The notion that equality and diversity are mutually exclusive is one that has raised much concern especially within contemporary British society. It has been argued that programs which focus on diversity do so at the detriment of equality. This can be examined especially within the scope of the marginalization of both women and individuals with disabilities…
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For the first time, the disabled represented an interest group and their cause was motivated by the growing concern that individuals with disabilities were systematically victimized and will continue to be violated until something was done to bring attention to their plight (Ward & Meyer 1999). Through sustained activism and advocacy, disability was transformed from a simple cause to one that had taken on a rights-based connotation (Yongjoo & Haider-Markel 2001).
The fight to end the systematic discrimination of the disabled was one that was marked by serious limitations on social and political participation. This discrimination prevailed despite the ongoing governmental efforts aimed at improving inclusion of individuals with disabilities. An example of this can be seen in the fact that the employment rates among individuals with disabilities had not been significantly impacted after the passage of the Individuals with Disabilities Education Act. Many disability activists and advocates consistently questioned the efficacy and integrity of governmental programs designed to support the efforts of individuals with disabilities and their families in securing full participation of individuals with disabilities in society. In fact, the Disability Rights Movement has been criticized on the basis that it was a mere duplication in legislative action with regards to the marginalized. It was felt that disabilities policies (especially the Individuals with Disabilities Education Act) were unnecessarily litigious, counter-productive, and failed to represent the collective interests of the stakeholders. These differing interpretations of policy effects facilitate the need for more effective communication with regards to disabilities as well as a more comprehensive understanding of the varying perceptions of stakeholders' as they relate to the rights and personal characteristics of the disabled (Fleischer & Zames 2001).
The impact of social movements and interest groups on the delineation and definition of the issues involved remains ambiguous to a great extent as there is a wide range of limitations faced by individuals with disabilities. Essentially, individuals often vary in the problem definitions they choose to adopt (Rochefort & Cobb 1994). As with any other civil rights movement, the involvement of citizen as well as their attachment to social movement groups varies with some individuals adopting the issue definition advocated by the social movement while others deviate from this definition. Issue definition at the individual level, however, remains vital because it determines whether individuals exhibit a propensity to make claims on government during policy implementation. This in turn affects the overall impact of the program and reiterates the point that the sole purpose of the government is to respond to the needs of its constituents. The practical implications of this are such than when the demands of the different groups are viewed together; these demands serve to influence program funding as well as to refine the focus of governmental initiatives. Essentially, our frame of thought with regards to social
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‘Equality’ means that work-related discrimination should be removed in order to guarantee that each and every worker within a business organization is given equal work-related opportunities whereas ‘diversity’ is all about the need to value the differences between two or more different people.
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.
Diversity on the other hand, is derived from a management term "managing diversity." This term is used to describe management practices wherein valuing the diversity of each individual employee to maximize quality output is its aim. It encompasses visible as well as non-visible individual differences (Sheard, A., 2007a).
The incident happened on a bus with two Black girls. I'm from Somali and I'm Muslim. They discriminated against my head scarf and the fact that I was not from the country. They kept referring to me as if I was in the wrong for living in United Kingdom even though they were from the Africa, themselves.
In this vein, there are many models of disability which are utilized as tools for defining the scope and ramification of impairment as well as a method of determining the level of assistance the government will offer. Two of the most prominent models of disability are the medical and social models.
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.
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 application of equality ensures that selection of recruits for employment, training and promotion are based on hardworking and the abilities of the employees.
Equality at the workplace helps in maintaining a
As a function of seeking to understand define this complex topic, the following analysis will draw a level of inference with regards to age diversity should be defined and what level should ultimately be represented within a standard operation. It is the hope of this author that such an identification and understanding be helpful in further defining diversity and exposing the level of age discrimination that is currently exhibited in so many firms around the world.
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