Hrm - Equal Opportunities Approaches & Managing Diversity

2121 Words Dec 4th, 2012 9 Pages
Abstract
The aim of this paper is to analyze the similarities and the differences between two popular approaches in today’s human resource management: equal opportunities approach and managing diversity approach. While the managing diversity approach focuses more on business efficiency, the equal opportunities approach concentrates on equal treatment of employees in a bureaucratic sense. The paper begins with definitions of both approaches; continues with explaining differences and similarities of both approaches comparatively. The relative superiority of the managing diversity approach for business organisations with respect to equal opportunities approach is gone through followed by a conclusive part.

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8). The managing diversity approach concentrates on the positive action as the equal opportunities. This strategy goes beyond the law, focusing on the differences between people, who are considered as added value in an organization. Bartz et al. (1990) have found that the main issue of the managing diversity strategy is to understand that there could be diversities within the workforce; as well as these diversities, if correctly managed, lead to higher efficiency and effectiveness at workplace. There are examples of diversity factors such as race, culture, disability, gender, and so forth. Kandola and Fullerton (1998) have shown that within workforce there are different types of individuals with different characteristics through managing diversity approach. The diversity consists of 'visible' and 'non-visible' differences such as gender, race, disability, etc. For every individual to feel valued, managers have to harness these diversities (Kandola and Fullerton, 1998, p. 19). However, in this way there will be dynamic and working environment, where all the different talents will be used and the goals of the company will be met. The ability to show empathy for the employers will in turn affect the workforce positively, where people are going to feel that they are not alienated. Then, it will be much easier to increase workforce efficiency for the managers
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