Pay Attention To Equality And Diversity In The Workplace

Making sure equality and diversity procedures are followed in a business environment will impacts on overall success of organisation. By recognising the strengths of differences between individuals company can get a great advantage in terms of employee motivation and clients satisfaction.

The importance of organizational justice cannot be overlooked in today competitive business where individual, group, team, leadership, and organizational behavior are paramount. The diversity behaviors need to be treated with extreme caution as they can make or break an organization. The development of a competent and reliable workforce that promotes the organization’s growth can be realized by advancing two components of organizational justice – distributive and procedural. Largely, organizational justice is associated with workplace

How can I as a manger/ leader in my organization to truly embrace diversity and ensure equal treatment and opportunity for all employees is simple really, and that’s not see people in color or sex. If a person does a great job I reward that said person but if they fail at something I address that said person as I would with anyone else. If the organization has rules set in place for no upward mobility for anyone then I would address my concerns with my higher up and if the company had not changed then I would have to rethink if I wanted to work that organization. I want the most qualified people working with me to better the organization, meet the needs of the organization and to most important learn from. If people would just stop working for the organizations that continue to have barbaric thinking in that only white males can work in their work force then by all means let them have the white males that believe the same way. I will work for the company that can see the qualifications of someone is not meant by what color they are or what sex they are.

Equal Employment Opportunity (EEO), Affirmative Action and Diversity are key concepts of public human resources management in the United States. Human Resource Managers must pay careful attention to these concepts and their values in order to keep their work place compliant, positive and free of controversy. One has to understand the values, history and laws that have shaped each of these concepts. This essay will attempt to briefly outline each concept, divulge briefly into their formation and project their evolution in the future based on the author

Healthcare organisations using legislations and guidance to protect and support equality, diversity and inclusion in the work environment. When using and following organisation’s guidelines it is easier to deal with situations like discrimination, confidentiality, disciplinary procedures, waiting times policy also grievance policy, quality of care guidelines and equal opportunities guidelines. These guidelines will outline the steps that the healthcare organisation takes to make sure they comply with The Equality Act of 2010, Human Rights Act 1998 and others important

This research paper addresses the importance of diversity training in the workplace. Having realized how pertinent workplace discrimination is globally, this paper will give a broad look into the various ways that diversity is displayed in the workplace. The diversity issues involving gender, sexuality, race, age, culture and religion will be explored,

The aim of this piece of work is to examine the nature of equality and diversity initiatives implemented by employers and their effectiveness. In the first section I will look at what equality and diversity programs are used by employers and what effects they have on diversity and inequality. Once I have established the nature of diversity and inequality I will explore the extent to which they are effective. Finally I will critically evaluate the use of equality and diversity programs as to how they affect not only equality and diversity but also how they affect performance.

Intent vs. Perception. Antoinette Mayer worked for DigiSys, a multimillion dollar technology company where many of the company’s senior managers were retired military officers. Jay Strong, her boss, became very friendly in an awkward way with Mayer one day where his conversation moved from business topics to more personal conversation. As time progressed, he got “warmer” towards Mayer; seemed to encounter her more in the company cafeteria and requested more of her time under the pretense of gathering updates. After many encounters like this, she decided to do something about it so she went to the Human Resources vice president for assistance. He told her that he didn’t think she had much of a case. The company was full of military

Equality and diversity is important for both the individuals and the business. In the late 1960s the civil rights movement and equal pay campaign emerged the awareness of the modern evolution of

Balance between men and women in the workplace has been absent from modern corporations. More often than not, employers discriminate against women for being the domestic partner. But society is changing, and we are creating a cultural lag in society, meaning that women have proven their capabilities to be far superior than what is commonly presumed time and time again, but society still fosters beliefs built on traditional gender roles. Women are not always domestic humans; they are sociable, just like men, and women are just as capable as men to perform tasks, think analytically, and have leadership skills. The best answer to solve this cultural lag, is to require companies to have a ratio of men and women within

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

1. Employees at this company have absolutely no incentive to pass the course. Whoever set up this program should be fired, full stop. Basically, the employees get a paid day at a nice hotel to work on this program. The more they fail, the more times they get this paid day at a nice hotel away from their regular jobs. The employees are incentivized to fail repeatedly.

Women, the creatures who bear half the weight of the world, are subject today to the same sexist remarks and discrimination that has plagued them since their entry into the workforce a century ago. When asked to share a joke, a number of people, namely men, expect “women’s rights” to suffice as the punch line. On social media, modern culture participants casually remark, “Make me a sandwich!” in reference to the stereotype that women belong in the kitchen. Those who spoke at the 1848 Seneca Falls Convention, those who fought for American Suffrage through 1920, those who took to the factories when their husbands went to fight on German soil, and those who battled for reproductive rights and equality at the workplace in the 1970s would be appalled that society deems females inferior today, nearly two decades into the twenty-first century. Even with the premises of the Equal Pay Act of 1963 and Title IX, and while attaining greater and higher education relative to men, women still encounter glass-ceilings in the workplace and earn $0.77 to the men’s dollar in the United States. This, however, is not a discussion of women’s rights. Structural microassaults such as these reinforce the idea that perhaps women and men ought not to share the same sphere. This stems from the realization that women are inherently different than men. They, in spite of increasing yet incomplete equality in the work-sphere, have and will continue to have a holistically separate relationship between work

Doing more research and understanding the topics this week I have been able to better identify benefits among certain organizational theories, such as employee satisfaction and diversity. Before getting into this topic diversity management “refers to the various actions organizations can take to ensure that they are treating all employees (and potential employee) fairly and that they are not discriminating” (Arvinen-Muondo & Perkins, 2013). For any organization out there, there is a responsibility when it comes to managing diversity. When I was reading the material this week this question that Edwards posed stuck with me: “how can we know when we should treat people similarly because of their similarities, and when is it more fair to treat people differently because of their differences” (Arvinen-Muondo & Perkins, 2013)? This question is one I have always had and wondered when I open my own business. It is a challenge that plays in diversity management and one a company has to figure out. Companies do need to challenge discrimination. If not it causes a lot of people many disadvantages due to race,

Discrimination comes in many forms. Discrimination and diversity are closely linked considering the reasons behind discrimination are what makes up the definition of diversity. Not only is discrimination made against gender, race, and religion, but it is also made of age, disabilities, appearance and in a lot of cases, women who are pregnant too. This is very much a reality for many employers. There are laws protecting acts of discrimination. This topic is so sensitive, that many employers implement diversity and discrimination into their mission statements. Many companies make it their practice to host training sessions to prevent discrimination from happening, then there are many companies who can’t afford such training for their