Responsibility And A Commitment For Diversity

According to the Equality and Human Rights Commission First Triennial Review 2010 “The Equality Act 2010 complements and builds on the provisions of the Equality Act 2006, which itself strengthened several aspects of discrimination law and set out the roles and responsibilities of the Equality and Human Rights Commission.”

In today’s society, a college degree has become a requirement in order to obtain a well occupied profession. Prior to the recession, which the study defines as the period between December 2007 and June 2009, bachelor's graduates were already more likely to be employed than were associate degree holders, who were more likely to be employed than those without any postsecondary degree. After the recession, employment of college graduates dropped 7 percent, while associate degree holders experienced an 11 percent drop, and employment of high school graduates fell 16 percent. The percent of people excluded from the workforce, meaning they were seeking work but couldn’t find it, rose 31 percent for college graduates, 37 percent for high school graduates, and 50 percent for associate degree graduates, though associate degree holders were still excluded at a lower rate than high school graduates (Tilsley, 2013).

In the essay "College Graduates Fare Well, Even through Recession," author Catherine Rampell provides data that detail why a college education is worth the investment. She shares with us a positive perspective on the employment prospects after graduating from a 4-year institution. Rampell states that "there are more employed college graduates today than employed high school graduates and high school dropouts put together" (pg. 678). This is seemingly good news

When America was founded, it was established on freedom and equality for all people. At first it was just religious freedom, but eventually freedom of speech, press, petition, and more. In time, America began to be known as a “melting pot” of cultures as more and more people came because they wanted this freedom; the more people who came though, the more problems America had. There were too many cultural discrepancies between people, and ultimately America, the country based on freedom and equality, faced challenges concerning diversity.

1.1 Explain models of practice that underpin equality, diversity and inclusion in own area of responsibility.

Title VII applies to state and local governments with 15 or more employees and also applies to employment agencies and labor organizations including our federal government. Based on Title VII employment opportunities cannot be denied to any person based upon their race or perceived race or because of their marriage or association with a person or persons of a particular color or race. Title VII also prohibits employment decisions based on stereotypes and assumptions pertaining to the abilities, traits, or the performance of persons from certain racial groups. Title VII makes it unlawful to discriminate when recruiting, hiring, and promoting, transferring, also work assignments, performance measurements, the work environment, job training, discipline and discharge this also includes wages and benefits, and anything else including condition and the privilege of employment. Title VII not only prohibits intentional discrimination, it also covers neutral job policies that disproportionately affect any person of a certain race, color, nationality that are not related to the job and the needs of the

Educators should critically examine their own values, beliefs, and attitudes related to difference in diversity because we as individuals all have different experiences, beliefs, values and attitudes that can be quite diverse. Staying mindful of this difference is essential in professional practice. For this to really be effective, you need to critically reflect on how your own life events have shaped your beliefs, values and attitudes. Educators must put all assumptions and bias’s aside and keep an open mind when dealing with these differences. For example, by reflecting on your background, you can become aware of biases and prejudices that may impact on your relationship with others from different backgrounds. Once identified, you can then

Although someone without a degree may have more natural intelligence and ability than their credentialed counterpart, a degree is now worth more than actual capability in the job market. Bankston writes that “the popular emphasis placed on higher education in a society in which higher education has become a broad expectation has heightened the importance of credentials as an asset for obtaining a job at the expense of other assets, such as demonstrated ability or experience in a field” (p. 337). A degree provides a form of merit that employers look for immediately because the degree marks the individual as someone who can supposedly meet deadlines, fulfill obligations, and think critically. Margolis (2007) remarks how “it was the common practice of my colleagues to immediately sift out the [resumes] that didn’t have a degree and just throw them away” (p. 42). Because many employers are searching through high volumes of resumes, they don’t have time to thoroughly look at every single one; they speed up the process by simply filtering out

In the United States, almost every employee is to protected under federal employment and anti-discrimination laws. These laws make it unlawful to discriminate against a variety of groups that have historically been subjugated to unfair treatment. The major federal anti-discrimination law is Title VII of the Civil Rights Act of 1964. This law prevents discrimination on the basis of race/color, sex, religion, or national origin. It also prohibits retaliation against an employee for asserting their rights under the law and applies to all term and conditions of employment, including hiring, firing, promotion, compensation, and assignment decisions. Additionally, the equal pay act mandates that men and women must receive the same pay if they perform the same work. The Age Discrimination in Employment Act prohibits discrimination against those who are 40 years or older. For individuals with a disability, the Americans with Disabilities Act protects them from discrimination and also provides additional requirements, such as reasonable accommodations. In addition to these federal laws, state laws vary greatly in terms of accommodations in the workplace and the protection they provide to employees. These laws may vary greatly from state to state and many extend similar protections to groups that are not covered by federal laws. These rules place significant regulations on how employers can make decisions on hiring and other terms of employment but many factors affect this complex

College graduates are about 24-30% more likely to be employed, This percentage increases dramatically as a college student gets higher degrees until the probability is just about tripled compared to a high school grad.

And in the case of college graduates this lack of preparedness is shocking. According to the “2016 Workforce-Skills Preparedness Report” put out by PayScale, 60% of managers felt like graduates were lacking in critical thinking and problem solving, 56% felt they had insufficient attention to detail, and 46% thought graduates lacked proper communication skills. And unfortunately for graduates, they often don’t realize that they are so underprepared for the world ahead. According to the same report, 87% of college graduates think that they are prepared for to work, while only 50% of managers would agree.

In addition to the prior mentioned obligations that a new graduate feels, the cutthroat nature of the job market does not favor new college graduates. Today’s society has come to a general consensus: college is the only path to success. While the validity of this drastic opinion can be argued, the empirical evidence in this culture suggests that it has a degree of truth. Students in pursuit of employment in fields where career growth and increased earnings potentially exist are discovering that in order to start a career, an undergraduate degree is now the minimum requirement by employers. Postgraduate work is also becoming the unwritten rule for advancement in the corporate and professional world now. Nevertheless, it is still a challenge to find employment, even with an undergraduate degree, as many employers would rather hire experienced workers instead of young people

According to Georgetown University, the demand for college degrees were pushed to the forefront during the recession period between 2007 and 2010. Jobs are no longer seeking workers with just an associate’s degree or high school diploma. The reason being is because job opportunities became scarce due to plummeting budgets in companies and in the stock market. This essentially leaves each company to invest in workers that not only meet the credentials necessary to do their job, but to have a college degree to support their skills.

The discrimination-and-fairness paradigm is considered the “dominant way” of understanding diversity by most organizations. It attempts to remove discrimination and create employment equality by seeking to increase diversity among employees. Progress is measured by how well the company is able to meet its diversity number goals but avoids looking deeper at the reality behind the numbers. (Thomas & Ely p. 81)

I feel it is important for employers to make diversity and discrimination known within the workplace. Employers need to be aware that there is such thing as implicit discrimination. “This form of discrimination occurs subliminally without an individual necessarily even being aware of it” (Ruthergien, 2016, p. 22). If an employee is not taught what discrimination is, how will they know if they are committing an act of discrimination. Not all acts of discrimination are obvious or common knowledge. Knowledge is power and the more employees know about the topic, the more aware they will be and less likely to make the mistake in discriminating somebody. Employers should have management training that will aid in the prevention of making decisions that may be considered discrimination. “We must be able to invent and reinvent and re-engineer the