Differences between equal opportunities managing diversity
Young argues that the EU equal opportunity agenda has both positive and negative effects.
Managing Diversity versus Equal Opportunity Approaches: One of the core differences between managing diversity and equal opportunity is associated with the force for change. This is due to the fact that equal opportunities approach is more legally binding, taking less notice of work environment efficiency comparatively.
However, in this way there will be dynamic and working environment, where all the different talents will be used and the goals of the company will be met.
According to Thomasmanaging diversity approach and equal opportunities approach can co-exist within an organisation. Torrington et al.
What is the difference between discrimination and diversity
However, existing equal opportunities policies do not necessarily have to prevent managing diversity attempts. Bartz et al. Equity legislation — pertaining to the equal opportunities approach — concentrates on the crucial issues within disadvantaged groups of individuals in the labour market. Unlike equal opportunity, the core theme of this approach is to recognise and appreciate the differences in the workforce and utilise those differences to achieve maximum outcome and profit. It had been predicted that by the early s, managing diversity would become increasingly dominant in the UK. On the other hand, it might not be right to think these approaches as completely different from each other, for managing diversity approach is probably a result of the development of equal opportunities thought of school. Controlling and helping co-existence of these differences help creating a more productive workplace environment, where everybody would feel valued and their skills fully utilised, finally leading to achievement of organisational goals Kandola and Fullerton, , p. In addition, Strachan, French and Burgess have found that equal opportunities approach recognizes discrimination of people in a society, which happened in the past and is still continuing, implying a narrow view of positivist knowledge base. So, differences are problems to be solved in equal opportunities approach, where assimilation of these is promoted. In other words, equal opportunities approach assumes that discrimination stems from unequal treatment of individuals. On the other hand, managing diversity approach leans on universal initiatives focusing on the development of all individuals in theory. For example, women need managing and developing in different ways to their male counterparts. However, in this day and age, discrimination can take more complex forms than can be simply identified by the groups covered in the equal opportunities legislation. There have been considerable positive developments against discrimination of employees recently through legislation, while initiatives for equality and affirmative action programs were developed as well Zafree,
The main concept of managing diversity approach is the belief that organisations have to use benefits stemming from the multicultural environment. Firstly, unlike equal opportunity, it shifts the importance of positive interpretation on differences between staff.
The ability to show empathy for the employers will in turn affect the workforce positively, where people are going to feel that they are not alienated.
According to Strachan, French and Burgessmanaging diversity approach promotes individual differences, while they target practices in one company at particular groups of individuals, which is not directly the case for equal opportunities approach.
based on 3 review