Running Head: Diversity and Equality in Organizations Diversity and Equality in Organizations Diversity and Equality in Organizations Today, everywhere in the world, many organizations are trying to build diversity in their workplace…
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It depends upon management that how they convert those conflicts into cohesiveness and benefit the organization. Diversity is directly pertinent to creativity however; poor management of this does not only takes out creativity of the organization but also brings inequality. When an organization possesses diversity, it is very important for the management to organize it with equality if it wants to acquire its full benefits. When people belong to same background, have same age, possess similar qualifications and skills they have lesser conflicts and more cohesiveness (Agarin & Brosig, 2009, pp. 160-350). Nevertheless, this cohesiveness fails to bring creativity. This happens because they indirectly belong to the same group but when people have diverse background, different ages, and different levels of qualification, it becomes very difficult for them to accept each other. It is a very common phenomenon because even siblings in a house, who belong to same parents, take a lot of time to accept each other then how can one expect from people who belong to diverse backgrounds to accept each other without conflicts. Due to these conflicts, many organizations refuse to implement diversity in their workplace, which does not create room for innovation in their organization. One thing that needs clarification is the difference between diversity and discrimination. Many organizations unintentionally promote discrimination instead of diversity. Discrimination is present in many forms, which are age, gender, race, disability, marriage, pregnancy etc. This report discusses each of these forms in detail. One form of discrimination that is very common in underdeveloped countries of the world is unfair attitude towards women. Many woman are discriminated if they are pregnant, employers directly discriminate women by asking them to leave their jobs if they want to have maternity leaves. However, organizations also discriminate indirectly so that they do not come under any legal prosecution for implementing inequality. Some times while communicating requirements of a job, organizations state that whoever applies for this job should be able to work for longer hours away from home (Bach, 2005, pp. 56-240). It is obvious that married women are unable to give longer hours away from home as they have to take care of their children and family. Even, unmarried women sometimes cannot give longer hours due to some restrictions. One cannot deny that for some jobs like salespersons’ job, it is very necessary to communicate these requirements. However, if an employer states these requirements just not to attract the women, it is unfair. Apart from these issues, discrimination also lies based on unequal distribution of pay to men and women. Salary does not only include the amount of money given to employees at the end of each month but also fringe benefits like provision of vehicle, utility services, domestic assistance services, medical allowances, entertainment allowances, travel allowances, holidays and the like. Even if men and women get the same amount of money but they get unequal fringe benefits they are discriminated. However, sometimes giving equal benefits is also unfair because men and women possess different set of needs therefore companies should try to first analyze those needs and give benefits accordingly (Bell, 2011, pp. 200-500). Organizations offer various pay
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Workplace harassment could include harassment with respect to age, race, gender, disability and sexual orientation. Discrimination could include discriminating between individuals based on ethnicity, cultural background, social status, hierarchical position etc.
This model can be implemented in diversity management training, which will not only help in providing an understanding of diversity management but also identifying potential gaps, issues, and hindrances to effective diversity management. Introduction: Diversity climate has an important role to play in the organization’s success as it instills specific patterns of behavior and performance.
It is actually based on the common legal obligation of compliance to the legislation on anti discrimination. The concept of equality protects people in society from encountering discrimination on the basis of group membership like disability, sexual orientation, race, religion, belief, and finally age.
This paper will reflect on some of those things that have been learned in this class and how those might be applied to future use.
It is obvious that there is plenty of legislation out there to create an equal work place. However, as in the article reviewed for the essay, legislation may not be the answer.
This essay explores the nuances of diversity management, and examines some of the challenges that line managers face in adapting with a diversity policy for their team. The paper also studies some of the best practices exemplified by diversity practitioners in corporate, to seamlessly implement effective diversity practices in organizations.
The conclusion from this study states that there is a distinction between managing diversity and simply managing a diverse workforce towards toleration of differences. It is evidently clear from the discussion that managing for diversity does include, but is definitely not limited to, arrival at tolerance for differences.
This paper will examine the scope and ramifications of equality and diversity of women and individuals with disabilities and will illustrate that equality can be achieved through diversity especially for women in the workforce.
As a direct result of the adverse experiences of people with disabilities and the many barriers restricting their activities, the subject of disability was one that was politicized and had demanded attention by the political systems much like the other Civil Rights movements.
The author states that while diversity has been an important need for business as well as a legal requirement, the cultural perspectives on diversity and equality still remain to be fully understood. Companies in the UK may have HR managers that seek to develop both diversity and equality to gain competitive advantages for the organisation.
The conclusion from this study states that diversity management and providing equal opportunities is not an easy task because it requires a lot of deliberation. There could be numerous instances where an attempt to ensure equal opportunity actually results in isolating another diverse group. It is clear that it diversity management is an exercise which has to be done with a lot of caution.
On the other hand, Diversity implies being wide in thinking, actions, insight, practices and even on social life (Trevithick, 2005).
The Equality Act of 2010 gave a roadmap to the realization of the full
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