Equal Opportunities In Organizations

Author : Svetlana Shirobakina
Publisher : GRIN Verlag
Page : 17 pages
File Size : 41,9 Mb
Release : 2006-07-18
Category : Business & Economics
ISBN : 9783638521840

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Equal opportunities in organizations by Svetlana Shirobakina Pdf

Research Paper (undergraduate) from the year 2004 in the subject Leadership and Human Resource Management - Miscellaneous, grade: 1,3, University of Lincoln, language: English, abstract: 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. [...]

Author : Rachael Ross,Robin Schneider
Publisher : Financial Times/Prentice Hall
Page : 250 pages
File Size : 43,9 Mb
Release : 1992
Category : Affirmative action programs
ISBN : 0273033700

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From Equality to Diversity by Rachael Ross,Robin Schneider Pdf

A text aimed at personnel managers which considers the operation of an equal opportunities policy in the workplace which avoids sexual and racial discrimination and provides an approach to dealing with discriminatory issues.

Author : Mustafa Èzbilgin
Publisher : Edward Elgar Publishing
Page : 445 pages
File Size : 52,6 Mb
Release : 2009-01-01
Category : Business & Economics
ISBN : 9781848449299

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Equality, Diversity and Inclusion at Work by Mustafa Èzbilgin Pdf

Equality, Diversity and Inclusion at Work is certainly a recommended read for EDI scholars interested in both established and novel perspectives on the field. . . Practitioners, whether directly involved with diversity management or not, can also use this volume to gain significant insight into the variety of perspectives on diversity management and training. Florence Villesèche, Management This collection can serve as a mirror for all of us who spend much of our lives in work organizations. From diverse vantage points, the authors help us see and understand the dynamics through which workplaces are gendered to the advantage of some and the disadvantage of others. For those of us wanting to transform those dynamics and create organizational cultures characterized by fairness, support, and cooperation, this book is a must-read. Jay Coakley, University of Colorado, Colorado Springs, US Equality, Diversity and Inclusion at Work, edited by Mustafa F. Özbilgin is a fascinating and useful collection of articles that cover varied perspectives on this thriving topic. Theoretical issues and policy problems, equal opportunity and diversity management, sociological and psychological approaches, history and present management and trade union efforts, and much more are all covered. I particularly appreciated the inclusion of several articles on men, masculinities, equality and diversity, a refreshing recognition of the importance of men and masculinities in the success or failure of equality and diversity efforts. Although the collection covers the UK in the most detail, chapters on the US, Germany, South Africa, and Japan provide a multinational perspective. It s the kind of book I d like to have at hand when I m writing about organizations, gender, equality and diversity. Joan Acker, University of Oregon, US With over thirty chapters, this book offers a truly interdisciplinary collection of original contributions that are likely to influence theorization in the field of equality, diversity and inclusion at work. Many chapters in the book offer comparative perspectives through cross-national and multi-level analyses. The volume adopts a critical perspective as it focuses on relations of power in exploring equality, diversity and inclusion at work. Specifically, the authors examine areas such as cultural conflict, gender inequity and politics, work life balance, affirmative action, trade unions and diversity and diversity interventions and change. This timely book with chapters that are contributed by internationally eminent scholars will prove to be an invaluable resource for researchers, policy makers and students in this field.

Author : Sheryl Sandberg
Publisher : Knopf
Page : 240 pages
File Size : 51,8 Mb
Release : 2013-03-11
Category : Biography & Autobiography
ISBN : 9780385349956

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Lean In by Sheryl Sandberg Pdf

The #1 international best seller In Lean In, Sheryl Sandberg reignited the conversation around women in the workplace. Sandberg is chief operating officer of Facebook and coauthor of Option B with Adam Grant. In 2010, she gave an electrifying TED talk in which she described how women unintentionally hold themselves back in their careers. Her talk, which has been viewed more than six million times, encouraged women to “sit at the table,” seek challenges, take risks, and pursue their goals with gusto. Lean In continues that conversation, combining personal anecdotes, hard data, and compelling research to change the conversation from what women can’t do to what they can. Sandberg provides practical advice on negotiation techniques, mentorship, and building a satisfying career. She describes specific steps women can take to combine professional achievement with personal fulfillment, and demonstrates how men can benefit by supporting women both in the workplace and at home. Written with humor and wisdom, Lean In is a revelatory, inspiring call to action and a blueprint for individual growth that will empower women around the world to achieve their full potential.

Author : Gill Kirton,Anne-Marie Greene
Publisher : Routledge
Page : 322 pages
File Size : 45,8 Mb
Release : 2007-03-30
Category : Business & Economics
ISBN : 9781136358241

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The Dynamics of Managing Diversity by Gill Kirton,Anne-Marie Greene Pdf

This text takes the view that the study of equality needs to consider not only issues of discrimination, but also the needs of people in relation to their diverse cultures and identities. It therefore takes a different approach to the issues of quality and diversity in the world of employment. The Dynamics of Managing Diversity discusses diversity as recognition of the differences and similarities between and among social groups, and how resulting policies must reflect these. This new edition has been extensively revised and up-dated to incorporate new conceptual, theoretical and empirical work now available in this growing subject area.

Author : Rebecca Riley,Hilary Metcalf,John Andrew Forth
Publisher : Nicholson
Page : 132 pages
File Size : 41,7 Mb
Release : 2008
Category : Affirmative action programs
ISBN : STANFORD:36105131984689

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The Business Case for Equal Opportunities by Rebecca Riley,Hilary Metcalf,John Andrew Forth Pdf

Author : Jenny Shaw,Diane Perrons
Publisher : Unknown
Page : 260 pages
File Size : 49,5 Mb
Release : 1995
Category : Sex discrimination against women
ISBN : UOM:39076001790885

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Making Gender Work by Jenny Shaw,Diane Perrons Pdf

Analyzes the broad economic, legal, and cultural frameworks of equal opportunities, and offers first-hand accounts from pioneers in the field of management of equal opportunities in Britain. Part I looks at recent changes in women's employment in Britain, employment deregulation, and organizational culture, and contains practical suggestions for changing the distribution of personnel, family- friendly policies, and conducting gender audits. Part II offers case studies in implementing equal opportunities in the public and voluntary sectors, in local government, and in trade unions. Distributed by Taylor and Francis. Annotation copyright by Book News, Inc., Portland, OR

Author : Frank Dobbin
Publisher : Princeton University Press
Page : 360 pages
File Size : 45,7 Mb
Release : 2009-05-26
Category : Social Science
ISBN : 1400830893

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Inventing Equal Opportunity by Frank Dobbin Pdf

Equal opportunity in the workplace is thought to be the direct legacy of the civil rights and feminist movements and the landmark Civil Rights Act of 1964. Yet, as Frank Dobbin demonstrates, corporate personnel experts--not Congress or the courts--were the ones who determined what equal opportunity meant in practice, designing changes in how employers hire, promote, and fire workers, and ultimately defining what discrimination is, and is not, in the American imagination. Dobbin shows how Congress and the courts merely endorsed programs devised by corporate personnel. He traces how the first measures were adopted by military contractors worried that the Kennedy administration would cancel their contracts if they didn't take "affirmative action" to end discrimination. These measures built on existing personnel programs, many designed to prevent bias against unionists. Dobbin follows the changes in the law as personnel experts invented one wave after another of equal opportunity programs. He examines how corporate personnel formalized hiring and promotion practices in the 1970s to eradicate bias by managers; how in the 1980s they answered Ronald Reagan's threat to end affirmative action by recasting their efforts as diversity-management programs; and how the growing presence of women in the newly named human resources profession has contributed to a focus on sexual harassment and work/life issues. Inventing Equal Opportunity reveals how the personnel profession devised--and ultimately transformed--our understanding of discrimination.

Author : Mercy Njiru
Publisher : GRIN Verlag
Page : 6 pages
File Size : 47,6 Mb
Release : 2016-02-12
Category : Business & Economics
ISBN : 9783668147072

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Diversity and Equality at Work. Opportunities and Challenges by Mercy Njiru Pdf

Research Paper (postgraduate) from the year 2014 in the subject Business economics - Business Management, Corporate Governance, , language: English, abstract: This paper defines diversity and equality in the context of workplace and describes associated opportunities and challenges. The two aspects of equality and diversity in the workplace are multifaceted and they include more than just embracing the dissimilarities amongst individuals and the equality elements protecting particular individuals from racial, ethnic, sexual orientation, disability, religion, gender, and age factors. Diversity in the workplace refers to recognizing, understanding, consenting, appreciating, and celebrating the dissimilarities amongst individuals with respect to their age, social class, culture, sex, capability, ethnicity, sexual orientation, and religion. Globalization is always advancing, thus requiring more collaboration and communication among individuals from various beliefs, cultures, and backgrounds than before. Currently, individuals do not live and work in a parochial market; instead, they are part of a global economy that is facing competition from about every continent. Thus, organizations require diversity in order to become more innovative and receptive to change. According to Esty, Richard, and Marcie (1995), exploiting and making the most out of diversity in the workplace has become an imperative issue for organizational management today. Equality in the workplace is about impartiality or fairness and giving every individual a chance to participate in organizational development, and the opportunity to accomplish their potential. The Society for Human Resource Management (1998) holds that equality comes about through eliminating prejudice and discrimination. Equality reinforces accomplishment in the workplace since it goes further than just providing equal opportunities for all. It includes a promise to providing every individual with services that are of equal value to all, and understanding that this could mean providing different services to different individuals in order to accommodate their diverse needs.

Author : Stefanos Nachmias,Valerie Caven
Publisher : Springer
Page : 317 pages
File Size : 48,8 Mb
Release : 2019-03-28
Category : Business & Economics
ISBN : 9783030116477

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Inequality and Organizational Practice by Stefanos Nachmias,Valerie Caven Pdf

Bringing together international authors, this edited collection addresses the need for greater inclusivity within organizational policy and practice, in order to tackle both visible and invisible inequalities amongst employees. Volume II reflects the shift in thinking around organizations’ responsibility to recognize and value diversity and equality, and examines the wider implications for employment relations and working conditions. Providing strategic insight into diversity management, the authors aim to advance our understanding of informal discrimination in the workplace, offering practical suggestions for better leadership and allocation of resources. A useful guide for practitioners, policy-makers and scholars of HRM and organization, this book presents solutions to inequality issues in the workplace, with the goal to building stronger employment relations.

Author : Nicole Grebe-Grotefend
Publisher : Unknown
Page : 28 pages
File Size : 50,9 Mb
Release : 2017-07-24
Category : Electronic
ISBN : 3668488355

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Equal Opportunities Equals Diversity Management - Or Not? by Nicole Grebe-Grotefend Pdf

Essay from the year 2017 in the subject Business economics - Personnel and Organisation, grade: Exceptional Distinction, Nottingham Trent University, language: English, abstract: Equal Opportunities (EO) and Diversity Management (DM) are terms that are often used interchangeably but differ both conceptually and legally finds only partial support. In general, both approaches aim to provide fairness and equality and are perceived as effective methods to address workplace discrimination and both rely on anti-discrimination legislation to shape organisational practice. As such, they are appropriately used interchangeably without any fundamental differences, neither conceptually nor legally. Main differences are that EO is determined by the national macro-level, while DM mainly operates on organisational meso-level and includes a broader scope regarding the concept of diversity itself - whilst EO is limited to surface-level diversity, DM encompasses more aspects of diversity such as experience or opinion - and possible uses and hence prevents discrimination and inequalities whilst also enabling business benefits. Research into practice shows that organisations generally use both concepts and that DM initiatives are shaped by existing EO policies but that the emphasise on each differs according to the specific context. So, DM differs from EO in that it goes beyond the limits of traditional EO whilst still being constrained by it to a certain extent. Internationally however, EO and DM are likely to be conceptualised differently because of different legal frameworks, cultural values that impact organisational conceptualisation of EO and DM. How DM is conceptualised as different from EO also depends on how diverse an organisation's workforce is. The more diverse, the more potential for diverging needs and expectations exists and the more difficult it is for EO guidelines to address these needs.

Author : Richard Jenkins
Publisher : Cambridge University Press
Page : 298 pages
File Size : 53,7 Mb
Release : 1986-05-29
Category : Social Science
ISBN : 9780521320283

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Racism and Recruitment by Richard Jenkins Pdf

implementation of equal opportunity policies. --

Author : Dhakal, Subas,Cameron, Roslyn,Burgess, John
Publisher : Edward Elgar Publishing
Page : 367 pages
File Size : 48,6 Mb
Release : 2022-10-18
Category : Business & Economics
ISBN : 9781800379008

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A Field Guide to Managing Diversity, Equality and Inclusion in Organisations by Dhakal, Subas,Cameron, Roslyn,Burgess, John Pdf

Organisations across the private, public, and not-for-profit sectors require active Diversity, Equality and Inclusion (DEI) policies and programs, and are increasingly subject to meeting legislative standards around the DEI principles of equal opportunity, anti-discrimination, and human rights. Bringing together more than 20 insightful contributions from a diverse range of researchers, this dynamic Field Guide examines the theories, practices, and policies of diversity management.

Author : Arthur P. Brief
Publisher : Unknown
Page : 365 pages
File Size : 54,8 Mb
Release : 2008
Category : Electronic
ISBN : 0511395884

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Diversity at Work [electronic Resource]. by Arthur P. Brief Pdf

Author : Emma Jeanes,David Knights,Patricia Yancey Martin
Publisher : John Wiley & Sons
Page : 495 pages
File Size : 40,6 Mb
Release : 2012-04-16
Category : Business & Economics
ISBN : 9781119990796

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Handbook of Gender, Work and Organization by Emma Jeanes,David Knights,Patricia Yancey Martin Pdf

This work of reference represents a remarkably complete, detailedand extensive review of the field of gender, work and organizationin the second decade of the 21st century. Its authorsrepresent eight countries and many disciplines includingmanagement, sociology, political science, and gender studies. Thechapters, by top scholars in their areas of expertise, offer bothreviews and empirical findings, and insights and challenges forfurther work. The chapters are organized in five sections:Histories and Philosophies; Organizing Work and the GenderedOrganization; Embodiment; Globalization; and Diversity. Theoretical and conceptual developments at the cutting edge ofthe field are explicated and illustrated by the handbook’sauthors. Methods for conducting research into gender, work andorganization are reviewed and assessed as well as illustrated inthe work of several chapters. Efforts to produce greater gender equality in the workplaceare covered in nearly every chapter, in terms of past successes andfailures. Military organizations are presented as one of thedifficult to change in regards to gender (with the result thatwomen are marginalized in practice even when official policies andgoals require their full inclusion). The role of the body/embodiment is emphasized in severalchapters, with attention both to how organizations disciplinebodies and how organizational members use their bodies to gainadvantage. Particular attention is paid to sexuality in/andorganizations, including sexual harassment, policies to alleviatebias, and the likelihood that future work will pay more attentionto the body’s presence and role in work andorganizations. Many chapters also address “change efforts” thathave been employed by individuals, groups, and organizations,including transnational ones such as the European Union, the UnitedNations, and so on. In addition to its value for teachers and students within thisfield, it also offers insights that would be of value to policymakers and practitioners who need to reflect on the latest thinkingrelating to gender at work and in organizations.