Equal Opportunity and Diversity

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) http://www.eeoc.gov/ The second topic that I will add to the project along with the topic of equal opportunity at workplace is the topic of diversity in the workplace which every future human resource manager should consider following up on. In my opinion the very subject of diversity in the workplace is a topic that so many industries and organizations in today's job market spend an abundant amount of time and training on in order to ensure its presence in order to avoid conflicts with the law. (Read more about it at) http://www.americanprogress.org/issues/labor/news/2012/07/12/11900/the-top-10-economic-facts-of-diversity-in-the-workplace/ Today's workplace is more diverse than it has ever been in recent history which is an interesting subject to research on. Every human resource manager should have knowledge of the very nature of equal opportunities since it has a broad affects in almost every individual, from every background. Two vast areas link equal opportunities to companies are human resource management and employment

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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 today's 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) http://www.d.umn.edu/umdoeo/ This distinction is clearly illustrated in the manner in which each side is labeled as how the company determines the very law of equal opportunities. Human resource management takes a softer approach toward the issue of equal opportunities and many

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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 applicant's 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) http://www.nolo.com/legal-encyclopedia/federal-antidiscrimination-laws-29451.html This is important for every human resource manager to be aware of and be able to follow it through. Under this anti-discrimination laws if the la is not followed directly an unlawful discrimination can take one of three forms, direct, or indirect discrimination, or victimization which is a serious charge. Clearly then, such recognition shows that discrimination need not necessarily be obvious in any organization in order to avoid law suits. Direct discrimination is, essentially, less favorable treatment. In such matter, in order to prove that such discrimination has taken place, it has to be brought to the attention of the law which all human resource managers should avoid at any cost. A good example of discrimination at workplace under the equal opportunity law would be, where an accusation of sex discrimination has been made by a female, the court may base their decision on a hypothetical situation where the claimant was a man in a higher position and was taking advantage of his position. The general idea of direct discrimination is sometimes summed up as disparate impact. It sometimes occurs with or without intention to discriminate which

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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