Understanding the Equal Opportunities Framework in the UK - Literature review Example

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In the context of this paper "Understanding the Equal Opportunities Framework in the UK", diversity represents its application in the workplace, which “…affects everything from the market potential to the employee morale of a business or organization”…
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Download file to see previous pages The foundation of equal opportunities in the United Kingdom rests upon the Equality Bill (House of Commons, 2009, P. 1) that reformed as well as harmonized the law governing equality concerning “… discrimination and harassment related to certain personal characteristics; to enable certain employers to be required to publish information about the differences in pay between male and female employees; to prohibit victimisation in certain circumstances; to require the exercise of certain functions to be with regard to the need to eliminate discrimination and other prohibited conduct; to enable duties to be imposed in relation to the exercise of public procurement functions; to increase equality of opportunity; and for connected purposes.” The foregoing law made it the responsibility of the Minister of the Crown thus making it a national mandate applicable to “… age, disability, gender reassignment, marriage and civil partnership, pregnancy, and maternity, race, religion or belief, sex, sexual orientation …” (House of Commons, 2009, P. 2). The reason for drafting the Equality Bill is that the present framework splits equal opportunities legislation under separate Acts, as represented by the Sex Discrimination Act 1975 that was amended in 1986, the Race Relations Act 1976, amended in 2000, Equal Pay Acts 1970 and 1983, Human Rights Act 1998, and the Disability Discrimination Act 1995 (more beachcast, 2009a). Under these laws race relations, sex discrimination, as well as disability discrimination, are unlawful, 2009b). The Equality Bill has been drafted to close areas in existing legislation that has been lacking in terms of its split under the law, thus making avoiding the rules of application easier (Mason, 2006, P. 171). The importance and significance of equal opportunity legislation is to harness the diverse population of the UK in terms of career and job positions that include recruitment and selection as carried out in interviews, hiring sessions, job descriptions, as well as advertisements, training, career and promotion opportunities, and a means for individuals to address grievance and other procedures to ensure equal treatment (The Solution Works, 2009). Legislation in terms of setting forth the rules, and related facets entailed in equal opportunity, as well as anti-discrimination, are needed legal foundations, however, the test of a society is when legal applications are there as a fall back rather than compliance position, meaning that the trend of the country has passed beyond needing rules and legal remedies to promote what is right (Thomas, 2006, P. 12). According to Cox and Blake (1991, P. 4) managing cultural diversity and the benefits derived from it is not a new concept. They brought forth that firms that have diverse workforces gain in the areas of cost, resource acquisition, marketing, overall creativity, problem solving and organizational flexibility (Cox and Blake, 1991, P. 4). HR departments, in addition to the foregoing business sense reasons, have found a host of other factors, and benefits that have moved them in this direction. Diverse societies see their companies as being an extension of that society, thus the composition of their workforces should reflect that makeup as members of the community (Knight, 2007, P. 24). ...Download file to see next pagesRead More
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