Essays on The Concept of Equal Employment Term Paper

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The paper 'The Concept of Equal Employment' is a wonderful example of a business term paper. The paper focuses on the issue of the protection of equal employment opportunities in China and Australia. It further compares the approaches followed by these two countries regarding providing equal employment opportunities in the workplace. The paper would first understand the concept of equal employment opportunity and follow the employment trends in China and Australia. Thereafter, the paper would concentrate on finding out the regulations followed by these two countries to protect equal employment opportunities.

In the later sections, the approaches followed by these two countries would be compared to find out the underlying weaknesses or strengths of the systems. As discrimination is based on various parameters such as gender, race, nationalities, disabilities, etc. and it is difficult to compare all these parameters in this paper, only one issue i. e. of gender discrimination is being studied in detail in the latter half of the paper. It is believed that China has less stringent legislation with regards to employee protection as compared to developed economies like Australia.

This paper would also try to understand whether such an assumption is true or not. Definitions and theoretical issues Equal employment opportunity is also defined as an approach by most of the employers for ensuring impartial and fair in the process of giving employment to prospective people. "Equal Opportunity Employment" was coined by President Lyndon B. Johnson at the time of signing Executive Order 11246 that was created for prohibiting federal contractors against discriminating and keeping the basis sex, race, creed, color, religion, or even national on the same podium.

The scope also covers the discrimination made on the criterion of minority status (Kramar 1995). The term refers to any form or kind of biases, prejudice, or favoritism, which can be done on the basis of race, disability, age, sexuality, sex, Marital status, and pregnancy for employing people. It also states that no one should be treated or made to look less favorable. Many countries in the world have implemented the Equal Opportunity Act. This move by the organization has made it mandatory for employers to treat everyone fairly (Liff 1999). The increasing number of employees in an organization and with increased globalization, varied or diverse workforce is the need of the hour i. e.

people from a diverse background or with varied educational backgrounds, race, age groups, abilities, gender, etc get together to work for an organization with a common objective. Thus it becomes a responsibility of the organization for creating an equal podium, which is free of discrimination (Thomas 1996). Equal opportunity is also defined as dealing with people fairly and equally excluding the factor of race, sex, religion, age, or disability.

It is also providing women equal access and treatment at the workplace. This compels the employees to be protected against ill-treatment or harassment by the employers. The principles of Equal Employment Opportunity also help respect and realize the actual worth of an individual for his skills, knowledge, merit, and abilities. This also needs all the employees to be it temporary, permanent, contractual, etc to be covered under the policy. It is necessary to ensure that Equal employment opportunity is giving fair access to the people for opportunities for their development. It also helps ensure industry, organization, and society.

It also encourages the disabled or disadvantaged a fair opportunity in comparison to the others (Kirton & Greene 2005).

References

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French, E., Strachan, G. & Burgess, J. 2010, 'The theoretical and policy context for diversity: Conflicting beliefs and competing ideals' in G. Strachan, E. French and J. Burgess (eds), Managing Diversity in Australia: Theory and Practice, McGraw Hill, Sydney.

Giles, J., Park, A. & Cai, F. 2006, ‘Re-employment of dislocated workers in urban China: the roles of information and incentives’, Journal of Comparative

Granik, D. 1991, ‘Multiple labour markets in the industrial state enterprise sector’ China Quarterly, vol. 126, pp. 269-89.

Kirton, G. & Greene, A. 2005, ‘The Dynamics of Managing Diversity: A Critical Approach,’ 2nd edition, Elsevier, Amsterdam.

Kramar, R. 1995, 'Equal employment opportunity: An essential and integral part of good human resource management' in G O'Neill & R.Kramar (eds), Australian Human Resources Management: Current Trends in Management Practice, McGraw-Hill, London and New York, pp. 223-241.

Li, Lin 2007, ‘Survey: Employment discrimination persists in China’, Xinhua News Agency, viewed 5 July 2010, .

Liff, S. 1999, 'Diversity and equal opportunities: Room for a constructive compromise?', Human Resource Management Journal, vol. 9, no. 1, pp. 65-75.

Poiner, G. & Wills, S. 1991, ‘The Gifthorse: A Critical look at Equal Employment Opportunity in Australia,’ Allen and Unwin, Sydney.

Qian, Y. 2003, ‘How reform worked in China’ in Rordrik, D. (ed), In Search of Prosperity: Analytic Narratives on Economic Growth, Princeton, Princeton

Ronalds, C. & Pepper, R. 2004, ‘Discrimination Law and Practice,’ 2nd edition, Federation Press, Sydney.

Ronalds, C. 1991, ‘Affirmative Action and Sex Discrimination: A Handbook on Legal Rights for Women,’ Pluto Press, Sydney.

Thomas, R. 1996, ‘Redefining Diversity,’ American Management Association, New York.

Thomas, R. 2001, 'From affirmative action to affirming diversity' in Harvard Business Review on Managing Diversity, pp. 1-32.

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Zimmerman, James 2008, ‘Labour Law: Trends and Practices in China’, In Regulating Enterprise: The Regulatory Impact on Doing Business in China, The Foundation for Law, Justice and Society in collaboration with The Centre for Socio-Legal Studies, University of Oxford

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