Diversity Management As A Method For Achieving Equal Treatments

2076 Words Jan 22nd, 2015 9 Pages
1. Diversity Management
Kersten (2000) defined diversity management as a method to achieving equal treatments that encourages employers to utilize and acknowledge individual differences within their workforce. These differences include both visible, such as age, gender and race, and invisible, such as sexual orientation, work experience and some aspects of disability. However, she also argued that there is no single definition of diversity management yet (Kersten, 2000). This absence has caused multiple interpretations of diversity management from employers that lead to inconsistencies and the dominance of expediencies of its practices (Thorpe, 2014a).
Wrench (2005) stated that diversity management focuses on the importance of distinguishing cultural differences between groups of employees, and making practical exemptions for these differences in organisational policies in order to make them work to their full potential in a more creative and productive work environment. These practices considered as more positive approaches because it is seen as inclusive policy that covers the interests of all employees, including white males. He also compiled some critiques to diversity management practices from various authors and grouped them into five main themes:
Diversity management is a ‘soft option’
Equal opportunities supporters fear that by implementing diversity management, organisations will prioritise to use ‘soft’ practices of equal opportunities because there are…
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