The Performance of the Organization - Essay Example

Managing equality and diversity at work Name Course: Instructor Institution Date Question 1 The equal opportunity policy was mainly put in place to provide structure in which all employees, customers, suppliers, job applicants and visitors should be equally and fairly treated (KUMRA, MANFREDI & VICKERS 2011, pg12). Before its introduction, employees were being discriminate in terms of age, disability, gender, marital stators, pregnancy and maternity, race, and religion and believe. This discrimination has been affecting the economy of the country and the production of the industries (IONESCU, 1979 p.343). Qualified women have been denied jobs and men have been awarded the same jobs. This is because traditionally other jobs are categorized as masculine jobs. Lack of adequate understanding of disabled people by the employer, has reduced their chances of being employed (KUMRA, MANFREDI & VICKERS 2011, p.35). Due to inadequate savings by the old age has forced them to continue working in various industries. This has reduces the chances of the young age being employed in the industries. Furthermore, this has contributed to the increase of number of the old age in the industries. Women are facing gender discrimination at the work place and they are not free to conceive because of the fear of losing their jobs. Some companies prefer people of certain race as compared to another thereby living out the best qualified person just because of his or her race. This intern affects the performance of the organization as the best person was left out (FL MEMO LTD 2006, p89). Discrimination has both mental and physical health effect if not properly taken care of. However discrimination reduced when equal opportunity policy was introduced. When an organization follows the equal policies to the latter, it reduces the chances of conflict erupting in the organization (WILLIAMS & WILLIAMS 2014, pg11). Most of conflicts experienced in an organization are always as a result caused by lack of understanding for fair employment ethics and practices that always is in support for equal employees’ treatment at the work place. With the implementation of the policies, conflict at the work place has greatly reduced. Since the introduction of the work place equality police, there has been an improvement in the mitigation of the formal complain and litigation risk based on discriminatory allegations in employment (WILLIAMS & WILLIAMS 2014, p.51). Equal opportunity policy has contributed to reduce in legal expenditure fee and the associated expenditure in defending the action of the employees. Due to the reduction of the time spent in the legal issues, productivity has been improved as the organization focuses on service delivery (BURKITT 2001, pg11). According to KUMRA, MANFREDI & VICKERS (2011, pg67), equal employment opportunity focuses in directing organization to do the right thing. Doing the right thing always boost the morale of the employees by improving their productivity as the employees always feel they are satisfied. Equal employment policies reduce the turnover in an organization. If the employee feels discriminated in a working environment, he or she may decide to resign from the job which might result to reduction in the turn over (FL MEMO LTD 2006, pg33). ROBERSON (2013, pg56) argues that, organizations with good equal employment policy are well regarded in their industry, their determination to ensuring equal treatment and fairness indicates a big difference in the way business is conducted with the employees. It is there for important to implement the equal employment opportunity policy because it goes hand on hand with the productivity of an organization (ROBERSON 2013, pg71). Question 5 Since the introduction of the Equal Pay Act 40 years ago, the gender pay gap still exists because of the person qualification, this is to mean; education, age, work experience, training and history. According to: THE HUMAN CAPITAL THEORY The human capital theory, women wedges are seen to be very low as a result of the family responsibility (ROBERSON 2013, pg65). Most of the women leave their work place very early there for they end up working for a short period of time because they want to go and attend for their children at home. Women mostly prefer profession that are flexible and offer low salary. Because of the family responsibility, they don’t go for jobs that need a lot of commitment and this makes competition with the male partners hard. Because of this, they are paid less than men (WILLIAMS & WILLIAMS 2014, pg91). Women have also not invested in the sector of education. Most of the women prefer certain profession fearing to do some profession that are highly demanding like the engineering and going for professions like caterings that are low paying and this contributes to increase in the gender gap. THE DISCRIMINATION THEORY According to FL MEMO LTD 2006, pg77, the discrimination theory explains that some working place offer certain position for men only but not giving the women that chance to vie for the same post. Majorly these positions are the top management that pays high wages. Women are only given posts that pay low wages and contribute to the gender pay gap (LANGE1998, Pg73). INDUSTRIES Different industries have different pays. Some industries are known of paying their workers high wages will the same workers from other industries are being paid low wages. For example, in the petroleum industries workers are paid high wages as compared to the workers in the retail trade (FL MEMO LTD 2006, pg89). The blue-collar jobs pay good wages to their employees. Women are less presented in the blue-collar jobs as compared to men. This difference in the representation contributes to the high gender pay gap and the reason being that most women are working in retail trades where pay is low (WILLIAMS & WILLIAMS 2014, pg143). UNIONS The role of union also affects the wage pay of a worker. Union memberships in various industries are majorly established to boost the wages for the union members. This boost in the wages by the unions is majorly found to be ten to twenty percent more than the non-union members. Men are traditionally known to be in union members as compared to women who are largely non-union member. This gives the men the advantage to earn ten to twenty percent more than the women and this increasing the gender pay gap (WILLIAMS & WILLIAMS 2014, pg141). In the public sector, the gender pay gap has been in the rise because women are not represented in the senior management positions in the public sector (BURKITT 2001, pg81). The larger percentage of women occupies the sector of the civil service which is not as paying as the management position in the public sector that is largely dominated by men. The difference in the wages contributes to the gender pay gap (ROBERSON 2013, pg101). Referencing BURKITT, N. (2001). Workers' rights and wrongs: a new approach to employment rights and support for employers. London, Institute for Public Policy Research. CRAFTS, N., & TONIOLO, G. (1998). Economic growth in Europe since 1945. Cambridge, Cambridge University Press. FL MEMO LTD. (2006). Employment 2006: law and practice, human resources. London, FL memo. IONESCU, G. (1979). The European alternatives. Alphen aan den Rijn, Sijthoff & Noordhoff Internat. Publ. KUMRA, S., MANFREDI, S., & VICKERS, L. (2011). Managing equality and diversity: theory and practice. Oxford, Oxford University Press. LANGE, T. (1998). Unemployment in theory and practice. Cheltenham, E. Elgar Publishing. ROBERSON, Q. M. (2013). The Oxford handbook of diversity and work. New York, Oxford University Press. WILLIAMS, S., & WILLIAMS, S. (2014). Introducing employment relations: a critical approach. Read More