Use this to develop a holistic approach for managing equality and diversity in your organisation.
Professors Savita Kumra and Simonetta Manfredi argue that the importance of managing equality and diversity effectively in the workplace has never been so critical for organisations. They claim that:
The focus in managing work–life balance has shifted from work–family issues to a more inclusive idea of work–life balance to help all workers to combine paid work with personal life.
The implications for the employment practices of religious rights of workers have generated significant debate and interest on the freedom of religion as well as freedom from non-religion in the workplace.
The introduction of protection against age discrimination is part of a wider strategy to extend working lives.
Although research has indicated that there is a significant increase in the number of women embarking on professional careers, there is no comparative increase in the numbers of women reaching management or executive in their chosen profession.
There are misconceptions about the numbers of immigrants entering the UK and the lack of contribution they make to society.
Quota systems for employing people in protected categories, such as for people with disabilities, are failing the individuals they set out to protect.
Kumra and Manfredi claim that the more aware managers are of the diversity that exists within their organisation, and the key theoretical approaches that aid understanding of this, the more able they will be to react and respond in a coherent and reasoned manner.
Kumra and Manfredi argue that their perspectives on equality and diversity constitute debates that managers will need to engage with in order to align their labour needs with what is available. To do this you need to:
Failing to address any of the above issues may result in prosecution for failing to comply with the laws of the day, bad public relations and loss of customers.