The rising proportion of individuals from diverse cultural settings has heightened the need to devise appropriate ways of managing the workplace diversity. The rise in cultural diversity has resulted to actions illustrating cases of inequality. …
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Sources have indicated that the practices of inequality began in the 21st century in the UK. Afterwards, they spread to other countries around the globe and have become an enormous challenge (Dickens 2007, p. 470). The literature further indicates that no country possesses equal opportunities for both genders in the work place. According to Acker, the term inequality refers to disparities in the way the powerful in a working organization exercise their authority (Acker 2006, p. 445). For example, they may make decisions, offer promotions, and provide job security in favor of some individuals. It is thus evident that such inequalities have resulted to discrimination and dissatisfaction in the workplace. Therefore, both the developing as well as the developed states has realized the necessity of managing the diversity. However, despite the support of the above by the majority, some have argued that it does not offer anything new compared with the traditional “equal opportunities” (EO) policies (Dickens 2007, p. 475). There are many dimensions upon which one can address the issue of diversity that has become highly prevalent in the workplace. Sources have revealed the existence of workers from dissimilar cultures, religions, genders, sexes, and physical abilities. The diversity in the workplace has culminated into discriminations and inequality thus the need to manage it. For a long time, different countries have been championing for equal opportunities in the working environment. In facilitating the process of bringing equality to these states, they have enacted a number of policies, which govern all activities carried out in the workplace. Among the enacted policies was the EO policy, which aimed to, provide equal access to job opportunities irrespective of the procedure applied in identifying diverse social groups (Sonia 1997, p. 12). The EO policy, developed and used by employers in diverse forms of organizations, focuses on several issues. The policy mostly ensures adherence to the equality provisions of different organizations. According to some scholars, such policies endeavor to discourage diverse categories of discriminations present in the workplace. Additionally, the policy provides access to equal opportunities for different categories of social groups. The traditional EO policies addressed numerous varieties of equality. It aimed to create a working environment whereby respect withholds (Sonia 1997, p. 16). In addition to creating an outstanding working environment, the policy aimed to prevent, as well as to curb the escalating cases of discrimination and victimization. The equal opportunity policies also provided disciplinary proceedings for those involved in the discriminatory, as well as the harassment practices. The equal opportunity policy has been in use in places such as the UK, and the US (Sonia 1997, p. 18). Recently, the concept of diversity management heightened; therefore, need to note its difference from EO policy. As opposed to the EO policy that views people as members of different social settings, diversity management views individuals as having different needs, as well as requirements. Dissimilar individuals will interpret the phrase differently, but its most appropriate interpretation is that it integrates many policies, even those addressing the issue of equality (Barak 2010, p. 25). The process of diversity management focuses on altering an organization’s cultural, as well as their working processes. Moreover, sources have revealed that the process of managing diversity in an organization aims at enhancing an organization’s efficiency (Walsh 2007, p. 31). An organization that depicts an escalation in the discrimination and inequality occurrences fails to function effectively.
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The researcher of this paper seeks to give an introduction to the topic diversity, giving a clear definition of what it really is. The main region of this studu’s focus will be European countries, but with exception to the UK. The paper will explore the various types of diversity management policies which are currently being introduced in organisations in European countries.
At the individual level analysis, there are different approaches most of which have conceptual viability but empirically supports practical use. The critical task is to find the diverse sources that enable to produce a coherent view of motivation and the content for mechanisms (Wilson, 2005).
There are also the secondary dimensions of the diversity of a particular group known through the educational background of an individual, his income, geographical location, religious beliefs, marital status and work experience amongst other factor. Diversity therefore defines how people perceive each other and how they handle it against the other in their daily interaction (Sweetman, 2004).
Going by the job description of most of these sectors mentioned above and the kind of work involved, this sector employees a large number of unskilled or semi skilled manpower. Only people in the management category are skilled or highly skilled, per se going purely by the educational qualification required for this sector.
This is because the elements of diversity include quite a number of factors aside from just beliefs, culture and values. Physical characteristics, age, race, physical ability, sexual orientation, geographical
On the other side, sociology of actions advocates the concept of an independent man, able to realize his full potential and to create a truly human social order only when freed from external constraint.
Several scholars, such as Munro (2001 as cited in Kirton & Greene 2006), demands a new culturally diverse and feminist trade union program which involves an understanding of diversity and refers to the persistent disregard of the interests of ethnic minorities, working class, and women.
Due to the fact that the statistics that have been presented focused almost exclusively upon the way in which rich and poor live their lives around the world, this has helped me to realize that it incumbent upon me as a citizen of a fairly “wealthy” nation to seek to
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