This essay has been submitted by a student. This is not an example of the work written by our professional essay writers.
The Question: What is the business case for diversity management? Using example, how strong and how persuasive do you regard this case to be?
What is Diversity?
"The concept of diversity refers to the variety of differences between people in an organization. That sounds is very simple, to understanding that each individual is unique, and recognizing our individual differences.but These can be along the dimensions of race, gender, ethnic age, group, sexual orientation personality, education , cognitive style, religious beliefs organizational function, , background political beliefs , or other ideologies and more".
"Diversity not only gathered peoples but how can they work together, human resource professionals need to deal effectively with issues such as communication, adaptability and change. Diversity will increase significantly in the coming years. Successful organizations recognize the need for immediate action and are ready and willing to spend resources on managing diversity in the workplace now".
"DIVERSITY IN WORK PLACE:
Diversity in Workplace refers to the mixture of differences people in an organization. A diverse work place is comprised of men and women of various culture and skin colour. That sound look like a simple, but diversity encompasses race , age, gender, ethnic group, education, personality, cognitive style, tenure, organizational function , background and more."
"DIVERSITY IMPLEMENTATION IN THE WORK PLACE:
Diversity issues change with time. Implementation of diversity is more often that not limited to the human resources department. UK companies see it as a tool to a good economic case that enable them to reach new markets .Diversity then becomes an extra marketing tool to bring in new customers."
"BENEFITS OF WORKPLACE DIVERSITY:
An organization's success and competitiveness depends upon its ability to embrace diversity and realize the benefits. When organizations actively assess their handling of workplace diversity issues, develop and implement diversity plans, multiple benefits ."
"DIVERSITY MANAGEMENT IN THE WORKPLACE:
Cutting-edge, high- level information you can put to work on the most success full business practices and metrics in diversity management, including recruitment, retention, promotion, consumer and supplier relationships ,plus proven strategies to effectively communicate your diversity success internally and externally."
Discrimination mean treating a few people in a different way from other. Discrimination is unlawful, and individuals have a responsibility not to discriminate. whatever we can be discriminate people direct, indirect, intentional ,unintentional, or institutional.
In the UK these type of discrimination such as nationality, racialism, ethnic origin, education, gender marital status and disability all of them is unlawful. Discrimination can also hit by direct or indirect. Direct or Indirect discrimination is where an act or failure to act, whether with intent or inadvertently, has a disproportionate impact on a particular group.
The law protects people at work from being discriminated against the law at present protects people from discrimination for the following reasons":
- Meritocracy and diversity in higher education
- Gender andsexual discrimination
- Marital status Discrimination at workplace
There are following definition about discrimination see the definition below step by step .
"Meritocracy and diversity in higher education:
The primary purposes of this paper are:
- To observe some of the recent changes in admission policies and patterns among some of the most high-status institutions of higher education, mainly recent moves away from strict meritocratic criteria to increasing reliance on subjective and non-academic criteria and on an emerging, but vaguely defined concept of "diversity,"
- To find out the implications of these changes not only on the admissions and enrollments of American Asian students in these institutions but also on the time-honored principle of meritocracy upon which these so-called world-class universities have built their reputation of academic excellence. The scope of this study is severely limited by the closely guarded data and documents available to date as well as by the fact that the issue is complex and still unfolding. As a consequence, this study should therefore be considered a contribution to an ongoing public policy debate and its conclusions considered hesitant."
" Sex and Gender discrimination:
As modern civilization has made clear, women have the ability to perform with equal success and skills in practically every attempt engaged in by men -- including employment, athletics, economical, technological political and academics. However discrimination on the basis of sex has a long history in the United States, and its residual effects still operate to keep women's salaries lower and opportunities fewer in the employment realm. Although less common, men too can be subjected to unlawful sex discrimination. No matter what form it takes -- unequal pay, discriminatory job standards, or failure to promote -- numerous federal and state laws prohibit discrimination on the basis of sex."
"Sex and Gender Law:
Generally, legislation to promote gender equality is complex and varied, with a wide divergence in different countries. In the UK, the principal legislation is found in the Equal Pay Act of 1970, providing for equal pay for comparable work; and the Sex Discrimination Act of 1975, which makes discrimination against women or men (including discrimination on the grounds of marital status) illegal in the working situation."
Marital status Discrimination at workplace:
"Employer cannot be treated to our employer as a different then others because he or she is married, divorced, widowed, single, or unmarried with a same sex or opposite sex partner so it is going against of the law or you can say they are violation of law".
"Marital status discrimination At workplace, the employees cannot be treated differently because of his or her marital status. There shall be no discrimination at the same time of assignment of wages, promotions, work, benefits, etc.
Here's an example of discrimination because of marital status The employer fix different hours of work for single and married colleague, or promotes a married employee because he/she may be more responsible sometimes the employer may not offer health insurance coverage to single employees with domestic partners, but provides the coverage to spouses and families of married employees".
"Sex Discrimination Act 1975 (SDA) outlaws discrimination on the grounds of sex and marital status at promotion, work practices, dismissal, education, transport and the provision of goods and services".
This booklet is concerned with the employment aspects of the SDA.
- DIRECT DISCRIMINATION
- INDIRECT DISCRIMINATION
"Gender reassignment is defined for the purposes of the SDA as a 'process which is taken under the medical supervision for the purpose of reassigning a persons sex by changing physiological or other characteristics of sex and includes any part of such a process the provisions cover employment related and some vocational training matters".
"It is unlawful to treat you unfairly discriminating against you at work because of your age. It's against the law to discriminate against someone of a particular age or someone in any age band".
"The law about age discrimination only covers service, adult education and training. There's no law which covers age discrimination in other areas. This means that companies like insurance companies and companies offering financial services are still allowed to discriminate against you because of your age".
"The law applies to you if you're in work or if you're applying for a new job. Its applies to you if you are an agency worker and It also applies to you if you need to get a reference from a company you used to work for. Your employer has to give you reference is you are applying to other job he can not refuse you for the references".
"The law doesn't apply to you if you're in the armed forces or if you're an unpaid or work like a volunteer".
"Racial discrimination is the biggest of the three and even though there are laws against it, it still happens frequently. An instance can be deemed directly racially discriminating if the person in question is being treated less then other people in similar circumstances. Racial comments and racial harassing also falls under this direct definition. Indirect racial discrimination deals mostly with rules that are discriminatory by nature. For instance, if a Jewish man is at a workplace that doesn't allow headgear they can be deemed indirectly discriminated against because their religion requires headgear to be worn during certain parts of the year. Employers should ensure that they have policies in place which are designed to prevent discrimination in"
- recruitment and selection
- determining pay
- training and development
- selection for promotion
- discipline and grievances
Law about the discrimination
The law means that:
- Your employer isn't allowed to treat you unfairly at work because of your age.
- Your employer isn't allowed to force you to retire before the age of 65.
- Employers aren't allowed to refuse to employ you because of your age.
- There is no upper or lower age limit for getting redundancy.
- Your employer isn't allowed to dismiss you because of your age.
- If you suffer age discrimination, you can make a claim to an employment tribunal.
The Human Rights Act
"The Human Rights Act 1998 protects against a wide range of discrimination - including many types that are not covered by other discrimination laws. However, you can use it only where an organization's action or decision breaches one of your rights under this Act, such as the right to 'respect for private and family life'. Also, rights under the Human Rights Act can only be claimed against a public authority (for example, the police, a local council or the Benefits Agency) and not a private company. However, courts and tribunals deciding on discrimination cases must take the Human Rights Act into account when they make decisions".
Community Legal Advice leaflet 'The Human Rights Act'
"Lot of women annually make contact with organizations for advice concerning about pregnancy and maternity rights, various of whom have been dismiss or suffer other discriminatory treatment at work. Hundreds of women yearly register pregnancy related unfair dismissal claims at service tribunals but the reasons for the gap in numbers between those experiencing pregnancy related sex discrimination or unfair dismissal and those registering an action at a tribunal have not been investigated or some of investigate the Studies says of tribunal decisions advise that discrimination is not confined to particular industries or occupations, that pregnancy related dismissal is more likely to occur to women with shorter service, and that most dismissals take place earlier to maternity leave, some within days, even hours, of informing employers of their pregnancy. However, tribunal decisions may not reflect the wider picture of discrimination and the true scope of pregnancy discrimination in the UK labour market is still absent or unidentified".
It is against the law to discriminate against disabled people in various areas of their lives.
"The Disability Discrimination Act (DDA) 1995 aims to end of that discrimination that many disabled people are facing this Act has been significantly extended, including by the Disability Discrimination Act 2005. It now gives disabled people rights in the areas of":
- Access to goods, facilities and services, including larger private clubs and land-based transport services.
- Buying or renting land or property.
- The Actrequires public bodies to promote equality of opportunity for disabled people. Government set minimum standards for disabled people so they can use public transport and go easily anywhere.
"The Department for Work and Pensions (DWP) website offers further information, includingdetails on the changes made by the Disability Discrimination Act 2005".
Disability Discrimination Act 2005
"This act, passed in April 2005, places a duty on all public bodies to promote disability equality. It is incorporated as a new Part 5a from December 2006 and will substantially extend the DDA. Under this new legislation all public bodies, such as higher education institutions, are required to
- Eliminate or removed unlawful discrimination against disabled people
- Promote equal opportunities for disabled peoples
- Eliminate or trying to finish disability-related harassment
- Promote positive things towards disabled people.
The new legislation provides enforceable civil rights for disabled peoples and creating a tool for tackling institutional disability discrimination".