We live in a rapidly changing world characterised by the increasing processes of globalisation and internalisation. They open the doors for enlarging opportunities to see different countries, to meet different people. At the beginning of the 21stcentury people are beginning to recognize that diversity is already the fact of life, which has its reflection not only in the public life but also in the workplace. They are learning to understand that all people are different, be it in gender, race, age or personal experience. Therefore, there is the vital need to value “culturally different” people and “create the environment, in which they will flourish”. In this context we often think about ‘discrimination’ as being “basis for selection and promotion” or in its negative form as the process of responding to a person differently on basis of that person’s individual differences, which can rise problems in the company’s internal environment. Such attitudes are mostly based on the peculiarity of the people to stereotype, which means “to like people who are similar to them and dislike those people who differ from them”. This factor hinders the chances for the promotion and limits the potential of disadvantaged individuals depriving them of their basic rights.
Equal opportunities policies are being introduced in order to prevent above-mentioned negative form of discrimination. The drive towards equal opportunities for all minority groups has become a business necessity and has taken a new impetus for all organizations. Its basic premise is that talent and ability is equally spread throughout all groups of people including between man and women, able-bodied and people with disabilities etc. Therefore equal opportunities are aimed at ensuring that organization make the best of a diverse workforce rather than losing their talents through discriminatory practices. But they are often negatively viewed by the employers due to their obligatory character. The following section aims to briefly inform about legislation that provides the basis for equal opportunities in social life as well as in the workplace. The first legislation promoting the equality at work between men and women has been the Equal Pay Act from 1970 with an issue “equal pay for equal work”. This act provided the legal basis for equality opportunities of women. [...]
Inhaltsverzeichnis (Table of Contents)
- Equal opportunities in organizations
- Legislation Promoting Equal Opportunities
- Managing Diversity: A Positive Approach
- Diversity: Commercial Advantages for Companies
- The Process of Valuing Diversity
- The Employment of Disabled People: Concerns and Benefits
Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)
This paper examines the concept of equal opportunities in organizations and its significance in today's diverse and globalized business landscape. It explores the rationale behind the need for equal opportunities, analyzing the legislative frameworks that promote equality in the workplace and the positive impact of embracing diversity in organizational culture.
- The importance of equal opportunities in organizations
- The role of legislation in promoting equality in the workplace
- The benefits of managing diversity in organizational culture
- The challenges and advantages of employing disabled individuals
- The evolution of corporate culture towards valuing diversity
Zusammenfassung der Kapitel (Chapter Summaries)
- This chapter introduces the concept of equal opportunities in organizations, highlighting the need for valuing diversity in a rapidly changing world. It discusses the negative impact of discrimination based on individual differences and the importance of creating an inclusive environment where all employees can thrive.
- This chapter examines the legal framework supporting equal opportunities in the workplace, focusing on legislation promoting equality between men and women, people from different racial groups, and individuals with disabilities. It also discusses the controversial "quota scheme" for employing disabled people and the lack of specific legislation for older workers.
- This chapter shifts from the emphasis on equal opportunities to a more proactive approach of managing diversity. It emphasizes the benefits of creating a culture that embraces differences, encourages individuals to contribute fully, and leverages diverse perspectives for organizational effectiveness. The potential for increased moral, profit, and productivity is also highlighted.
- This chapter explores the commercial advantages of having a diverse workforce, including increased responsiveness to customer needs and the ability to tap into new markets. It discusses the competitive advantage gained by companies that embrace diversity and cater to a wider range of customers in a globalized economy.
- This chapter highlights the ongoing challenges and necessary changes in corporate culture and human resource policies to truly value diversity. It emphasizes the importance of a long-term commitment to creating a truly inclusive environment where diverse talent can flourish and contribute to organizational success.
Schlüsselwörter (Keywords)
The main keywords and focus topics of this text are: equal opportunities, diversity management, discrimination, legislation, inclusive workplace, organizational culture, employee engagement, workforce diversity, competitive advantage, globalization, and disability inclusion.
- Quote paper
- Dipl. Betriebswirtin Svetlana Shirobakina (Author), 2004, Equal opportunities in organizations, Munich, GRIN Verlag, https://www.grin.com/document/57859
