Posted: March 3rd, 2020

Managing Diversity versus Equal Opportunity

The management of diversity goes beyond equal opportunity. Instead of merely allowing a greater range of people the opportunity to ‘fit in’ or to be an honorary ‘large, white male’, the concept of diversity embodies the belief that people should be valued for their difference and variety. Diversity is perceived to enrich an organization’s human capital. Whereas equal opportunity focuses on various disadvantaged groups, the management of diversity is about individuals.
It entails a minimization of cloning in selection and promotion procedures and a model aimed at finding flexible employees. Benefits of Diversity in the Workplace Diversity is beneficial to both associates and employers. Although associates are interdependent in the workplace, respecting individual differences can increase productivity. Diversity in the workplace can reduce lawsuits and increase marketing opportunities, recruitment, creativity, and business image.
In an era when flexibility and creativity are keys to competitiveness, diversity is critical for an organization’s success. Also, the consequences (loss of time and money) should not be overlooked. Challenges of Diversity in the Workplace There are challenges to managing a diverse work population. Managing diversity is more than simply acknowledging differences in people. It involves recognizing the value of differences, combating discrimination, and promoting inclusiveness.

Managers may also be challenged with losses in personnel and work productivity due to prejudice and discrimination and complaints and legal actions against the organization. Negative attitudes and behaviors can be barriers to organizational diversity because they can harm working relationships and damage morale and work productivity. Negative attitudes and behaviors in the workplace include prejudice, stereotyping, and discrimination, which should never be used by management for hiring, retention, and termination practices (could lead to costly litigation). Cases of Discrimination and role of HRM
Discriminatory Recruitment Practices: The Word of mouth dissemination of information about job opportunities when your work force is all white or all members of some other classes reduces the likelihood that others will become aware of the jobs and thus apply for them. Other practices include misleading information and Help wanted Ads gender specific. Discriminatory Selection Standards: These include Educational requirements, Tests, Preference to Relatives, Height, weight and physical characteristics, Arrest records, Application forms and discharge due to garnishment.
Treatment Discrimination occurs after a person is hired and takes the form of limiting opportunities (e. g. , training, promotion, rewards) or harassing certain individuals because of who they are (e. g. , women, members of a racial or ethnic minority). Sexual harassment occurs most often against women in the work place. This takes many forms, from unwanted off-color jokes and comments, to outright unwanted sexual propositions and touching, to offers for job rewards in exchange for sexual favors. Other cases of Discrimination include discriminatory promotion, transfer, and Layoff Practices.

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