee makes a commitment to a career where he submits himself to the completion of certain tenure. In the course of education, tenure policies ensure academic freedom where a teacher devotes him to a completion of a period of service, leading to useful contributions in his field of education. This tenure leads the learner to an experience of teaching and gaining knowledge ...