Introduction
The purpose of this paper is to outline some of the organization's anti-discrimination
guidelines and explain how one complaint of prejudice was managed in accordance with those
guidelines. It will go over the findings, how strictly these anti-discrimination policies were
followed, and how those results affected the organization's reputation and internal morale. The
diversity strategy of the company will be covered in more detail, as well as how, from the
author's perspective, it gives employees a competitive edge at work.
Policies
My organization has implemented a variety of measures to reduce, if not eliminate,
discriminatory behavior inside its organizational structure. One such policy is a broad declaration
outlining the organization's opposition to discriminatory behavior, which calls for an annual
review of the organization's current rules. It provides directions on how to register a complaint
about discrimination that has occurred at the business. It promotes awareness of one's moral and
legal right to be free from discrimination in conformity with the Human Rights Code and other
applicable laws. This is its most important goal. Personally, I thought it was incredibly creative.
A second principle that is put into reality by the organization is its Diversity, Equity, and
Inclusion (DEI) programs, particularly with the Indigenous community through its own internal
Indigenous Engagement Charter. The Charter is a detailed document that defines the goals and
steps to be taken in conjunction with these communities to foster active hiring and community
involvement as well as reconciliation with Indigenous communities. The Charter, which is
subject to review every two years, strives to improve access to education and training by
supporting the professional development of Indigenous community members both inside and
outside of the community. It accomplishes this by providing the Indigenous community with
