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"Discuss why line-managers might not have an enthusiastic attitude towards equality and diversity policies. To what extent might diversity practitioners help to overcome this problem"
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"If managers do not see the business case reflected in the behaviours and skills which an organisation values and the way in which performance is measured and monitored, then the business case risks being a paper based exercise that makes little impression on managers.”
Echoing a sense of concern, Hodges (2008) feels that line managers must be encouraged to appreciate the strategic link between corporate social and diversity goals, vis-à-vis, production, sales, and profitability goals through concrete case studies and examples. Hodges adds that line managers must feel involved in the diversity absorption process, which essentially can be facilitated through effective engagement with diversity practitioners.
The Discussion Statement: 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.
“Diversity is acknowledging, understanding, accepting, valuing, and celebrating differences among people with respect to age, class, ethnicity, gender, physical and mental ability, race, sexual orientation, spiritual practice, and public assistance status.”
Diversity management, Foster and Harris (2005) opine, “Encourages innovative practices in human resource management that values employment relationship by addressing individual needs.” Potentially, employers see immense advantage in deploying demographically diverse workforce.
Diversity, as opposed to equal opportunity, extends beyond legislation and focuses more on differences amongst individuals and groups (Laflèche, 2005). The liberal perspective has moved the diversity discourse from providing equal opportunities
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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.
Their qualitative assessment found that diversity can increase employee motivation and foster growth in the business while developing innovation from new ideas that come from having a diverse make up of employees. Other benefits identified include:
Greater corporate resilience and effectiveness Life experiences of women, ethnic minority groups and the disabled - acquired through discrimination or challenging circumstances - are believed to equip them better to cope with change and stay ahead of it
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.
Various factors attributing to distinct results and impacts of diversity management policies point to the differing perceptions, attitudes, social behaviours, and interpretations of policies. This paper outlines the major contributing factors to the grave and
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.
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.
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