“The equal opportunities approach seeks to influence behaviour through legislation so that discrimination is prevented. It has been characterised by a moral and ethical stance promoting the rights of all members of society. The approach, sometimes referred to as the liberal tradition (Jewson and Mason 1986), concentrates on the equality of opportunity rather than the equality of outcome found in more radical approaches. The approach is based on the understanding that some individuals are discriminated. ‘’ Torrington , D., Hall, L. and Taylor
‘’Diversity implies a wide range of conditions and characteristics. In terms of businesses and their workforces it is about valuing and reaping the benefits of a varied workforce that makes the best of people’s talents whatever their backgrounds.’’ Skills for Business (2010) [Online].
(picture taken from : http://www3.uwic.ac.uk/English/Secretariat/EandD/Pages/Home.aspx)
There are some differences between these two concepts. The first major difference is that equality operates within the law, while diversity is often beyond the law. Equality recognises and values the similar experiences that particular workers may have in workplace. It uses a collective approach, like treating a particular group of workers very similar. Diversity recognises and values people’s differences and in comparison to Equality uses an individual approach rather than a collective one.
THE EMPLOYMENT EQUALITY (AGE) REGULATIONS 2006 was implemented in October 2006. It contains regulations about age discrimination in employment and vocational training. It makes it unlawful for employers to discriminate against a person on the basis of his or her age. The employers should focus on the individual’s skills and competencies when recruiting. This legislation might have a few impacts on employers. The employers should be careful, when hiring or assessing employees. They should make sure that the assessment has nothing to do with employees age or if employers think that the recruit is too young/old for the specific job and that’s the reason of not hiring this person, they should be careful with reasons they give. Another impact on employers might that some of the employees could use The Age Legislation Act for the wrong reasons, for example, some employees might say they felt discriminated against of they if were not given a bonus and then put the blame on employers for discriminating against them as an attempt to blackmail them into giving the bonus.
What stereotypes do we tend to hold about younger and older people? Suggest two ideas as to how organisations can attempt to change these attitudes
Stereotypes are beliefs that society tend to have about individuals or specific social groups. Young people are usually stereotyped to be lazy, immature, inexperienced and thinking only about partying and money. On the other hand, older people tend to be stereotyped as being slow, bad drivers, set in their own ways and not very good with operating modern technology devices such as laptops, computers and mobile phones.
As we all know, stereotypes are not always true and cannot be applied to everyone. Organisations should not look at stereotypes and employ people regardless to their age, as long as they are capable of working in the specific job or position.
In an effort to change the attitudes of older employees, organisations could hold “workshops.” In these “workshops” people of a similar age can demonstrate the benefits of modern technology and see how it has made their working life easier and more enjoyable.
Visit one organisational website to benchmark practice in relation to equal opportunities.
Marks and Spencers is one of the UK
(picture taken from: www.marksandspencer.com)
Its policy is to promote environment free from discrimination, harassment and victimisation, where every employee receives equal treatment, regardless of age, colour, gender, religion etc.
Marks and Spencers claims that it works towards creating a culture, where everyone is equal and respects the individual’s differences. The organisation treats discrimination, harassment and victimisation very seriously and is responsive to the needs of its employees. They raise awareness by designing and delivering training programmes that support the Equal Opportunities aims. They also monitor and report the composition of the Company’s workforce and review changes in attitude and application of Company policy.
In conclusion, equal opportunities are very important in every organisation as it helps to treat all of the people with different backgrounds equally. Employers should be careful with actions they undertake to not be accused of discrimination. There are many different stereotypes about people from various age groups, organisations should not take it into consideration as a major factor when recruiting. Marks and Spencers is one of the companies that do not discriminate against people, they employ people regardless of their background and make sure that all of them receive equal treatment.
References:
- Marks and Spencer (2011) [Online] Available at: http://corporate.marksandspencer.com/documents/how_we_do_business/equal_opps_policy.pdf [Accessed: 18th April 2011]
- Skills For Business (2011) [Online] Available at: http://www.sfbn-equality-diversity.org.uk/ [Accessed: 18th April 2011]
- Torrington , D., Hall, L. and Taylor Essex : Pearson Education Limited.
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