Equal Opportunities and Diversity

Equality
Equality is giving everyone within an organisation the same opportunities as each other. This means that every employee should have the same opportunities as one another. This means that every employee should have the same chance to benefit from any opportunities that arise in the workforce, such as a promotion. (Mullins, 2010)

Diversity
When you have a diversity within an organisation, you have a range of differences that differentiate people within your organisation from one another. This could be through their gender, age, religious beleifs or ethnic origin. Diversity can be both good and bad for organisations. Diversity can be split into three different types: social, informational and value. (Mullins, 2010)

Social diversity relates to differences in demographics such as an individuals age and race. This type of diversity is known as a surface level diversity. This means that this type of diversity describes the make-up of the particular group. (Mullins, 2010)

Informational diversity relates to the differences in background between the group which relates to education and knowledge. This type of diversity is also know as a surface level of diversty along with social diversity. (Mullins, 2010)

Value diversity relates to the differences in the individuals attitudes, personality and values within the group. This type of diversity is known as the deep level of diversity. (Mullins, 2010)

When dealing with diversity within a group or organisation, you need to understand the differences within the group, respect an individuals differences and identify individual needs for each individual within the group. (Mullins, 2010)


The difference between Equality and Diversity

There are several differences between equality and diversity.

The main difference is that equality is trying to get the employer to offer the same opportunities to all members of staff. Diversity on the other hand is trying to get employers to identify an individuals differences from the rest of the group and is trying to get employers to identify the different needs for each individual. (Mullins, 2010)

Diversity tries to persuade the employer to treat each employee differently relating to their individual needs and differences from the rest of the group, where as equality is trying to get employers to treat all employees the same and offer them the same opportunities as eachother. (Mullins, 2010)


Age Legislation - Impacts on Employers

• With the new age legislation, employers will have to deal with a more diverse workforce. The age range within the group will increase and employers will have to arrange their team to fit in a wide range of ages.
• Employers may have to adapt their working environment to make it suitable for a wider range of people with different ages.
• Potentially employers will have to keep staff working for longer because people aren't forced to retire at 65. This means that employers will have a lower staff turnover, saving the employer money on recruitment costs.

Stereotypes

Younger People

Older People

Young people aren't good at working: A stereotype about young people is that they dont like working so will do anything to get out of working. Young people aren't as experienced as old people: Another stereotype about younger people is that they dont have any experience about working. Young people less relble: A third stereotype of young people is that they're not reliable enough to keep a job. People beleive that young employees are less reliable than older people because of their social lives and the way they act.

Old people are slow and weak: A stereotype about old people is that they're slow and weak and are uncappable of working. Old people are less reliable: Another sterotype for old people is that they're not as reliable because they may forget information or might lose their hearing, strength or other things that may prevent them from functioning properly.

One idea as to how organisations can attempt to change these attitudes is by treating all of its staff as the same, no matter what age they are. This will help to promote equality and help to chnage the attitudes towards younger and older workers.

Another idea is to actively promote their recruitment process to all age groups. This will attract different ages and will show people that anyone can, no mater what age they are, are capable of working effectively.


Marks & Spencer - Equal Opportunities
Marks & Spencer are feel very strongly about equality within the workplace from the start, right through to the end of their employees career. Marks & Spencer contantly promote equal opportunities within their workforce and provide all of their staff with information about their equal opportunities policy along with information as to what you can do if you feel that these policies aren't being carried out properly. (M&S, n.d.)

Marks & Spencer always promote their equal opportunities and ensure that ebveryone who works at M&S receives the same treatment from the moment they join Marks & Spencers, till the moment they leave; regardless of age, colour, disability, gender, race, sexual orientation, hours of work, marital status, national origin, political opinions and religious beliefs. (M&S, n.d.)

Conclusion
Businesses need to consider both diversity and equal opportunities when dealing with their employees. Businesses need to get the balance right to make sure their employees feel like they're being treated fairly. If businesses get the balance between diversity and equality wrong, then employees may feel like they're not being treated fairly; which could lead to a decrease in performance and productivity.


Bibliography

M&S (n.d.) Equal Opportunities & you [PDF]. MarksandSpencer. Available from: http://corporate.marksandspencer.com/documents/how_we_do_business/equal_opps_policy.pdf [Accessed: 27th February 2012].

Mullins, L.J. (2010) Management & Organisational Behavior. 9th ed.