Equal opportunities and managing diversity approaches social work essay
Following on is the discussion of how a diverse workforce is managed through fair employment practices and the key elements of diversity management.
The managing diversity approach accepts that the workforce is composed of a diverse population, including diversity factors such as age, background, sex, disability, personality and work style Kandola and Fullerton,p.
Luthans summarizes a number of reasons that have led to increasing diverse workforce. In essence, the economic and business cases are the main fundamental driving force for the managing diversity approach for identifying and evaluating differences.
They represent a different culture than men do and managing diversity recognises and welcomes that difference. Fighting discrimination Labour unions help workers to fight against discrimination.
What is the equal opportunities approach
For example, female workers are more likely than male workers to take career breaks, minority ethnic groups are more likely than white workers to take alternate religious holidays etc. In this instance, the possibility of non-heterosexual people being declined by a occupation may be greatly reduced. The ability to show empathy for the employers will in turn affect the workforce positively, where people are going to feel that they are not alienated. Employee selection should be based on their skills, ability and experience regardless of other criteria such as age, gender, race, or marital status etc. There has been also a growing recognition of the substantive conception of equality in European Community law that could lead to increasing use of positive discrimination to redress inequality. According to Thomas , managing diversity approach and equal opportunities approach can co-exist within an organisation. Managing Diversity versus Equal Opportunity Approaches: One of the core differences between managing diversity and equal opportunity is associated with the force for change. Value and promote differences Employees are different in strengths and weakness. Improving and developing performance will lead to goal achievements for both individuals and organisations. While the managing diversity approach focuses more on business efficiency, the equal opportunities approach concentrates on equal treatment of employees in a bureaucratic sense.
Although the managing diversity approach has its own limitations, those limitations are not as severe as the limitations of the other approach. Focus of action for equal opportunities school of thought is on group activities aiming at development of groups — rather than individuals — within the workforce; which are usually legally required Foreman, n.
Diversity and equal opportunities
A person can be disseminated agonist for their age, disability, gender, religion, or even for being pregnant. Unlike equal opportunity, the core theme of this approach is to recognise and appreciate the differences in the workforce and utilise those differences to achieve maximum outcome and profit. However, it is highly controversial, and has generated much legal and political debate. As a result of the shortcomings of the legislation, a more sophisticated and relatively new approach has been developed in the United States. Equal opportunities approach looks for abolition of the discrimination as well as for protection for weak groups subject to discrimination. Eliminate all forms of discrimination and harassment in employment Discrimination refers to a difference in treatment or favor on a basis other than individual merit. Some unions hold annual equality conferences with a broad agenda containing a range of equality issues. There has been a recent trend in European Community anti-discrimination law toward tolerating positive discrimination in favor of women to redress under-representation of women in the workforce. This concept should be applied to all processes within the organization, its core values and its strategic planning. Globalization Globalization is the process by which firms operates on a global basis, organizing their structure, capabilities, resources and people in such a way as to address the world as one market. Offer benefits for partners to spouses of same sex LGB employees have long been enduring from unequal entree to certain employee benefits like particular leave agreement, pensions and partner benefits, etc Kirton and Greene,
In this sense, a series of constabularies are suggested in the context of pull offing diverseness: Run diverseness consciousness developing mentioning specifically to gender With increasing focal point on gender issues in policy development and diverseness plans, there has been a turning involvement in larning about their direction Ward, Organisations can make steps to transcend equal opportunities approach using developed and refined managing diversity policies.
Markets and market shares are more dynamic, and the workplace is increasingly more integrated.
Equal opportunities and managing diversity approaches social work essay
It is the principal ingredient in the legislation of equal opportunities in Britain, such as the Race Relations Act , amended , the Sex Discrimination Act amended , the Disability Discrimination Act and subsequently the regulations about religion, age and sexuality. Workplace diversity is defined as all characteristics and experiences that defined each employee as individuals, but it can also be misunderstood as discrimination against employees. Fair employment practices widen the pool of labour that employers can recruit from, and therefore increase the chances of recruiting the most qualified persons for the jobs. This new society, in which we are currently living, has created a new workforce that is based on its diversity that can greatly help with any business development and growth. Diversity is about setting a mindset of valuing the differences in people and recognizing the similarities, it is not only about achieving results. Even though issues related to human rights are universal, approaches for managing diversity differ among societies, sectors or countries depending on demographic, legal, social and economic parameters Strachan, French and Burgess, Equality and Human Rights legislation The government that develops equality and anti-discrimination legislation can contribute to promote diversity in organizations. Furthermore, diversity also helps to create a working environment where employees are respectful to each other. Focus of action for equal opportunities school of thought is on group activities aiming at development of groups — rather than individuals — within the workforce; which are usually legally required Foreman, n. The underlying difference with XYZ is that it is management initiated rather than just being required by law Stone, However, this will not affect workforce peace and efficiency as desired. One reason why workplace diversity is important is because when you respect your employees productivity rate rises and many companies do not know that. ACAS undated proposes that administrations should develop formalized and standard processs for enlisting and choice and do it crystalline and justifiable in: Kirton and Greene, In essence, the economic and business cases are the main fundamental driving force for the managing diversity approach for identifying and evaluating differences. But what does managing diversity actually mean, how does it translate into practice, and what does it matter?
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