Equality and Diversity- In 2010 Mullins describe diversity as “the recognition of individual differences and that people are not homogenous. Focuses on the multiplicity of visible and non-visible differences among people”. For me equality represents having the same worth and rights regardless of your gender, age, race, ethnicity or any other social factors. Diversity refers to different people from a wide variety of backgrounds (age, ethnicity, education etc) while equality looks at how people are treated regardless of their background. The major difference between equality and diversity is that diversity focuses on people’s backgrounds (age, ethnicity, education etc) while equality aims to do the opposite.
Impacts of 2006 Age Legislation on employers
The age legislation 2006 protect people against discrimination both younger and older people. This helps to prevent employers making stereotypical decision on people’s capabilities because of their age.
1. One of the biggest impacts this legislation has had on employers is the fact that they now have to redesign their application forms to comply with this new legislation.
2. According to research shown online the training journal “employers are starting to move beyond good intentions towards delivering strategies that contribute to achieving an age diverse workforce” (Training journal, 2004).
3. With this new legislation organisation costs have increase due to the fact that they need to; retraining their HR staff and redesigning their application to comply with this new legislation
4. However one of the benefits to hiring older people is it helps to reduce staff turnover.
Stereotypes about younger and older people
1. That younger people are inexperience and irresponsible therefore they won’t be the best people to for the job.
2. That older people are harder to train because they are so suck in their ways.
3. That older people are less active than younger people which mean they work at a slower pace.
One way in which employers can change their employees’ attitude towards these stereotypes is by finding common ground. What this means is that employers should try and find things that both younger and older people have in common therefore it makes it easier for them to relate to each other. For example; setting both younger and older employees the same goals. Another suggestion would be to make it a conscious decision to have a diverse range of employees working together. This will help the employees to get a better understanding of each other regardless of their age.
EasyJet
One of the most successful companies that understand the importance of equality and diversity within the workplace is EasyJet. This is why EasyJet has taken the time to create one of the best working environments for their employees that promotes equality and diversity while providing equal opportunities. Due to this fact EasyJet has created aims and objectives that help to ensure all employees are treated fair. Below are their list of aims and objectives:
1. All employees and potential employees are treated fairly, with respect at all stages (www.easyjetcareers.com).
2. “All employees have the right to be free from harassment of any description or any other form of unwanted behaviour” (www.easyjetcareers.com).
3. All employees have an equal chance to contribute and to achieve their potential (www.easyjetcareers.com).
Conclusion
The problem that most employers face with stereotyping is that they hope if they ignore it then it will go away. This is not true instead of ignoring it they should challenge stereotyping.
Reference
1. Mullins. L. J. Published 1985. Latest edition (9th) 2010.Management & Organisational Behaviour. Essex. Pearson Education Limited
2. Wolff, C. (2007) Arriva: dramatic results on diversity, Equal Opportunities Review, Issue 160
3. http://www.easyjetcareers.com/equal-opportunities.aspx (Accessed on 10 April 2010)
4. http://www.trainingjournal.com/news/880.html (Accessed on 10 April 2010)
No comments:
Post a Comment