Diversity & Equal Opportunities Part 2

Diversity & Equal Opportunities Part 2

1. Equal Employment Opportunities

   • Liberal Approach
     • everyone is given equal opportunities
       • merit
       • ability
     • OrgN remove all obstacles
       • family friendly policies & practices
     • Key problems face
       • mgt styles stereotypes of men & women
       • informal networks beyond the reach of women
       • mismatch of policies & practice in reality
   • Radical Approach
     • equality of sexes
       • abilities
       • talent
     • evidence of discrimination
       • OrgN responsibility to bring equality
     • Mgr should be educated and trained
       • to raise awareness of issues and situations
     • Key problems
       • legality of +ve discrimination
       • OrgN efficiency
         • efficiency may be compromised
       • problems with re-educating mgrs
         • genuine change in attitudes across all mgrs -impossible
       • shifting discrimination practices
         • discriminate males

2. Business case

   • makes good biz sense (not social justice)
   • Labour market conditions
     • reduction of talent pool - tight market
     • "take our daughters/ children"
   • Retention issues
     • retain contact with women who left orgN
       • provide training
     • flexi work admitted into partnership
   • Enhance company image
   • Product devt
     • ability to develop products for the female market
   • Changing mgt style
     • orgN move away from bureaucratic system
       • women mgt styles become more sought after
   • Limitations
     • applies to certain situations and labour market conditions
       • equality not applicable to whole orgN
       • labour market worsen look for skill not gender
     • does not apply to unskilled and semi-skilled jobs
       • no lack of labour supply
     • male dominated work environment
       • justify discrimination of women
     • changing culture is extremely difficult