Analysis of Contextualizing Welfare - Report Example

Contextualising Welfare Contextualising Welfare The existing laws and the misconceptions within the social spaces attribute the social iniquities and cultural disparities. The society requires a social platform where its members work and enjoy equal benefits. The laws play an integral role in limit elements of disparities along the racial and social diversities. The legislations are crucial in highlighting how society aligns itself. There is need to focus on the current legislation and determine how parity has been realised. The connection between the current legislation and past period has been essential in highlighting how the country has benefited from these legislations. The relations and equal opportunities legislation have been essential in eliminating racial and gender discrimination. Racial and gender discriminations have been rampant across the world. The assumptions are that some group of individuals tend to enjoy a larger share in terms of resources. These prompt them to dominate the social and public spaces hence limiting the spaces that otherwise would be occupied by marginalized groups. According to Sanghani (2014), there has been some elements of gender discrimination across Britain’s employment spaces. These are attributed by the nature in which the working environment perceives diversity. The traditional occupations have been subject of decision in tat females are perceived to be unqualified to hold some positions within a given firm (Taylor, 2008). The limited spaces given to females are based on the marital status. The kind of discrimination highlighted by the article highlight the setbacks in society while attempting to determine a quality model that accommodate citizens as equals. Despite these setbacks, the country has worked on legislations that ensure party in work environments. The Equality Act of 2010 has been integral in aligning individuals and societies along equal lines. The act has essentially defined the working environment and limited the negative atmosphere created by disparities and gender discrimination. The introduction of the legislation has combine different clauses to create and environment where the society accepts diversity and utilize it in a positive way. The utilization of these spaces has been essential in providing the marginalized groups equal opportunities. The society has develop a culture of acceptance where a person is chooses based on his or her qualification rather than their cultural and social backgrounds. The culture of acceptance has defined the modern environment in the Great Britain. Opportunities have been created in an effort to ensure the survival of citizens regardless of their ethnicity and gender. The legal requirement has created opportunities for the females. The improved working conditions of females could be attributed to the equality Act of 2010 that has been applied to all countries in the United Kingdom. Under the legislation, the transgender people have been included and protected against gender discrimination. Public appointments have been reviewed and affirmative action used to ascertain what proportions should be applied while assigning duties and appointment of public officials. The females and marginalized groups have been allocated a certain percentage. According to Wadham et al (2012), the gender requirement had been scrubbed off while applying for job vacancies. The concept aimed at limiting chances of discrimination based on gender. Firms to discriminate specific genders previously used gender disclosure requirements (Darit & Mason, 1998). According to Furber (2010), equality has been attributed to the fact that society has been obligated to abide by the law. The law has had an effort to those societies that are resistance to change. The private sector has been obligated to balance the number of employees within their firms. Under the regulation, discrimination of any kind could be termed as an offense and legal actions could be taken groups of people who discriminate based on gender and race (Krieger, 1995). The judicial system has been mandated to ensure those unwilling to align themselves along diversity. The goals of the judicial system are to punish and take retributive actions against offenders. The goals control the nature in which the public operates. The working environments have been guided by the assumptions that legal actions may affect the social status (Lewis & Sargeant, 2004). The public and private sector has been integral in ensuring the legal requirement has been met. The society bases itself upon morality. Morality in this case implies respecting the rule of law. Under this requirement, society within the UK has had to follow the equality act (Thornton, 2010). The society determines the social positions. Under this assumption, the society limits itself along these classes. Those who fall high in the hierarchy tend to enjoy more opportunities compared to those occupy the law end of society. The limited opportunities are attributed to the nature of society to recognise those elite among society (Bagilhole, 1997). A specific racial group tend to dominate the lower end of the hierarchy. This intern defines the nature in which disparities are presented in society. Those who tend to acknowledge diversity are seen to accommodate the concept of equality. Equality is a cultural component in that society will determine how people perceive equality (Government Equalities Office, 2010). Disparities may be minimized when society work on determining opportunities in society and using diversity to foster relation and create a society were all aspects are used to ensure equality. Equality is a social happening in that the social classes created a gap among individuals. Those who tend to enjoy a lion share of opportunities are the majority among the social groups. The limited opportunities are unevenly distributed among the communities. The dominant groups enjoy large share of public opportunities. The society will tend to ignore the very essence of equality with their focus being maximizing their opportunities. The religious and cultural institution would tend to associate themselves with those occupying the high end of society. The society in return accepts the status quo. The equality laws of 2010 tend to recognise the social composition and work on models that will enhance equality (Razzu, 2014). Those who tend to converse their perception about different genders and racial groups are obligated by law to change their social perception and adopt mechanisms that will ensure equality. The laws change the manner in which the social hierarchies interact. Society then is left to invent models that will ensure the laws are feasible. In some instances, the society becomes resistant to change. These societies tend to ignore the rule of law and invent models that ensure their beliefs are paramount. Society develops mechanisms that offer opportunities but do not specify on what opportunities to be offered to specific individual (Pincus, 2003). The concept of discrimination in work places describes how some individuals manage to develop an atmosphere where inequality becomes a norm (Khaitan, 2014). The failures by society to punish those who discriminate is the main reason as to why people tend to hold the culture of disparities and discrimination. The concept undermines the government effort to ensure equal representation in government and the private sector. Those who undermine these efforts blame the limited opportunities for their actions. Punishing these groups of individuals may ensure parity (Turner, 2013). In conclusion, relations and equal opportunities legislation have been essential in eliminating racial and gender discrimination in societies across the United Kingdom. The opportunities provided by the social setting needs to enjoy by a vast majority of individual. Members who fail to adhere to these rules are seen as setback while applying the relations and equal opportunities legislation. The government has played a huge role in ensuring each person are allocated resources. The public sectors are designed in such a way that opportunities are distributed across gender and ethnical diversity. The communities within which these opportunities are presented need to acknowledge the efforts put by government and design models that will offer equal opportunities to individual within the society. Reference Bagilhole, B. 1997. Equal opportunities and social policy: issues of gender, race, and disability. London: Longman Breitenbach, E. &Thane, P. 2010. Women and Citizenship in Britain and Ireland in the Twentieth Century. What Difference did the Vote Make? London: Continuum Darity, W.A. & Mason, P.L. 1998. Evidence on Discrimination in Employment: Codes of Color, Codes of Gender. The Journal of Economic Perspectives, 12 (2). p. 63-90. Furber, L. 2010. Equal Opportunities and Discrimination (Equality Act 2010). [online]. Available at https://www.crunch.co.uk/blog/small-business-advice/2010/09/30/equal-opportunties-and-discrimination-equality-act-2010/. [Accessed 13 May 2015] Government Equalities Office. 2010.The Equality Act 2010 – guidance for employers. [online] Available at: http://www.acas.org.uk/media/pdf/8/a/Equality-Act-2010-guide-for-employers.pdf [Accessed 13 May 2015] Khaitan, T. 2014.The Philosophy of Anti-Discrimination Law. Oxford: Oxford university press. Krieger, L.H.1995. The Content of Our Categories: A Cognitive Bias Approach to Discrimination and Equal Employment Opportunity. Stanford Law Review. 47(6) pp. 1161-1248 Lewis, D., & Sargeant, M. 2004. Essentials of Employment Law. Wiltshire: CIPD Publishing. Pincus, F. 2003. Reverse Discrimination: Dismantling the Myth. London: Lynne Rienner Publisher Razzu, G. 2014. Gender Inequality in the Labour Market in the UK. Oxford: Oxford University press. Sanghani, R. 2014. Gender discrimination still rife in British workplaces. The Telegraph.[online] Available at http://www.telegraph.co.uk/women/womens-business/10674940/Gender-discrimination-still-rife-in-British-workplaces.html [Accessed 13 May 2015] Taylor, B. (2008). Minority and the State: Travellers in Britain in the Twentieth Century. Manchester: Manchester University Press. Thornton, M. 2010. Sex Discrimination in Uncertain Times. London: ANU E Press. Turner, C. 2013. Unlocking Employment Law. London: Routledge. Wadham, J., Ruebain, D., Robinson, A., Uppal, S. (2012). Blackstones Guide to the Equality Act 2010. Oxford: Oxford University Press. Read More