Employment Equity And Its Implications For Human Resources Management

1.2 – Analyse the potential effects of barriers to equality and inclusion in own area of responsibility

Clements. P. & Spinks, T. (2009) The Equal Opportunities Handbook: How to Recognise Diversity, Encourage Fairness and Promote Anti-discriminatory Practice London: Kogon Page ltd

Currently, equality is a conflict that many people are striving to resolve. There has been much progress within the last hundred years (Women's International Center, n.d.), since all types of people have started participating in the American workforce, but we still have some ways to go. Certain groups of individuals are guided into certain types of jobs (Skaggs & Bridges, 2013). Research provides support that minorities, women, and people of color tend to be employed and concentrated in low wage work (Blackburn, Jarman, & Racko, 2016). Stereotypes that surround these protected groups are part of the cause as to why they are employed in certain jobs. These stereotypes include; women are mothers and cannot be dedicated to her job or ethnic minorities do not have adequate skill

3. Critically analyse the following quote from Sarah Wise (2011) “As Australians we promulgate the value of a fair go. Yet there are individuals and groups in our society that experience extreme and persistent disadvantage that sets them apart from the rest of our society”. (Reference: Wise, S. (2011) “Advance Australia Fairly” Sydney Morning Herald. January 14, 2011)

In a perfect world, people would be equal in rights, opportunities, and responsibilities, despite their race or gender. In the world we live in, however, we always face all kinds of neglect based on different attributes. All over the United States, certain people treat others with prejudice because of particular features they possess. Unfortunately, prejudice and discrimination occur even in places which, by definition, should be free of all personal prejudices – specifically, in offices and other business surroundings. This tragedy is called workplace discrimination; not every unfair behavior at work, however, can be assessed as discrimination. Discrimination in the workplace happens when an employee experiences unfair treatment due to their race, gender, age, religion, marital status, national origin, disability or veteran status, or other characteristics. Discrimination is one of the largest issues people face in the workplace and it must be dealt with. The U.S. have laws and regulations on discrimination but it still often occurs. Workplace discrimination appears in hiring, training, promotion, firing, and other institutional or interpersonal treatment. Discrimination sometimes causes an employee to leave or quit the workplace, resign from a position, or in more severe cases, to commit suicide or act violently against the discriminators. Discrimination is one of the largest issues many people face in the workplace.

The Employment Equity Act was passed by the federal government. The Act helps to ensure that all Canadians have equal access to employment and will not be denied employment opportunities or benefits for reasons unrelated to their ability to work and fulfill the job properly. It was introduced to ensure it corrects the conditions of disadvantage in employment which are mostly experienced by women, aboriginal peoples, persons with disabilities, and members of other visible minorities. The act requires that employers take action to ensure that their is representation of these designated groups within their organizations. This act applies to provincially regulated employers with a workforce in Canada of 100 or more employees. This act has helped women become more respected in the workforce. As more women are involved the have become more educated over employment issues in Canada. Adding a act into the laws of Canada has helped shown how canada has put its effort to achieve a image of equality. This has allowed all minorities, expressly women to have a voice and be treated the same as others. It allowed Canada’s reputation as a country to grow and become a place where everyone is treated equal. Therefore, The contributions and efforts made by canadians to encourage women and other minorities in canada to work definitely helps show how Canada has worked on its reputation to make canada an equal and fair place for

The purpose was to find more than just a simple prohibition on discrimination, rather, future guarantees of equal treatment and ensuring inequality is no longer a barrier to entering the public service were needed (Johnson, 2011, p. 362). Therefore, the designation of historically disadvantaged groups had the purpose of readdressing past discrimination and encouraging minority integration in the public service (Johnson, 2011, p. 362). After passing the Employment Equity Act in 1995, the Public Service Commission changed its practices to “ensure that the regular staffing process is free of attitudinal and systemic barriers” along with corrective measures to address the underrepresentation of the designated groups (Johnson, 2011, p. 363). Also, the Treasury Board Secretariat was given the task of developing policies and practices that allow equitable representation of designated groups and departmental employment equity plans (Johnson, 2011, p. 363).

6). The Diversity and Equity policy (DET 2013) was created to respond to the growingly diverse Victorian Community. Many Victorians face issues of racism and bullying and due to cultural and religious backgrounds, as well as socio-economic status, many do not experience equal or equitable opportunities. This is due to the emergence of our society as neo-liberal. Neo-liberalism means that ‘the agenda of economic and social transformation’ (Connell, 2013, p. 99) has moved from public agencies to ‘companies selling services in a market.’ A society modelled under neo-liberalism is skewed to support those with money and privilege, a majority of which, in Australian society, are middle class Anglo-Australians. As a result, the issues of equity and diversity within a neo-liberal society leave those affected at a marked disadvantage in comparison to the majority of Australians. The Diversity and Equity policy (DET 2013) is an attempt to improve the disadvantage experienced by the

The topic of minorities in the workforce and how the struggle to accomplish equal treatment in today’s workforce is nothing new to our society. For centuries we have been concerned that by bringing together our different backgrounds, skills, and experiences, as well as the many businesses of this great

A Major breakthrough in the history of equal employment opportunities in America specifically was in 1941 when President Franklin D. Roosevelt signed an executive order prohibiting government from employment discrimination based on race, color, and national origin. This was a huge stepping stone for Equal employment opportunities in America. But even still there was racism and discrimination all over. It was in 1955 when Rosa parks was asked to move from her seat. And after she refused and they had the police come arrest here this stirred up a huge movement in the African American culture. A couple great people like Malcom X and Martin Luther King Jr. got behind the Movement. It was only in 1963 When Martin Luther King Jr. started a peaceful

While the world has unanimously advanced and is more accepting of change, the workplace continues to be a place of discrimination, prejudice and inequality. Discrimination is broadly defined to ‘distinguish unfavourably’, isolate; and is context based (Pagura, 2012). Abrahams (1991) described the workplace as an ‘inhospitable place’ where gender disparity and wage gaps persist (Stamarski & Son Hing, 2015). Among other states and countries, the Australian government actively implements and passes laws to protect and maintain equal employment rights. While the objective of these laws is ‘to eliminate discrimination,’ the regulatory mechanisms in the legislation are largely ineffective at achieving this ultimate goal (Smith, 2008). However,

Gender, ethnicity, and race inequalities and the issues surrounding them in the workplace have been on the forefront of society’s mind for decades. The problem of inequality in the workplace has become one of the most important and vital issues in our society today. In order to understand fully the reasons for these inequalities, one must try to understand the factors that cause gender, ethnicity, and racial issues within the workplace, yet in this case, we will tend to focus mostly towards gender inequality in the workplace. One typically thinks locally

This assignment deals with the Employment Equity Act of 19 October 1998. It covers the workings of the act in terms of equity and affirmative action and how it was implemented in Defy Appliances Ltd in 1999. It also covers some of the obstacles and challenges that were experienced by the company; as well as its success in other companies in South Africa

Managing diversity and equality effectively in the workplace is the core responsibility of any organization in the contemporary business world. Shen, Chanda, D’Netto and Monga (2009) conducted a survey whose results revealed the massive diversity within the British society in terms of ethnicity, nationality and religion. As a result, the Equality Act of 2010 was formulated and became law whose provisions focus on legal protection against discrimination based on gender re-assignment, marriage, civil partnership, age, disability, sexual orientation, religion, pregnancy and maternity, sex and beliefs (Monks, 2007). Therefore, managing diversity in the workplace is critical towards the achievement of equality and discrimination free working environment. Bhatia (2008) observed that the ability to understand, accept, value, acknowledge and celebrate differences among people with respect to race, sexual orientation, religion, age, ethnicity and mental ability within an organization is crucial in eliminating discrimination. Discrimination refers to the tendency of denying equal treatment to people believed to be members of the same social group (Ozbilgin, 2009). In other words, discrimination in the work place is related to denial of equal treatment in terms of promotion, compensation, career development, training and empowerment. Therefore, managing diversity in the work place is crucial towards the achievement of a discrimination free working environment and the

Nowadays, with increasing variety in organizations, several inequalities in the workplace have happened. In spite of the regulation policies which have limited inequalities on the workplace, it still exists, because of personal characteristics, such as gender, age and different race (Allan, C & Mcphail, R & Wilkinson, A 2008, p. 225). Inequality in the workplaces can be defined as the unfair discrimination relating to things, such as wage differentials between men and women, unfair practices and unfairness opportunities, particularly with regard to employment of people of different ethnic origins (Grainge, 2007, online). C2E TODAY (Committed 2 Equality) shows that in spite of large UK companies declaring that they have eliminated inequalities in the workplace around 77 per cent of them have little or no equality practices. Even though small companies’ situation is more serious, 97.5 per cent of them have no equality practices in place (Committed 2 Equality, 2008, online). This paper will analyze several inequalities exist on the workplace with the use of real facts for concentrating on gender, age and race, and demonstrate the role of the participants within employments relations by discussing the responses from the state, employers and unions.