Assignment Title: A critical analyse of the Equality and Diversity policy at Jesus Touch Ministries Church, Heywood. Table of Contents 1 Acknowledgements 3 1.1 Introduction 3 2 Background 4 3 Topic Overview 5 3.1 Equality and Diversity 5 3.1.1 Legislation 5 3.1.2 Management Theory 6 4. Research Objectives 8 5 Methodologies 9 5.1 Primary research 9 5.1.1 Surveys 9 5.2 Secondary research 10 5.2.1 Secondary Research Table Appendix 1 11 5.2.3 Research Plan Appendix2 12 Questionnaire 13, Assumptions 18 Recommendations 19 Conclusion 20 References 21 Internet Resources 22 1. Acknowledgements I would like to express the deepest appreciation to my work based learning professor, Mr…., who patiently guided and challenged me to provide quality research and information within in the Equality and diversity subject area. Without his persistent guidance through the academic skills and one to one discussion session, this project would not have been possible. Words are not enough to thank the family, friends and colleagues who supported me through such a difficult season of my life. Among them, Mr Stephen Kosh, the Senior Pastor of Jesus Touch Ministry who kindly cancelled important meetings in order to clarify the diverse questions and doubts presented by the author. I am grateful to my mum, my wife Neuma Coelho and Socrates Martins, who persistently supported psychologically; making me believe that trough commitment, courage and time management would able me to complete this assignment successfully. Last but not least, a big thank to all the members of the church. For their time, kindness and effort in order to be part of this work. 1.1Introduction The information delivered, will briefly explain the theory, models and concepts of Equality and Diversity as well highlight the existing articles and legislations that is aimed to protect, promote and fostering employees of different social groups regardless of their age, race, religion, sexual orientation. (Insuring that every employee/Staff have an equal opportunity). Those articles and legislations delivered by the Government and Trade Union ensures consistency in what employers and employees need to do to make workplaces a fair environment and comply with the lawfor the benefit of society individuals and organisations. Therefore, this investigation will adopt primary and secondary research with Pastor, and its members in order to analyse and identify issues that employees may face in relation to equality and diversity policy applied at Jesus Touch Ministries Church. Moreover, provide recommendations and formulate an effective strategy in order to solve the critical factors affecting membership retention within in the church as well provide guidance to other churches that may/are passing same issues. 2. Background of the Organisation Jesus Touch Ministry church started in May 2011. It currently operates on its own, however it is connected with more than 20 churches opened in different countries such as England, Scotland, Canada, United States of America, Ghana and Nigeria. As an example, we work with Huddersfield Christian fellowship church. The £14m building on St Thomas’ Road is the biggest church that was built in Britain for more than 20 years. It has the capacity to receive more than 1,500 people, with another 600 in the balcony. Huddersfield Christian fellowship church hosts approximately around 900 people at Sunday services. Jesus Touch Ministry is a small evangelicalchurch that has approximately 100 members located in Manchester and consequently receives more than 50 visitors per year coming from different cities and Countries. Its structure currently is formed by 100 members. Among them we have one Pastor, two Presbyters, two sound and video systems engineers, two drivers, one translator, two cleaners, two ushers and two gospel singers. ‘’Jesus Christ and his living word are our product’’ stated Mrs Stephen Kosh, the senior Pastor of Jesus Touch Ministry. Its services/program, is delivered once a day. 2 to 3 times a week; Thursdays, Fridays and Sundays. Jesus Touch Ministries uses different platforms of social media in order to interact, encourage and share testimonies with its members. Its social media services are available daily on Facebook, YouTube, Twitter and Instagram. One of main church’s vision is to globally transform all the areas of influence of business, education, entertainment, sports, family, healthcare, politics and spirituality in the ways of God starting from within our communities. Jesus Touch Ministries is also affiliated with some of well-known charities such as Evangelical alliance charity and with Council for voluntary services. Its objective is to support others with social problems. E.g. bulling’s. Etc. The author is currently a member of the church in which he plays the role of translator for approximately 4 years. 3. Topic Overview 3.1Equality and Diversity 3.1.1 Legislation Equality and diversity policies aim to adopt initiatives, activities, and measures that recognise and promote differences between people or groups as a positive value to be developed, as an instrument of social integration for the benefit of enterprise productivity and democratisation of access and treatment of opportunities in the labour market. (Kumra, 2012). 28/01/2017. First race relation act was introduced in 1965. It was implemented in order to address racial discrimination and protect those who suffered discrimination on the grounds of race, ethnic as well national origins within in public places in United Kingdom. Moreover, other acts were introduced by the government in order to protect individuals from unfair treatment and promote a fair and more equal society, especially at the workplace. The Gov.Uk website states that in October 2010, the government brought into the public a new ‘’Equality’’ act. It came in order to reinforce/ consolidate and combine over 118 separate pieces of legislation into one single act. www.legislation.gov.uk (10/03/2017) Since the act had been introduced it brought a stronger positive action measure and had placed an obligation upon public and private sectors in order to take concrete steps to advance equality in the workplace. However, there are elements in the act that did not come into force, but the government in junction with trade union are working together with the purpose to certify that those laws may occur or put in practise in the future. The nine main pieces of legislation that have merged are: • Equal pay act introduced in United Kingdom in 1970. • Following the Sex Discrimination Act implemented in 1975. • Race Relations Act 1976. • Disability Discrimination Act implemented in 1995. • Employment Equality (Religion or Belief) Regulations 2003. • Employment Equality (Sexual Orientation) Regulations 2003. • Employment Equality (Age) Regulations 2006. • Equality Act 2006. • Last but not least; Equality Act (Sexual Orientation) Regulations 2007. 3.1.2 Management Theory Maslow's famous hierarchy of needs, proposed by the American psychologist Abraham H. Maslow, is based on the idea that every human being strives hard to meet his personal and professional needs. It is a plan that presents a hierarchical division in which the needs considered lower level must be met before the needs of the higher level. According to this theory, each individual has to perform a hierarchical "escalation" of needs to achieve his/her full self-realisation. Linking the equality and diversity legislation through Maslow’s hierarchy of needs; it states that individuals, regardless of their race, age, physical and mental disability, marital status, religion or sexual orientationneed to have the ability to fill needs of esteem, love and belonging needs. Esteem needs refer to the need for respect, self-esteem, and self-confidence. Esteem needs are the basis for the human desire we all have to be accepted and valued by others. Throughout our lives, we participate in activities either professionally or as hobbies that give us a sense of accomplishment. If you are not able to accomplish your esteem needs, it can cause issues regarding self-esteem and inferiority. As a result of low self-esteem, you might look for respect from others in order to improve your view of yourself; however, it is important to remember that until you feel good about yourself, it is difficult to truly appreciate the way others view you. Love and belonging, whose satisfaction is achieved when the person feels that it is desired, that belongs to someone and to some place and that is part of groups in which is accepted and loved, also reports to us the importance of the relations between mother-child established during childhood. This mother-child relationship functions as a paradigm of possible future coexistence with others. If, at the level of needs that was just mentioned above, the individual is content to be loved as he is, if he/she wants the love of others just because he exists, at this level of the Maslow scale, the individual seeks to merit acceptance and respect through of their performance. In order for the need for esteem to be met, it must therefore assume its status in order to gain approval from others. When man manages to have his performance appreciated and taken by a competent individual, he/her becomes self-confident and able to ascend to the highest level of aspirations and consists in his self-realisation. A. Maslow, A theory of Human Motivation. (11/03/2017) 4. Research Objectives: This report will: 4.1Undertake secondary research on concepts, origins, theories and models of equality and diversity. 4.2Analyse secondary research of equality and diversity within the Jesus Touch Ministry church. 4.3 To conduct Primary research on the effectiveness of the Equality and Diversity policy and procedures for the clergy at Jesus Touch Ministry Church. 4.4 To analyse primary finding to identify any gaps, issues and problems with the Equality and Diversity at Jesus Touch Ministry Church. 4.5 To suggest recommendations and strategiesin order to improve the equality and diversity policy and procedures at Jesus Touch Ministries Church. 5 Methodologies: 5.1 Primary research. 5.1.1 Surveys. The qualitative research, is a method of scientific research that focuses on the subjective character of the object analysed, studying their particularities and individual experiences, for example. With the qualitative research, respondents are permitted to point out their points of view on certain subjects that are related to the object of study. In qualitative research the answers are not the objective, and the purpose is not to count quantities as a result, but rather to be able to understand the behaviour of a certain target group. www.simplypsychology.org (13/03.2017). A qualitative questionnaire will be delivered to Pastor, church members andits frequent guests. The objective is to analyse primary finding to identify any gaps, issues and problems with the Equality and Diversity implemented at Jesus Touch Ministry Church. So that the best suggestions, recommendations and strategies is givenin order to improve the equality and diversity policy and procedures at Jesus Touch Ministries Church. It will assist the interpretation of all evidence gathered and the evidence of those techniques will be attached into the assignment report. The type of sampling technique applied will be the Convenience sample. This type of sampling technique ismade up of people who are easy to reach. It is a method that is economic, it’s easy to access and the results are obtained in a timely and ethical manner.The questionnaires will be delivered face to face and over the phone. Ten minutes will be the maximum time given to each person due to a busy schedule that each one of them may Carrie during the week. The questionnaires will be presented through 14 closed and an open ended questionnaire, in groups of 6 members, 3 females and 3 males, ages between 15 to 60 years old; The members, work in different areas such as the kitchen, transport, children, Choir, video and sound system department. To those who live locally,the author of this assignment will also propose a meeting to their homes during the week e.g. meet once at most suitable day of the week, from 7pm to 8pm. To those who live far away, a proposal will be done in order to suggest the most appropriate time to do the interview over the phone. 5.2 Secondary research. Secondary research are those that have already been collected, tabulated, ordered and sometimes even analysed, with other purposes to meet the needs of the research in progress. The basic sources of secondary data are: The Company itself (internal secondary data), Publications, Government’s websites,non-governmental institutions andStandardised information services. etc. www.knowthis.com(13/03.2017). As an example of secondary research; the author will use text books such as Relationship Marketing Theory and Practise written by (F. Buttle, 2008 and customer relationship management written by (P. Kotler, 2005). It will be gathered in order to find the informations needed for research on the effectiveness of the Equality and Diversity policy and procedures for the clergy at Jesus Touch Ministry Church and also suggest recommendations and strategiesin order to improve the equality and diversity policy and its procedures. These are the main secondary research. 5.2.1Secondary Research Table. Appendix 1 Title Author /Web Sites Textbook 1 Understanding Cross – Cultural Management. Third Edition. 2 Diversity in Action. Second Edition. 3 Human Resources Disputes & Resolutions. 4 People in Organisations. 1 Marie – Joelle Browaeys & Roger Price. 2 Rajvinder Kandola and Johanna Fullerton. 3 Harry Sherrard. 4 Norman Smith and Hilary Vigor. Web sites Equality and Diversity Topic.  The Times.co.uk.  Telegraph.co.uk.  mmu.ac.uk.  Gov.Uk.  bbc.co.uk.  Jesus Touch Ministry. com Electronic Journal Articles Journals of Equality and Diversity topic. Journals of Leadership, Communication and Management topics.  The Manchester college electronic journals.  The guardian.  The Sun.  Independent.  Mirror. 5.2.2Research Plan Appendix2 Activity November December January February March April May N- of weeks 1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4 Assignment Proposal Secondary Research Primary Research Presentation Write Report Conclusion Submission Report 6Questionnaire. Introduction (Please tick the appropriate answer) 1) Are you: o Female o Male 2) Which church department do you work? a) Video and Sound Systems Department. b) Transport’s Department. c) Cleaners Department d) Children’s Department. e) Kitchen Department f) Choir Department 3) How long have you been working at Jesus Touch Ministry church? o Less than a 1 year o Between 1 to 4 years o More than 5 years 4) Do you feel a sense of job satisfaction within the role that you perform? o Yes o No If no, please explain why. 5) Are you happy with the Job rotation model delivered by yours superior at Jesus Touch Ministry? o Yes o No If no, please explain why. 6) Does the church employ diverse range of people? o Yes o No If no, please explain why. 7) Do yours superiors at church encourage members to attend events about diversity awareness? o Yes o No 8) Does the Church have a diversity and/or equal opportunities policy in place? o Yes o No 9) Does the church provide equipment to make all areas accessible to people of all abilities? o Yes o No 10) Does the Pastors at Jesus Ministry Church ensure that members are aware of equal opportunity policies and provisions? o Yes o No If yes, please explain how? 11) Does the church have procedures in place for reporting discrimination? o Yes o No 12) Does male and female have equal treatment for the same job or jobs of equal value? o Yes o No If no, please explain why. 13) Did you ever witnessed an unfavourable treatment to a visitor or a church member; due to their differences? o Yes o No 14) Does the church have a Diversity and Equality Officer or another entity with special knowledge of diversity? o Yes o No Thank you for taking the time to complete this survey. The anonymous results and proposed actions will be published on the Equality and Diversity web site of Jesus Touch Ministry Church. Assumptions Different factors could harm this assignment proposal. Some of them may occur due to ‘’lack of trust’’ from members of the church in relation to the sensibility of the topic. Other factors may occur due to barrier to research. As an example 7 out of 10 questionnaires may be delivered or 4 out of 10 interviews may be cancelled. Books resources can be an issue as well. As an example; due to a high number of students doing the same or a similar assignment subject; it may affect the number of books available within in the library. Wrong information, misunderstanding, language barriers, lack of attention and knowledge that are linked to the questionnaires as well organisation privacy and policy regarding to some informations. Last but not less important, barrier may occur due to a bad management time delivered by the author of this assignment proposal as well a lack of time from the church members as they avoid doing anything that takes their attention from their responsibilities during and after the church services. Recommendations Conclusion According to research delivered in this assignment, shows that trough a globalised world, people from different backgrounds are increasingly seen by organisations as a value to be taken into account in order to achieve sustainable economic growth in the labour market. However, many are the challenges that still need to be overcome to combat discrimination on various grounds. The importance of these terms, and the laws that enforce their meanings, are in place to advocate and promote the true sense of equality and opportunity for all. The composition of today's workforce has changed significantly in terms of age, gender, ethnicity, culture, education, disability and values. Is by understanding, appreciating and valuing all staff members’ different sets of skills and abilities, as well by utilising their differences that enable us take the best personal and organisational results. Stated Mr Stephen Kosh. The benefits that it bring to us is that it help us to adhere innovation, creativity, versatility and agility that favor the achievement of the church activities plus its image. Equality and diversity help us to promote a safe place for church members to communicate in order to give constructive and critical feedback for learning about mistakes and successes. It create more positive working relationships and commitments within in its church members. Last but not least, equality and diversity also contributes to the promotion of a more fair, solidary and sustainable world in which organisations truly work for different social segments. References Buchannan David A., and Huczynski Andrzej A., (2010). Organisational Behaviour. Seventh Edition, Cranfield University School of Management and University of Glasgow School of Business and Management., Person Education LTD. Whetten, David A., and Cameron, Kim S., (2011). Developing Management Skills. Eighth Edition, Brigham Young University and University of Michigan., Pearson Education INC. Kandola, R. S., Fullerton, J., K, R. and ola, J. F. (1998) Diversity in action: Managing the mosaic. 2nd ed., London: Chartered Institute of Personnel & Development. French, R. (2015) Cross-cultural management in work Organisations. London, United Kingdom: Chartered Institute of Personnel & Development. Sherrard, H. (2007) Human resources disputes and resolutions: The manager’s guide to employment headaches and the law. London, United Kingdom. Browaeys, M.-J. And Price, R. (2015) Understanding cross-cultural management. Harlow, United Kingdom: Pearson Education. Smith, N. and Vigor, H. (1991) People in Organizations. Great Britain: Oxford University. Macdonald, L. A. C. (2004b) Managing equality, diversity and the avoidance of discrimination. London: Chartered Institute of Personnel and Development. Kumra, S., Manfredi, S. and Vickers, L. (2012) Managing equality and diversity: Theory and practice. Oxford: Oxford University Press. Internet Resources Website http://www.acas.org.uk/index.aspx?articleid=3017 www.examiner.co.uk/news/west-yorkshire-news/huddersfield-christian-fellowship-building-nears-5022981 http://fluidsurveys.com/university/comparing-closed-ended-and-open-ended-questions/ https://www.simplypsychology.org/qualitative-quantitative.html https://www.surveymonkey.com/mp/quantitative-vs-qualitative-research/