Explain How Diversity Management Differs From Equal Opportunities

In contrast the driving force for the adoption of an equal opportunities approach is external to the organisation as it requires. Unleashing the Power of your Total Workforce by Managing Diversity argues that diversity is any collective mixture characterized by similarities ties that bind and differences differences that distinguish Thomas views diversity management as an.

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Otherwise men and women performing the same tasks need be paid equally.

. Equal opportunity is external initiated and driven by legislation and society ethnic like fairness justice and group parity and human right. By promoting equal opportunities for all you are subscribing to the idea that people should be treated fairly. The Key difference between managing diversity and equal opportunity is the driven force of implementation.

In addition Diversity management differs from firm to firm and Industry specific and its scale and importance in its human resource policies compared to equal employment. Diversity means your company has team members from a wide range of racial ethnic socioeconomic and cultural backgrounds. However diversity takes a step further than affirmative action and builds on the initial ideas and concepts of equal opportunity employment.

Research shows that diversity can be good for business. Diversity is the what. Diversity is about taking account of the differences between people and groups of people and placing a positive value on those differences.

Unlike equal opportunities approaches which aim for workplaces where an individuals sex and race is of no greater significance than the colour of their eyes in determining the treatment they receive the core idea behind managing diversity seems to be to encourage organizations to recognize differences Bolton Houlihan 2007. FREE TRIAL to show how our diversity programme can create beneficial effects on staff organisations alike. A review of the Equal Pay Act 1970 The Equal Pay Act 1970 provides that employers have the duty to provide equal pay to both men and women in the workforce.

As contrast to equal opportunities policies it is driven by management imperatives rather than by external imposition and it is individualistic not social in its orientation. 175 and one where the pressure for implementation is internal to the organisation. Without affirmative action a firm would not be able to recruit and promote a diverse workforce without which the window to diversity initiatives would not be accessible where people are valued for the differences and.

Diversity in the workplace means that you employ people from a wide range of backgrounds. The concept of diversity recognises that there will always be differences within groups of individuals and so people should be treated differently. While managing diversity is internal initiated and driven by business-needs.

A diverse workforce reflects the external environment. Working with a team of diverse employees will enhance your business through different perspectives experience and knowledge. It will examine if these terms are.

The equal opportunity approach can be part of any diversity initiative but a successful diversity management program should go far beyond traditional equal opportunity issues. Equity means every individual has an equal chance at a professional opportunity. The purpose of this essay is to explain the different forms of discrimination which can occur within organisations before defining the terms equal opportunities EO and diversity management DM.

How equality diversity within the whole working environment can be improved increasing productivity success so business naturally increases. Equal opportunity and diversity overview. Inclusion on the other hand refers to an individuals experience within his or her workplace and in wider society and the extent to which he or she feels valued and included.

Where EEO and AA are legally driven mandates diversity is voluntary intentional and preemptive change creating a culture of respect and dignity where difference is leveraged for increased. Diversity moves beyond correcting historical patterns and discriminatory practices to valuing employee difference in order to improve overall organizational performance. The following are the two types of diversity management.

Inclusion is the how Diversity focuses on the makeup of your workforce demographics such as gender raceethnicity age sexual orientation veteran status just to name a few and inclusion is a measure of culture that enables diversity to thrive. However the solution of the former also has collective implication. Roosevelt Thomas founder of the American Institute for Managing Diversity and author of Beyond Race and Gender.

Team members have various lifestyles experiences and interests as well as different skills perspectives and abilities. Diversity programs focus on providing employment opportunities to minority groups or recent immigrants. Equality is about equal opportunities and preventing discrimination while diversity is about recognizing respecting and valuing differences in people.

The Act stipulates that differences need only be realized when differences appear in job characteristics. Managing foreign employees and overseas graduate returnees are diversity issues related to individual differences and cross-cultural management whereas gender equality issues have more of a collective nature with potential legal implications. Equality is about ensuring everybody has an equal opportunity and is not treated differently or discriminated against because of their characteristics.

For more information on how Marshall Elearning can help. Secondly managers should not design the diversity goals and policies for them ie referring to the minorities but they should instead think of us ie everyone involved in the organization. This mounting diversity of workers is accompanied by patterns of labour market inequality and discrimination.

While diversity is often used in reference to race ethnicity and gender we embrace a broader definition of diversity that also includes age national origin religion disability sexual. Intranational diversity management refers to managing a workforce that comprises citizens or immigrants in a single national context. Diversity includes all the ways in which people differ encompassing the different characteristics that make one individual or group different from another.

Diversity management is therefore regarded as a strategic issue that encompasses the whole of the organisational culture Thomas 1991.

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