Equal Opportunities versus Managing Diversity Essay

exist Opportunities versus Managing Diversity - Essay ExampleIn the rapidly growing world, when legal aspects of such facets in organizations atomic number 18 highly managed, it becomes even more important to ensure that diversity and equal prospect atomic number 18 maintained. The constitution is aimed at discussing of two elements in which equal opportunity and managing diversity argon evaluated, and a comparison is effrontery as to what is more important and why. The theme of the paper is to evaluate two elements against each some other and throw a case as to what is and what should be more important for organizations. Equal Opportunity Equal opportunity relates to fair treatment of groups of employees in order to ensure that there is no secernment. Various categories or groups of employees against which discrimination can be implied include gender, race, ethnicity, class, age, disability, previous offenses and arrests and even sexual orientation. This discrimination may be plow or it may be indirect as healthful. To illustrate, discrimination against race in the direct comprehend would be when one set of people are treated unfavorably against others. Indirect discrimination would be when a particular group of people is treated unequally by promoting equal rights to all other groups of people, for example bans on different types of clothing for a particular group of people. ... ote that concerns for equal opportunity are at all stages of employment, from hiring to transfers to training and from promotions, benefits, perks, procedural actions, like grievance handling and disciplinary actions, as well as dismissal. In each scenario, it is important that discrimination is avoided within the organization as it affects productivity and strength within the organization (Braham et al., 1981). It is worth noting that there are various areas in which discrimination is a regular feature. For example, studies indicate that on an average, a woman earns rel atively slight in terms of salary and benefits in comparison to a man. This is primarily because of segregation in choosing a woman for a job, stating that there are various other benefits assigned to a fe phallic like maternity leaves, etc (Smith, 1979 Vickers, 1991). In addition, women are considered in general for temporary or part-time jobs while high end jobs are discriminated against and preference is given to the male counterpart (Gilory, 1993). Several researchers indicate typical conditions for women that are considered to be unskilled labor, services, little overtime, more spend days and days-off, part-time work etc. This is generally considered as to how women work in organizations. Typically, other anti-Semite(prenominal) factors are aimed at race and ethnicity, for example people from the thirdworld countries are typically blue-collar workers, are less skilled and can be given less payment to work more hours (Sloan &Siebert, 1980). Various researchers mystify condu cted studies where it has been revealed that racial and ethnic minorities are discriminated against, where unemployment, particularly long-term, is high, because they are considered as less skilled or dependent and, as a result, this