Equal Opportunity and Diversity
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EQUAL OPPORTUNITY AND DIVERSITY
The strategic staffing topic I have chosen to conduct my research about is the equal opportunity at workplace and as well as diversity at the workplace which also relates to sociological, legal, and organizational issues. The issue of equal opportunities and diversity at the workplace is an interesting topic for me to research on since I will learn much from this project and use it for my future career as an Human Resource Manager. Equal opportunity at workplace is a topic which now and days has developed to such an extent over the years that it has firmly arrived at the forefront of discussion. (Read more about it at)
Human Resource: Equal opportunity and Diversity
Law. This report intends, initially, to discuss the topic from both a human resource and a legal perspective and determining how good practice in equal opportunities through positive action is now fundamental to the running of a successful business. Secondly, the paper will also talk about how diversity is looked upon at the workplace. Any successful management of a diverse workforce poses many challenges in the confusing aspects of diversity that exist in todays workplace. Equal employment opportunity is an attempt to pay retribution for past errors which has costs corporations huge amount of money and many say it is necessary to have the proper training in diversity in all aspects of human resource management. We commonly read and hear the increasingly popular term diversity training. The new catchphrase that seems to be going around these days that is found to be gaining popularity in the workforce is inclusion. With all these confusing concepts, just how can management develop a successful strategy to manage a diverse workforce?
EQUAL OPPORTUNITY AND HUMAN RESOURCE MANAGEMENT
In my opinion equal employment opportunity involves both workplace nondiscrimination and affirmative action. In the recent years the equal opportunity has changed the way businesses and organizations recruit, hire, and even act in the working environment. In fact these changes have been put in place due to the increasing numbers of women in the work force, people with different racial and ethnic backgrounds, persons of different ages, and in many cases their religion. Arguably, human resources and law are at opposite ends of the spectrum when it comes to the issue of equal opportunity at workplace and it can have different meanings in different aspects of the work field. (Read more about it at)
Human Resource: Equal opportunity and Diversity
Organizations have adopted initiatives into their working families. These include such things as, equal opportunities monitoring, having an EO policy, and fair selection training for recruiters. It has become common practice for job application forms to include a sheet apart of questions about the applicants ethnicity, gender and religious background which in some ways is discrimination in my mind. In my opinion this is an example of EO monitoring in practice for the human resource. While this might look like it is a good idea in theory, this in fact can, arguably, make it even easier for more traditional organizations to discriminate.
The law on anti-discrimination is governed by three main statutes which are, The Sex Discrimination Act 1975, the Race Relations Act 1976, and the Disability Discrimination Act 1995. (Read more about it at)
Human Resource: Equal opportunity and Diversity
Includes such issues as gender, or of a certain race, religious group, or sexual orientation to fulfill than their counterparts. In my opinion this is the type of discrimination that is less personal, the individual will not be analyzed so much as the group he or she belongs to. I feel that it is important to understand these issues for the future use of my career as a human resource manager. It is also important to understand that the very concept of victimization is designed to protect those who have made a complaint under anti-discrimination