Outline the legislative framework for achieving equality of opportunity at work. Explain the importance of clear policies at the workplace and critically discuss the tensions between policy and practice at the point of recruitment and selection. According to Dickens (2002), statutory individual employment rights have become more
extensive since the election of the Labour Government in 1997. There are more rights,
including in areas earlier unregulated in law in Britain, and the exposure of them has widened
to include people, who used to be excluded from protection. There have been modifications in
the institutions and dispute resolution processes and procedures. Dickens (2002) argues that
an opportunity for an essential reorganisation was missed.
Colgan et al. (2007) report that the academic literature regarding progress in UK organisation
equality and diversity policy and practice has pointed to the gap existing between equality
policy and practice. Evaluation of progress within the UK has shown the weak points of antidiscrimination
legislation and the uneven application over time and within organisations of
arguments based exclusively on the social justice and business cases.
Human Resource International Digest (2006) raises some questions: How do people find a
new position? Do they see it listed at a local employment agency? Perhaps they respond to an
advert in a national newspaper. Maybe it is an old friend from university who gives a useful
tip that that particular company is recruiting and you find yourself qualified for the job. The
journal Human Resource International Digest (2006) suggests that the way a person answers
this question gives a good clue of this person’s gender and/or ethnic background. These three
ways to a job application supposed to be the main ones people go through, whereby white
males are much more likely to discover about vacancies with the help of informal friendship
networks. Women and ethnic minority applicants are already disadvantaged before the
application process even begins because the only positions, which are opened to them, are
those that have been publicly advertised. [...]
Inhaltsverzeichnis (Table of Contents)
- Introduction
- Legislative Frameworks
- Race Equality
- Disability Equality
- Other Equalities
- Importance of Clear Policies at Work
- Equality Policies and Practices at Work. Tension between Policy and Practice
- Good Practice Case Study Organisations
- Recommendations
- Conclusion
- References
- Appendix 1
- Appendix 2
Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)
This text aims to examine the legislative framework for achieving equality of opportunity at work in the UK, focusing on the importance of clear workplace policies and the tensions between policy and practice, particularly during recruitment and selection. It analyzes the effectiveness of anti-discrimination legislation and explores the gap between policy and practice in achieving equality.
- Legislative Framework for Equality of Opportunity
- The Importance of Clear Workplace Policies
- The Tension Between Equality Policy and Practice
- Impact of Informal Networks on Recruitment
- Analysis of Specific Equality Acts and Regulations
Zusammenfassung der Kapitel (Chapter Summaries)
Introduction: This introductory chapter sets the stage by highlighting the expansion of statutory individual employment rights in the UK since 1997, citing Dickens (2002). It also emphasizes the documented gap between equality policy and practice within UK organizations, referencing Colgan et al. (2007), and explores how differing methods of job searching reveal potential biases against women and ethnic minorities, as suggested by Human Resource International Digest (2006). Finally, it introduces the key questions the text will address regarding the legislative framework for equal opportunity, the importance of clear workplace policies, and employer implementation of these policies in recruitment and selection.
Legislative Frameworks: This chapter delves into the legal landscape surrounding employment equality. It discusses the constantly evolving nature of employment law and its variations across different regions, citing Price (2004). The chapter highlights the role of common law and statutory law in shaping employment regulations and the complexities faced by human resource managers due to inconsistencies across jurisdictions. It also underscores the significant role of national governments in creating a multifaceted legal background for commerce, emphasizing the consequences of non-compliance for employers.
Race Equality: This section focuses on the Race Relations (Amendment) Act 2000, which mandates that public authorities address unlawful racial discrimination and promote equal opportunities. It draws upon the Bristol CYPS Equalities and Inclusion Team's work (2008) and the Race Relations Act (1976) to illustrate the legal framework for addressing racial discrimination in employment and service provision. The chapter also details the provisions for positive action to address under-representation of racial groups in specific occupations.
Disability Equality: The Disability Discrimination Act 1995 (DDA) is the central focus, outlining its provisions against less favorable treatment of disabled individuals in employment and service provision. Drawing on the Anti-Discrimination Legislation (2006), the chapter explains the duty to make reasonable adjustments and the requirements for public authorities to promote equality of opportunity for disabled people and positive attitudes towards them since December 2006.
Other Equalities: This section broadens the scope to encompass other protected characteristics. It discusses the Sex Discrimination Act (1975), Employment Equality (Sexual Orientation) Regulations 2003, and Employment Equality (Religion or Belief) Regulations 2003. It highlights the evolving legal landscape, including the Equality Act 2006, and its implications for preventing discrimination based on religion or belief, age, and other protected characteristics, while acknowledging exceptions for certain organizations.
Importance of Clear Policies at Work: This chapter examines the crucial role of equal opportunity policies in demonstrating organizational commitment to equality. It highlights the findings of Daniels and Macdonald (2005) and Leighton (2004), who discuss the perception among senior policy makers that anti-discrimination law has been effective, potentially leading to a neglect of policy development. The chapter underscores the importance of proactive policy creation rather than relying solely on legal compliance.
Schlüsselwörter (Keywords)
Equality of opportunity, employment law, anti-discrimination legislation, recruitment, selection, workplace policies, policy and practice, race equality, disability equality, sexual orientation, religion or belief, age discrimination, equal opportunities, UK employment law, human resource management.
Frequently Asked Questions: A Comprehensive Guide to Equality of Opportunity at Work in the UK
What is the main focus of this text?
This text examines the legislative framework for achieving equality of opportunity at work in the UK. It focuses on the importance of clear workplace policies and the tensions between policy and practice, particularly during recruitment and selection. The text analyzes the effectiveness of anti-discrimination legislation and explores the gap between policy and practice in achieving equality.
What topics are covered in the Table of Contents?
The Table of Contents includes an Introduction, sections on Legislative Frameworks (covering Race Equality, Disability Equality, and Other Equalities), the Importance of Clear Policies at Work, Equality Policies and Practices at Work, Good Practice Case Study Organisations, Recommendations, a Conclusion, References, and Appendices.
What are the key objectives and themes explored?
Key themes include the legislative framework for equality of opportunity, the importance of clear workplace policies, the tension between equality policy and practice, the impact of informal networks on recruitment, and an analysis of specific equality acts and regulations.
What are the main points covered in the chapter summaries?
The chapter summaries provide detailed overviews of each chapter, including the introduction's emphasis on the gap between policy and practice, the legal landscape of employment equality (including common and statutory law), specific details on the Race Relations Act, Disability Discrimination Act, and other relevant legislation, the importance of clear workplace policies, and the potential disconnect between policy and actual practice within organizations.
Which acts and regulations are discussed in detail?
The text discusses the Race Relations (Amendment) Act 2000, the Race Relations Act 1976, the Disability Discrimination Act 1995, the Sex Discrimination Act 1975, the Employment Equality (Sexual Orientation) Regulations 2003, the Employment Equality (Religion or Belief) Regulations 2003, and the Equality Act 2006.
What is the significance of clear workplace policies?
The text highlights the crucial role of equal opportunity policies in demonstrating organizational commitment to equality. It emphasizes the importance of proactive policy creation rather than relying solely on legal compliance to address potential discrepancies between policy and practice.
What is the identified gap between policy and practice?
The text repeatedly highlights a documented gap between equality policy and practice within UK organizations. This gap is explored in relation to recruitment, selection, and the overall effectiveness of anti-discrimination legislation.
What are the key takeaways or recommendations of the text?
While specific recommendations aren't detailed in the provided summary, the text strongly emphasizes the need for clear, proactive workplace policies and a critical examination of the often significant gap between stated equality policies and their implementation in practice. Further research into this gap is implicitly recommended.
What keywords are associated with this text?
Keywords include: Equality of opportunity, employment law, anti-discrimination legislation, recruitment, selection, workplace policies, policy and practice, race equality, disability equality, sexual orientation, religion or belief, age discrimination, equal opportunities, UK employment law, and human resource management.
- Citation du texte
- Iryna Shakhray (Auteur), 2009, Equality of opportunity at work, Munich, GRIN Verlag, https://www.grin.com/document/127125
