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Pages:
2 pages/≈550 words
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20 Sources
Level:
APA
Subject:
Education
Type:
Research Proposal
Language:
English (U.K.)
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Topic:

Маnаging People Are Different In Not Only Culture, Gender, And Race (Research Proposal Sample)

Instructions:

please use APA6TH EDDITION REFERENCING!!!!
I would suggest that you focus on a maximum of three areas of discrimination to highlight the similarities and differences between Equal Opportunities and Diversity Management.

source..
Content:

Equality
Student’s Name
Institutional Affiliation
Equality
Most organizations are coming up with initiatives to address discrimination through the managing diversity approach. For better prosperity, managers are appreciating workers for who they are and do not judge them based on their race, gender, age, and nationality. Saxena, (2014) explains that people are different in not only culture, gender, and race but also in their perspectives and prejudices. Notably, for a more equal and fair working environment, organizations should provide equal opportunities and appreciate diversity.
The two approaches encourage tolerance despite the differences that exist among workers. Equal opportunities are a principle of treating all individuals, candidates, and applicants equally and consistently (Brown, n.d.). On the other hand, diversity in employment practices entails recognizing and respecting differences (Paludi, 2012; McDonald & Parks, 2013). Due to globalisation, managers are required to know how to deal with employees from different cultural backgrounds or nationalities (Sharma, 2016).
One of the major differences between managing diversity and equal opportunity is linked with the force of change (Al-Hadad, 2016). External forces like laws drive equal opportunity, social fairness and human right whereas internal forces propel managing diversity within the organisational structure (Connolly, Connolly & Feinstein, 2017). Employees are required by law to maintain a diverse workforce (Riva, 2015). Inclusion ensures that they are included in all aspects of company activities (Khuel, 2015).
Another variation between the two approaches is their objectives. Equal opportunity aims to promote social justice and correct errors that were committed in the past (Mendez, 2017; Sharma, 2016). On the other hand, the main focus of managing diversity is to treat workers as unique individuals who require special individual attention (Barak, 2013). For example, in an organisation that practices equality, men and women are treated in the same manner, and they are not judged based on their gender (Steele, 2015). On the other hand, in such an organisation that manages diversity, the differences in gender is welcomed and considered an advantage rather than a disadvantage (Kirton s& Greene, 2017). The two approaches work together, equality of opportunity cannot be guaranteed when diversity is not recognised and valued.
Radical and liberal approaches differ on how to achieve equality in workplaces. The radical approach aims to achieve equal outcomes or fair distribution of rewards rather than equal opportunities through fair practices (Kirton & Greene, 2015). The radical approach suggests positive discrimination through manipulation of employment practices to attain equality of certain groups of people (Webb & Temple, 2017). On the other hand, the liberal approach requires organisations to deny or minimise differences arising from social group membership and compete on the ground of individual merit
In conclusion of the above discussion, both approaches do well in addressing their purposes. Managing diversity approach is introspective and mainly concerned with people already in the organisation. It ensures that people are appreciated for their diversity instead of being alienated or discriminated (Schiller, 2008). On the other hand, equal opportunities ensure that employees are treated equally without judging their conditions or backgrounds. It can only be effective when organisations embrace diversity (Arora, 2009).
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References
Al-Hadad, N. (2016). Working Women and Their Rights in the Workplace: International Human Rights and Its Impact on Libyan Law. London: Routledge.
Arora, P. (January 01, 2009). Employees and Corporate Social Performance.
Barak, M. (2013). Managing Diversity: Toward a Globally Inclusive Workplace. London: SAGE.
Brown, M. Equal Opportunity Act & Diversity Training. Smallbusiness.chron.com. Retrieved 9 November 2017, from http://smallbusiness.chron.com/equal-opportunity-act-diversity-training-1852.html
Connolly, W., Connolly, M., & Feinstein, J. (2017). A Practical Guide to Equal Employment Opportunity. New Jersey: Law Journal Press.
Khuel, T. (2015). Diversity vs. Equal Opportunity: What’s the Difference?. St. Thomas Newsroom. Retrieved 9 November 2017, from https://news.stthomas.edu/diversity-vs-equal-opportunity-whats-difference/
Kirton, G., & Greene, A. (2017). The Dynamics of Managing Diversity. London: Routledge.
McDonald, D., & Parks, K. (2013). Managing Diversity in the Military. Florence...
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