Appreciate the distinction between equal opportunities and managing diversity hrm, equality and diversity newer approach is that of managing diversity, or. Keywords equal employment opportunity, finance industry, human resource management, managing diversity, women in management a firmative action (equal employment opportunity for women) act 1986. Utilising existing human resource management (hrm) theory and practice, it contextualises it to the tourism and hospitality industries by looking at the specific employment practices of these industries, such as how to manage tour reps or working in the airline industry. (tick) 1 explain guest's model of hrm 13 discuss the implications of health and safety legislation on human resources practices 42 discuss the types of flexibility which may be developed by an organisation 23 compare the approaches to managing equal opportunities and managing diversity lo 4 41 explain how a model of flexibility might be.
Another difference between managing diversity and equal opportunity is the objective of tow approach the goal of eo approach is to present social justice, human right and correct errors that have been made previously in the past: to correct an imbalance, an injustice, a mistake (thomas, 1990, p 108. Diversity definition: the understanding that every individual is unique and we must take into account everyone to build a society that is diverse and at its richest there are two main approaches when looking at diversity in organisations equal opportunities approach and managing diversity approach.
Everyone should have a right to equal access to employment and, when employed, should have equal pay and equal access to training and development here you'll find information on equal opportunities, managing diversity and inclusion. Therefore, in harrods the approaches for managing equal opportunity and diversity have been working simultaneously for instance, in recruitment, the hrm source talents from all over the country using different media for advertisement in line with equality and employment legislation.
Managing diversity is about more than equal employment opportunity and affirmative action (losyk 1996) managers should expect change to be slow, while at the same time encouraging change (koonce 2001. Equal opportunity employment refers to the employer's approach to ensure the practice of being fair and impartial in the employment process. Tion's focused and planned approach to managing diversity and equality helped increase the firm's competitiveness compared to the pluralist organization where diversity was regarded as a public relations tool and not a core element that created competitive advantage.
The discussion on opportunities and challenges of human resource management, the function of hrplanning as the strategic drive of hr management performance, and the practices towards eﬀective utiliza. This indicates that equal opportunities and management of diversity in organizations is among the most important practices in present-day human resource management with a projected increase in levels of diversity in the uk population, as well as other parts of the world, it will be inevitable for organizations to have a diverse workforce. Hrm area and what hrm approaches are appropriate to manage diversity effectively we argue that the reason for this absence is actually a lack of effective hr diversity management practices in organizations. Equal employment opportunity is a term used by the federal government to refer to employment practices that ensure nondiscrimination based on race, color, national origin, sex, sexual orientation, gender identity, physical or mental ability, religion, medical condition, ancestry, marital status, pregnancy, genetic information, veteran status or.
Abstract the aim of this paper is to analyze the similarities and the differences between two popular approaches in today's human resource management: equal opportunities approach and managing diversity approach. Recruit, hire, and promote with eeo principles in mind, by implementing practices designed to widen and diversify the pool of candidates considered for employment openings, including openings in upper level management. The university of california is an equal opportunity / affirmative action employer with a strong institutional commitment to the achievement of excellence and diversity among its faculty and staff all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, disability. Equal opportunities and managing diversity approaches have strengths and weaknesses as well as some similarities and differences, coupled with some contrasts this paper will give the comparison and the contrast between the strengths and weaknesses of these two approaches.
8) the managing diversity approach concentrates on the positive action as the equal opportunities this strategy goes beyond the law, focusing on the differences between people, who are considered as added value in an organization. The institute of food and agricultural sciences (ifas) is an equal opportunity institution authorized to provide research, educational information and other services only to individuals and institutions that function with non-discrimination with respect to race, creed, color, religion, age, disability, sex, sexual orientation, marital status. Equal employment opportunity policies were introduced in australia in the 1980s in response to women's disadvantaged workforce position australia's unique form of affirmative action was underpinned by legislation, and aimed to promote gender equity in the workplace via employer action.
While the managing diversity approach focuses more on business efficiency, the equal opportunities approach concentrates on equal treatment of employees in a bureaucratic sense the paper begins with definitions of both approaches continues with explaining differences and similarities of both approaches comparatively. This article assesses the 'managing diversity' (md) approach in australia, examining its drivers, discussing its relationship to legislation designed to promote equity, and examining it as a set of management practices it has been plausibly argued, on efficiency grounds, that responsibility for.