Essays on Equal Opportunities Policies Discrimination at the Place of Work Coursework

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The paper "Equal Opportunities Policies Discrimination at the Place of Work" is a good example of social science coursework.   Many organizations have come up with several policies that can reduce the rate of discrimination at places of work. The law has also set up rules that provide the guidelines as to when the discrimination is unlawful. Despite criticism that is being put on the failure of the policies to curb the discrimination, equal opportunity policy still has several advantages. The policy outlines a legal duty of the employers in providing to provide a working environment free from sexual harassment, discrimination and vilification.

All these behaviors should not be tolerated in the workplace. Some of the reason for the steps to minimize or prevent such behaviors may include: the establishment of staff education and training, implementation of appropriate practices and policies and establish complaint and grievance handling procedures. Equal opportunity principles have resulted in good business senses which include the good working relationship, improved production and better delivery of services to the customers. There is a reduced rate of labour turnover, reduced training costs reduction in costs of legal liability. Both equal opportunity and non-discrimination are entrenched in the principle that all decisions on employment on the individual ability to perform a duty in a question without regarding any personal characteristics that are not related to innate requirements of the work.

On contrary, discrimination can be defined as any difference exclusion or favorites which have nullifying effect or damaging equality of opportunity or any treatment in occupation or employment and made on the basis of the personality including color, race, gender, political opinion, religion, age, disability sexual orientation and HIV status. Discrimination may take several forms and may have an effect on the treatment of employees and access to employment once the employees are employed.

It may be indirect or direct and is experienced in different sectors and cultural settings. Several companies have identified ways in which inequality is experience. One of the policies that inequality is manifested is during recruitment and selection. In order to curb this, most corporate organizations have come up with ways of this. It includes starting programmes that encourage applications from different communities which are not properly represented in the organization.

Another area is to provide training opportunities to and development to employees to create awareness on how discrimination occurs and provide ways of avoiding them. There should be flexible working hours, provision of childcare facilities that assists women and men to meet their domestic chores and focus their energies on their careers. The needs of special people should be considered and given proper support. Where job discrimination occurs It arises in various situations that are related to work. Some of the situations include the ability to access some occupations and having access to vocational support and training.

It can further occur with respect to conditions relating to employment, for instance, hours of work and rest, remuneration paid holidays, the security of tenure, safety and occupational health. It can also arise through victimization and harassment. Discrimination may occur at a place of work in different settings. It can exist in an urban environment or in rural agricultural business.

References

Kirton, G. and Greene, A-M (2010) The Dynamics of Managing Diversity, Oxford: Elsevier Butterworth-Heineman

Cockburn, C. (2009). Equal opportunities: the short and long agenda‘. Industrial Relations Journal. 20/3: 213-25.

Cockburn, C. (2011) In the Way of Women, Basingstoke: Macmillan.

Collinson, D.Knights, D and Collinson, M (2010). Managing to Discriminate. London:

Crompton R (2006) Flexible working and the family British journal of Sociology Volume 53, issue 4, pp537-558.

Doherty, L. (2008). Work-life balance initiatives: implications for women‘. Employee Relations, 26, 4: 433-52.

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