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Equality And Diversity At Work Essay By Ruskin

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Diversity resources, discrimination, race, equal opportunities, public sector jobs, diversity

Diversity resources in the UK

When dealing with sensitive issues like equality and race it is very important to have as much diversity resources and information as possible about the issues involved. This can give you a better understanding of how to tackle discrimination and exclusion, and to ensure you have the best diversity jobs policies in place.

Resources on this page include training tips, education links to other websites that offer advice or related articles. As well as details of organisations that combat prejudice and promote workplace equality. Also get links to learning materials and organisations that can help to increase and develop your knowledge of current diversity issues, on topics as diverse as gender, age, culture and religion. This resources page will be a useful tool for all employers, but especially for those like local governments that advertise public sector jobs.

Language
At work or in social life using the correct language and refraining from using offensive and culturally insensitive words can help to increase inclusiveness. Some people may argue that you should be allowed to say what you feel and use this as an argument against political correctness. There is however a big difference between freedom of speech and using racist and offensive language.

Sex Discrimination Act 1975
This law was introduced to combat discrimination and sexual harassment based on gender, for in the real world at work in certain circumstances women can hit a glass ceiling. It was introduced to protect both men and women. The Act was amended and updated in 1986.

Government Equalities Office
The GEO is a department within government that assists and advices on equality legislation within the United Kingdom. They are there to put into effect policies to end discrimination and to make the country a fairer place for all and to promote integration. They are heavily involved in projects like the Convention on the Elimination of All Forms of Discrimination against Women .
The GEO works closely in partnership with the Equality and Human Rights Commission to promote the dignity of the individual.

Age discrimination
In the workplace it is unlawful to discriminate against a person on the grounds of age, this could mean if a job applicant is young or old. A job description for a vacancy, its employment contract and any subsequent related training at work should stress that age will not be a discriminatory factor. Unless of course there are factors involved that mean elderly people over a certain age would not be able to do the jobs safely. Elderly workers must have the same rights in relation to retirement and also redundancy as all other workers.

Diversity calendar
Part of a effective diversity management programme is the ability to communicate the equal opportunities message of a organization across its workforce. A successful company will understand that a multicultural workforce will work more as a team if they believe and see that everyone is treated the same. Aside from legal requirements a employer will see many other benefits from having a positive equal opportunities manifesto. For any organization it is imperative that they get the best suited employee for any jobs vacancies that they advertise, regardless of a candidates race, ethnicity, religion, gender or any disability.

A practical example of this could be for diversity managers to understand and know about the dates of religious festivals and events that affect their workers. They can then try to work out annual leave dates to fit those dates. For instance Muslims would celebrate the Eid- al Fitr and also practise Ramadan for a whole month once, Christians would celebrate Christmas and Easter, whilst Hindus would celebrate Diwali. Jews would celebrate Yom Kippur and also Rosh Hashanah. To help you there are special resources like diversity calendars available to help you keep track of all the different dates.

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Equality and Diversity - Essay by Duckie01

Equality and Diversity Essay

tyAssessment three
Question one
Using your own workplace or another revelvant example, describe:
a) What policies and codes of conduct are present where people work that encourage or protect equality and diversity.
Dignity at work policies are present where people work to help protect and encourage equality and diversity. There are also employment contracts and also staff handbooks that are available to show the codes of conduct that are present.

b) The expectations made of all staff in relation to equality and diversity.
Staff are expected to be treated with respect no matter what sex, age, disability etc. all staff should take this on board. Another expectation would be that all new employees aregiven the same information as current employees on their induction so that it is to teh same standards expected of all team members.

c) The expectattions made of staff who have particular and specific responsibility for equality and diversity within the work place.
The expectation for the employers and employees is that they take it on board and make sure that what the employees have been taught is put in to practice. It is also expected that the information that the employers give is the most up to date and that it is properly enforced in the workplace to make sure that it continues to exist in the workplace, usually this is the responsibility of the Line manager and also the senior manager. This will increase the workforce and increase morale. There are specific people in the workplace that have a specific responsibility for equality and diversity. HR departments set up policies that are required, they also advise on the appropriate strategy and support for dealing with breaches of equality and diversity.

Question Two
Decribe how equality and diversity can be monitered within the workplace.
It can be monitered by asking residents about the service that they recieve and how they feel about it. So feedback could be a way of monitering it. Another.

Equality, Diversity and Inclusion

Equality, Diversity and Inclusion

As the UK’s principal cultural relations organisation the British Council is strongly committed to equality, diversity and inclusion. Our work is centered on building meaningful, enduring and respectful relationships across different cultures. We cannot do this if we do not have a commitment to equality, inclusion and valuing diversity.

Our Equality policy and our Equality, Diversity and Inclusion Strategy set out how we approach the challenges of mainstreaming equality, diversity and inclusion internationally. Which means we try to make it a part of everything we do. We have developed a range of tools and initiatives to help us build diversity into our work. Some of these are described below.

In this section Mainstreaming Equality, Diversity and Inclusion

Our aim is to make diversity embedded into all our work. We have a variety of tools that enable us to do this.

We have produced a number of resources to support understanding of aspects of international equailty, diversity and inclusion.

Who we are

The Diversity unit is a core team of two people supported by colleagues who sit on working groups.

Diversity and Equality at Work

Diversity and Equality at Work. Opportunities and Challenges

Managing Equality and Diversity in the Workplace

Opportunities of Diversity and Equality in the Workplace

Challenges of Diversity in the Workplace

Introduction

Diversity in the workplace refers to recognizing, understanding, consenting, appreciating, and celebrating the dissimilarities amongst individuals with respect to their age, social class, culture, sex, capability, ethnicity, sexual orientation, and religion. Globalization is always advancing, thus requiring more collaboration and communication among individuals from various beliefs, cultures, and backgrounds than before. Currently, individuals do not live and work in a parochial market; instead, they are part of a global economy that is facing competition from about every continent. Thus, organizations require diversity in order to become more innovative and receptive to change. According to Esty, Richard, and Marcie (1995), exploiting and making the most out of diversity in the workplace has become an imperative issue for organizational management today. This paper defines diversity and equality in the context of workplace and describes associated opportunities and challenges.

Equality in the workplace is about impartiality or fairness and giving every individual a chance to participate in organizational development, and the opportunity to accomplish their potential. The Society for Human Resource Management (1998) holds that equality comes about through eliminating prejudice and discrimination. Equality reinforces accomplishment in the workplace since it goes further than just providing equal opportunities for all. It includes a promise to providing every individual with services that are of equal value to all, and understanding that this could mean providing different services to different individuals in order to accommodate their diverse needs. Both terminologies of equality and diversity have often been used interchangeably regarding the workplace. The two aspects of equality and diversity in the workplace are multifaceted and they include more than just embracing the dissimilarities amongst individuals and the equality elements protecting particular individuals from racial, ethnic, sexual orientation, disability, religion, gender, and age factors (Esty, Richard, and Marcie, 1995).

Managing Equality and Diversity in the Workplace

From conformation to inclusion, the idea of workplace equality and diversity is evolving. Workplace equality and diversity have assumed a new face and are much different from, for instance, what they were a few decades ago. Today, workplace equality and diversity are no longer exclusively about antidiscrimination complaisance—they now focus on inclusion and the effect on the outcome. Leveraging workplace equality and diversity is progressively understood as a spirited strategic reserve for competitive advantage. For that reason, Cornelius (2002) thinks, equality and diversity in the workplace need to be managed effectively to bring about the benefits that they are expected to produce.

There are numerous types of tools that organizations can employ in the workplace in order implement equality and diversity policies, and assess the effect of diversity and equality initiatives. For equality and diversity initiatives to succeed in the workplace, they ought not to be introduced as separate practices and policies, left for either a human resource department or managers to implement and manage. The triumph of equality and diversity initiatives rely on on their incorporation into the organization’s approach and culture. This way, they the two aspects can shape the manner in which business in the workplace is undertaken and the manner in which individuals in the workplace operate. Gale and Davidson (2006) hint that management of practices and policies that relate to equality and diversity conform to an organization’s viewpoints on the corporate social responsibilities and thus, these policies and practices become entrenched in the values behind the manner in which the organization operates. Consequently, the policies and practices of equality and diversity in the workplace become part of the picture represented to current employees, the prospective employees, and the public at large.

Opportunities of Diversity and Equality in the Workplace

Embracing equality and diversity is fueled by a number of anticipated opportunities, including these six reasons that enable organizations meet their strategic goals and objectives: First, equality and diversity contribute to greater compliance and flexibility in the ever-evolving marketplace. Second, the two attract and the best talent. Third, they help an organization in gaining and keeping new local and global market share with customers from diverse background (Cornelius 2002). Fourth, they enhance return on investment (ROI) from different policies, initiatives, and practices. Fifth, they help organizations to reduce e associated with low productivity, turnover, and absenteeism. Finally, based on the five benefits, equality and diversity in the workplace lead to increased sales and proceeds. Therefore, workplace diversity can be seen as having direct as well as indirect impacts on the bottom line (Cañas and Sondak 2011; Karsten 2006).

Diversity and equality in the workplace can be advantageous to both associates and the employers of the organization as they can help in reducing many lawsuits that face organizations arising from claims of workplace discrimination issues. At the same time, upholding diversity and equality in the workplace can help to increase the marketing opportunities of an organization, its recruitment, ingenuity, and its business image, and is vital for the success of an organization (Bach and Sisson, 2000). Equality and diversity in the workplace also contributes to a broader range of services from the diverse sets of experiences and skills such as languages, and understanding of cultures can allow an organization to provide service to its clients on a worldwide basis. In addition, they provide varied viewpoints, because the workforce feels at ease contributing their different viewpoints, hence providing a bigger pool of experiences and ideas. Organizations can get ideas for the large pool to meet the needs of their clients, and their business strategic needs in a more effective manner.

Diversity and equality in the workplace increases flexibility, helping organizations capable of supplying their clientele with a greater variability of solutions to various challenges from sourcing, servicing, to resource allocation. In addition, since the workforce is from different backgrounds, they each contribute individual experiences and talents and propose ideas that are adaptable to the changing markets and demands of customer. Organizations that promote equality and diversity in their workplace motivate all of their workers to perform to their utmost capability (Hubbard 2004). This ensures that organization-wide strategies be executed in better ways; ensuing higher productivity in the organization, higher profits and return on investment.

Challenges of Diversity in the Workplace

Due to the nature of the two matters, organizations experience various challenges in realizing equality and diversity. Karsten (2006) notes that many organizations realize that managing diversity is more than just recognizing differences in individuals—it involves acknowledging the significance of differences, avoiding discrimination, and pushing for inclusiveness. Therefore, the first challenge is having the right perspective about equality and diversity (Karsten 2006). The second challenge is managers losing personnel and expiring reduced work productivity because of prejudice and discrimination as well as complaints and legal battles against their organizations. Besides, negative attitudes and demeanors can be roadblocks to organizational equality and diversity since they are highly likely to harm working relationships and affect self-esteem, hence reducing work productivity (Smith 2011). In other words, managers may find it challenging addressing such negative attitudes and demeanors as prejudice, discrimination, and stereotyping, especially in relation to termination, retention, and hiring practices (Lengnick-Hall, Gaunt and Collison 2003). In these contexts, these negative attitudes and demeanors could result in costly litigation.

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Title Diversity and Equality at Work. Opportunities and Challenges Author
  • Mercy Njiru
Year 2014 Pages 6 Catalog Number V315033 ISBN (eBook) 9783668147072 File size 442 KB Language English Tags diversity equality work opportunities challenges Price (eBook) 2.99 € Quote paper
  • Mercy Njiru
, 2014, Diversity and Equality at Work. Opportunities and Challenges, Munich, GRIN Verlag, http://www.grin.com/en/e-book/315033/diversity-and-equality-at-work-opportunities-and-challenges Similar texts

Essay Sample on Equality and Diversity in Housing

Equality and Diversity in Housing

This is an explanation of the actions of the Settlement Housing Fund Initiative in providing affordable housing to residents of the city of New York particularly in Mt. Eden located in the Bronx. It presents an analysis of issues that the Settlement Housing Fund set out to resolve in the neighborhood in providing descent accommodation for residents. It also addresses the concerns of the community with regard to discrimination in the housing sector, something that has been of interest to human rights activists in New York to address discrimination against residents on account of their race or otherwise.

The Community of Mt. Eden and the New Settlement Project

The community of Mount Eden in the Bronx New York City is host to thousands of New York residents who are differentiated in their business capabilities and find themselves in a neighborhood that has a longstanding history of crime, drug abuse and various other social problem concerns. The New Settlements Apartments project is an ambitious undertaking of the Settlement Housing Fund Initiative (SHFI) an organization that is dedicated to developing affordable housing solutions in the city of New York. The group is cognizant of the diversity in New York City inhabitants. As such, it strives to maintain the assortment of both ethnic and economic composition of the residents of New York City by ensuring that development does not render some residents homeless due to their ethnic background or due to their financial incapability (Settlement Housing Fund).

Residents benefiting from the New Settlements project number about 3, 500 people distributed through 1, 022 housing units that are affordable. As mentioned earlier, the Bronx is synonymous with an assortment of criminal activity ranging from gang related activities to drug use and petty theft. However, there exist other challenges that face residents of the Mount Eden district of the Bronx. Recently, in December 2011, residents of the Mount Eden building filled the streets protesting the lack of gas in the building that had not met the regulations and standards prescribed by authorities. Their interest was particularly the inconvenience caused to them as residents of the building by the landlord who failed to fix the gas supply to the building following a fire incident (Beekman).

The major needs of residents of Mount Eden and generally the Bronx are security, education and taming the drug menace in the region. Many social problems plague the Bronx that are associated with poverty, crime and drug addiction. The rate of dropouts from schools is significantly higher than average. In most schools, in the region students must pass through metal detectors. Thereafter, they have to swipe their cards to enter the buildings. This is a procedure that is reminiscent of the prison environment which analysts purport to be an enhancer of immoral activity rather than a deterrent. Further, Drug addiction is also a major problem that youth is involved in owing to peer pressure. Notably another social problem in the city is graffiti that offenders do in the dead of the night costing the city millions that are spent in cleaning up the paint from the walls of the buildings (Rosenberg).

The New Settlements project is focused on reclaiming abandoned buildings 15 in number, coupled by the construction of one new building and acquisition of a 17th building that in total have the capacity earlier mentioned. Aside from developing units the SHFI is also involved in two community projects that are geared towards the transformation of the community of Mount Eden by providing education and social facilities aimed at improving the welfare of the community (Settlement Housing Fund).

One of the subprojects of the New Settlements project is the development of the College Access Center-an innovative state of the art campus that will serve to address the need to alleviate overcrowded schools. Secondly, the development of the Parents Action Committee is the other sub project that would serve to provide important knowledge and resources to the neighborhood's youth and families. The parents' association committee is expected to alleviate social problems to do with drug addiction and crime rates in the locality (Settlement Housing Fund).

With regard to the organization of the community development project, the New Settlements project is dedicated to working hand in hand with community members in ensuring that the project is sustainable and successful. Among the individuals that the project is in direct collaboration are; educational institutions, housing and community development organizations, businesses, youth development agencies as well as social services agencies. The general aims of the SHFI in developing these projects is to ensure that residents have access to affordable housing that is also reflective of dignified living conditions by providing social amenities. Fundamentally, through this the SHFI addresses inequalities that are brought about by diversity and financial capabilities (Settlement Housing Fund).

The mode of communication, therefore, takes the form of direct engagement with stakeholders such as union leaders in attempting to develop solutions for the rampant challenges in Mount Eden and the larger Bronx neighborhood. For instance, a tenant leader in the community of Mount Eden who heads the ‘College Avenue Tenants United' union by the name Dominga Sanchez in 2013 was all praises regarding the efforts that the New Settlement project brought to the area. He notes that basically, the greatest achievement in associating with the New Settlements project has been the acquisition of buildings from landlords that are deemed the ‘worst' given that they give no concern to the management of their buildings. Further, the community also has benefited in organizing themselves to spearhead public pressure that will hold public landlords accountable in future. Sanchez notes that it is this public mobilization of fellow tenants that brought the concerns of their neighborhood to the attention of organizations such as SHFI leading to the improvement of their living conditions and the transformation of their community (Rocchio).

This collaboration between the New Settlements project community and stakeholders ensures that flow of information through communication helps in educating residents on the action that they can take to ensure those landlords follow the laws prescribed by housing authorities. The SHFI ensures that collaboration within the community is the sole driver of community advocacy for residents to guarantee that their rights are respected by landlords in the Mount Eden region. Susan Blankley the director of housing in charge of the New Settlements project observes that the project has done well in getting rid of the ‘horrible landlords' but can do very little in dictating who takes over. This with effect places the community in a vulnerable position if such persons are as negligent as the previous owners or worse (Rocchio).

Therefore, as part of the community organizing the residents of Mount Eden are encouraged by the SHFI to organize themselves into groups that will act as checks and balances on rogue landlords who are bent on poor service delivery. As a result, the developments achieved through the New Settlements project wouldn't be at risk of diminishing. The development of a $ 100-million complex that includes; elementary school with a dance studio, music room, a rooftop garden, community center and a 75-foot swimming pool. It is one of the projects that the residents have to place a watchful eye over to ensure that they are well managed so that they benefit the Mount Eden community at large (Mount Eden Children's Academy).

Whereas the community project provides a service that in essence strives to address the needs of the community in general, it is apparent that the New Settlements project falls short in one element that is crucial in ensuring that the community of Mt. Eden enjoys the facilities that the project presents. This element has to do with the concern that the management of the facilities is left to the new owners of the buildings that have been renovated or constructed. Whereas the SHFI is dedicated to delivering quality affordable housing to the community of Mt. Eden, it is incapacitated in that it cannot hold accountable individuals who take control of the facilities after the upgrade is complete. Thus, it is a daunting task for the authorities to ensure that landlords who take over stick to the stipulated regulations with regard to housing laws in sustaining and managing the facilities developed through the New Settlements project (Rocchio).

On the other hand, the New Settlements projects meet the needs of the community of Mt. Eden with regard to the provision of affordable housing that also ensures that the residents lead a dignified life despite their ethnic backgrounds and financial capabilities. This is in line with the general mandate, vision and mission of the SHFI. Moreover, this fact is symptomatic in the composition of the Mount Eldon Children's Academy that gives an opportunity to children from ethnic communities that have long through North American history been marginalized in terms of discrimination particularly to do with social inequalities that relate to diversity. The school has no White students nor Asian students; however, its majority is composed of Hispanic students at 77% and African-American students at 20%. Other than that it is composed of up to 11% English learning students an indication that the school is dedicated to giving opportunity for education to the marginalized in the community (Mount Eden Children's Academy).

Communication is also key in ensuring the sustainability and responsible management of the New Settlements community projects. This has been a key concern of the SHFI that led to calls that would help in mobilizing community members and beneficiaries of the New Settlements project to take part in the management and sustenance of the New Settlement community projects. For instance, the SHFI encourages the community members to form lobby groups that act as watchdogs over rogue landlords who neglect the management of the facilities developed through the New Settlement project (Rocchio).

Legislation that pertains to discrimination in housing particularly in the New York City has been the cause of activism by human rights groups especially in the early 1990's sparked by the activities at the time by landlords in New York discriminating against Black and Hispanic households. Centrally, the discrimination is of a nature such as to deny the purchaser or tenant the right to purchase property or rent housing due to their race. The calls by human rights organizations led to the development of laws that protect people from ethnic discrimination whenever seeking to purchase or rent property in New York City (Schill 993).

Martin concurs that these discrimination laws have been effective in taming unruly discrimination in the housing industry especially in the City of New York on grounds such as religion, sex, national origin, race, sexual orientation and so forth. Hence, organizations such as the SHFI's efforts in ensuring that there is affordable housing for residents of the Mt. Eden community through the New Settlements project tows line with the current regulations in place that prohibit discrimination against individuals in the housing industry (Martin 1).

Other scholars such as Morris and Mathias of the United States Senate observe that the fair housing legislation is not an easy thing to implement but it has borne fruits for the United States as discrimination against persons due to their financial status or ethnic makeup has been addressed through fair housing projects such as the New Settlements project (Mathias and Morris 21).

On the downside, the efforts of the New Settlement development project has very little to be mentioned with respect to discrimination meted on persons with disabilities that are as well a pre-requisite of the housing rules within the city of New York (Martin 2). According to the management of the Mt. Eden Children's Academy, a portion of their students' fraternity is composed of disabled children although they do not mention disabilities. It is, therefore, an interest that the New Settlements project may have fallen short of consideration in terms of dealing with discrimination against the disabled (Mount Eden Children's Academy).

Notably, the legislation in place with regard to discrimination against the disabled is very clear which among other violations states that it is a violation for developers to construct buildings without door large enough to enable a wheelchair to pass through or sufficient Kitchen and bathroom clear floor areas for the physically disabled (Martin 2). According to Herrion, persons with disabilities have the right to ask for or request for and receive reasonable accommodation from housing providers by law. Further, that human rights activism for the enactment of laws against discrimination of the disabled in the housing industry is meant to protect the rights of persons with disabilities and also helps in removing discrimination from their lives (Herrion 1301).

Conclusion and Recommendations

Principally, the report has established that the New Settlement Project is a blessing that has uplifted the living standards of the Mt. Eden community. In effect with respect to the community's needs, the report finds that the community of Mt. Eden has benefited from affordable housing that addressed issues of inequality and discrimination that was a characteristic of the Bronx and New York City housing in general 20 years before the commencement of the project in the 1990s (Rocchio). Nonetheless, the project's success can only be realized through appropriate management of the resources as discussed. Equally, the project fell short in addressing discrimination concerns especially on persons with disabilities. Therefore, it is the recommendation of the report that the organizers of the New Settlement Project make appropriate steps in addressing this pertinent interest as it touches on fundamental human rights. Moreover, just as racial discrimination in the housing industry is a driver for the SHFI's vision to address this discrimination by providing affordable housing; it goes without argument that people living with disabilities deserve the same treatment when it comes to ensuring their rights, as well.

Works Cited

Beekman, Daniel. "Tenants at Mount Eden building in Bronx sue landlord, protest lack of cooking gas before Christmas." New York Daily News (2011). Web. 7 February 2014.

Herrion, John P. "Developments in Housing Law and reasonable Accomodations for New York City Residents with Disabilities." Fordham Urban Law Journal 27.4 (1999): 1295-1302.

Martin, Robert A. "Fair Housing Cases Show Breadth of Discrimination Laws." New York Law Journal 250.18 (2013): 1-2.

Mathias, Charles and Marion Morris. "Fair Housing Legislation: Not an Easy Row To Hoe." A Journal of Policy Development and Research 4.3 (1999): 21-32.

Mount Eden Children's Academy. Inside Schools: Your Independent guide to NYC public schools. n.d. Web. 7 February 2014.

Rocchio, Patrick. "Ount Eden Tenants hopeful now that "worst" landlord is out." Bronx Times (2013). Web. 7 February 2014.

Rosenberg, Noah. "Keeping a Watchful eye on a Part of the Bronx." The New York Times (2011). Web. 7 February 2014.

Schill, Michael H. "Local Enforcement of Laws Prohibiting Discrimination in Housing: The New York City Human Rights Commission." Fordham Urban Law Journal 23.4 (1995): 991-1030.

Settlement Housing Fund. Building neighborhoods with affordable housing and community programs. 2014. Web. 7 February 2014.

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