Human Resource Management Tools

Equal Opportunities and Diversity  May 27, 2010 – 12:47 pm
Document Sample scope of work template

By D. Torrington, L. Hall and S. Taylor

SYPNOSIS

Week 12’s article is a chapter out of Human Resource Management textbook by Torrington, Hall and Taylor. First the chapter starts with identifying five main socially defined minority groups: women, racial/ethnic minorities, disabled people, older people and individuals who are lesbian, gay, bisexual or transsexual. The authors’ then progress to discuss the two approaches to managing diversity: the equal opportunities approach and the management of diversity approach and suggest issues with both approaches. A framework which identifies the stages that organisations evolve through when becoming a multicultural organisation is also provided. The being: the exclusionary organisation, the club, the compliance organisation, the affirmative action organisation, the redefining organisation and at last, the multicultural organisation. Finally, the authors’ propose equal opportunities and managing diversity strategies, policies and plans, in addition to a process for managing diversity.

CRITIQUE

I think this chapter could have benefitted from including the diversity of work style. Everybody works in diverse ways and often gender, race, ethnicity, abilities and age are the triggers behind it. The style of how a person works definitely has the ability to impact upon them either positively or negatively. Also, the article failed to mention the diversity of personalities and appearances. This is another discrepancy that can certainly lead to discrimination e.g. the dumb blonde stereotype. However, on a positive note, I appreciated the way this article was very well sourced from many trustworthy academic journals.

Source: Tuckeracqu's Blog

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