Muffinlicious’ Plans and Policies that Promote Diversity in the Workplace.

The creation of a local market has been facilitated by the Internet and television.

Muffinlicious builds a diversified staff in order to compete. Muffinlicious will put in place

certain rules to support workplace diversity that will help the company become more

adaptable to change and better equipped to capitalize on the shifting business

environment.

The staff of Muffinlicious learns how to capitalize on its many various backgrounds

through diversity training. Ongoing diversity training may teach every employee of the

business how to work together and benefit from each other's experiences and differences,

as well as explain the legal ramifications of diversity in the workplace, such as

discrimination and harassment.

Muffinlicious' recruiting practices foster a culture where candidates are chosen

based on their experience rather than their ethnicity or gender. The Muffinlicious' recruiter

sends departmental managers resumes and applications without names or any other

racial cues so that managers can choose which candidates to interview based only on

their qualifications.

Starting at new employee orientation is a solid method that Muffinlicious will

implement for creating a tolerant environment. Put the company's intergroup collaboration

policies in the employee handbook and devote a section of the new recruit orientation to

examining them. convey the company's zero tolerance for intergroup prejudice through a

thorough plan. In order to have a professional present the methods in which the workplace
can practice tolerance and diversity, Muffinlicious can employ a diversity training

specialist to conduct this component of the training.

Muffinlicious establishes strict guidelines that hold management responsible for

advancing inclusivity. Hire managers based on their track records and demonstrate to the

staff that factors like gender, age, and ethnicity have no bearing on success at the

company. Managers are responsible for any actions that can undermine efforts to foster

diversity in the workplace, such as preferring one employee over another or turning away

applicants from particular racial or religious groups. The management is also responsible

for ensuring that every person is treated fairly on the job, taking into account their

ethnicity, color, age, gender, and religious and philosophical beliefs.

Asking the staff will allow Muffinlicious to ascertain whether there is diversity and

tolerance at work. For the purpose of evaluating the success of the diversity policy, ask

staff members to participate in monthly surveys. Muffinlicious will set up a framework so

that staff members from human resources may look into any situations where diversity is

being hindered.

Lastly, for clues on what is acceptable at work, employees look to management in

the company. Muffinlicious will advise its managers to exercise tolerance and tact while

resolving intergroup conflicts. Provide managers with diversity training to better prepare

them to handle intergroup conflicts. To keep employees of Muffinlicious informed of any

possible challenges, the business will encourage managers to regularly discuss

intergroup issues with them. Additionally, Muffinlicious will create a thorough human

resources reporting system that will enable managers to properly record and address

workplace discrimination incidents that may contribute to intergroup conflict.