This research paper critically explores the two points of vision through first discussing the diversity management concept, then the equal opportunities agenda and finally discussing the views of proponents and opponents…
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The paper tells that diversity management involves systematic and planned commitment by an organisation for the recruitment and retention of employees drawn from diverse backgrounds demographically. The concept of diversity management arose due to the realisation that the labour market was becoming quite diverse in terms of demography. The diversity management idea was strengthened through advent of a business case for it, where taking advantage of the existing diversity in the labour market was argued to be accompanied by access to a wider pool of job candidates, increased flexibility cutting of costs on recruitment and training among other benefits. Other muted pluses for management of diversity include the ability to manage across borders and cultures, maximisation of employee potential, creation of business opportunities and the enhancement of creativity within the organisation. Keil explains that conscious diversity management is based on the recognition of the different strengths that are brought by diversity rather than just complying with rules on equality. She argues that diversity management is an evolutionary process which consists of three stages; anti-discrimination where the organisation seeks to comply with rules; legitimisation, where the organisation seeks to identify market segments based on diversity and use their diverse workforce to operate based on the market; lastly, learning and effectiveness, which is where diversity management actually occurs....
She argues that diversity management is an evolutionary process which consists of three stages; anti-discrimination where the organisation seeks to comply with rules; legitimisation, where the organisation seeks to identify market segments based on diversity and use their diverse workforce to operate based on the market; lastly, learning and effectiveness, which is where diversity management actually occurs. Here, diversity is viewed as a resource and pursued, not for political correctness but for its inherent benefits that the organisation would wish to exploit. Equal Opportunities Approach Equality in organisations was characteristic of the 1970s-80s and was centred on equality in access, opportunities, treatment in the organisation and outcomes. Equality is based on the issue of discrimination, which is traditionally a moral, social justice and human rights issue (Dickens 2007, pp. 468). It is debated whether following such utilitarianism is in line with efficiency and competitiveness in firms. The basis of equal opportunities is centred on complying with laws formulated by governments and sometimes, which Dickens (2007) discusses in the form of a timeline, establishing the gradual development of equality and non-discrimination frameworks based on countries or adopted from international bodies. The Debate Although there is consensus that there has been a gradual shift from equal opportunities policies to diversity management, the debate has arisen due to some sectors arguing that diversity management is a new paradigm unique from the traditional equal opportunities policies. The analysis of this debate will first study the arguments of those who support the view that diversity management is a unique concept and then analyse their opponents. According to
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Theoretical Approaches: Equal Opportunities versus Managing Diversity Introduction Globalization is a phenomenon that has resulted in various elements that organizations have to deal with. Such elements include: providing equal opportunities to all its employees, managing diversity in the workplace, and maintaining ethical norms and regulations amongst other aspects.
Though people usually tend to confuse multicultural work force management with diversity management, the fact is that multicultural work force management is a concept that constitutes a subset of a larger concept known to be diversity management. Multiculturalism pertains to an idea of diversity that primarily tends to recognize the nationality, ethnicity and skin colour of the individuals and groups.
Due to the extremity of harassment, a few members of your department have asked for transfer to another department as they are in constant fear of being intimidated. However, when approached about the current situation, the alleged employee argues that these individuals have never expressed their concerns and beliefs during work hours or otherwise.
In relation to the growing pace of globalisation, managing diversity and providing equal opportunity to each individual has been witnessed to be widely practiced by the organisations to obtain competitive position. Organisations are significantly focused on expanding their business locations beyond their national boundaries.
Consideration should also be given to legislative approaches that help build a climate amenable to increased productivity, with particular reference to provisions against discrimination of any kind.
In the course of reform process, particular attention needs to be given the promotion of equality, particularly in relation to gender and the representation gap.
For example, there has been a dramatic gender shift of people who are working in the UK. While in 1911 nearly 90% of men and 30% women over 15 were gainfully active, it is anticipated that by 2011, women will make up 49% of the labour force.
Places the responsibility on service providers to promote good gender equality policies and processes as opposed to leaving the responsibility to individuals to challenge discriminatory practice - practices that, wittingly or unwittingly, have continued 30 years after the introduction of the sex equality legalisation.
This has especially increased in the wake of globalization and advances in technology. However, a more appropriate definition was put forward by Ivancevich and Gilbert (2000) who described diversity as a commitment by management within an organization to incorporate heterogeneous employees in almost all aspects of the organisation.
hysical abilities, race, educational background, gender, sexual orientation, age, income, religious beliefs, work experience, and military experience. Workplace diversity leads to teams that face a lot of challenges in performing their duties one of such challenges being various
However, over the last decade or so, issues related to inequality in gender pay have escalated beyond limit which is why government authorities have thrived to bridge the gap in gender pay. According to Equality and Human Rights
8 Pages(2000 words)Essay
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