diversity,equality and reward management

as commercial needs forces organisations to embrace a diverse workforce, in real world, this often poses a challenge to internal equality values and principles. Often Organisation's capabilities to balance diverse needs without compromising equality values gets tested. HR leaders have a greater role to play in maintaining a broad,pluralistic,integrating policies only to help maintain a ethical internal organisational climate. major flash points are compensation and benefits policies, performance, reward management and power delegations. It is imperative that policies reflect organisational values that upholds equality without discrimination. Equally important is that such policies provide scope to address needs of employees' cultural-country background. What needs to be firmly implemented is to ensure that business drivers need to stay completely un-tainted from employees' race/colour/religion/region/country/language/gender factors. For eg, in C&B, Basic pay need to be delinked from these factors, where as Annual Vacation Travel to Home base or Contributions to Social Security net can be linked to an employee's country of origin. Policies often reflect the maturity level of organisations on these counts, where HR is solely responsible.