diversity Flashcards

1
Q

benefits of diversity

A

Could potentially see an Increase in productivity - everyone brings their own way of thinking - leading to better decision making and motivation.
Employees feel included - this leads to better employee relation, less conflict
An organisation known for its ethics/fair employment practices/appreciation of diverse talent is better able to attract a wider pool of qualified applicants - this allows them the opportunity to select a higher quality candidate
By ensuring that diversity is evident in all levels of hierarchy - this may gain recognition from independent organisations which allows further publicity
Customers can relate to workers with similar backgrounds/culture - achieving improved customer satisfaction/trust - which will ensure customer loyalty and increased sales
Utilising employees’ understanding of cultural nuances can minimise barriers to growth overseas
Allowing different management perspectives to be drawn on, will be beneficial in planning and strategy - allows competitive advantage
Allows employees insight into other cultures - should lead to increased tolerance/mutual respect and better working relationships - reduces the likelihood of conflict or facilitates and easier road to conflict resolution
A multigenerational working environment offers employees the opportunity to learn from each other leading to a more flexible workforce

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2
Q

disadvantages of diversity

A

Management may need to provide training and educate employees - which is costly and time consuming
Other organisations may choose only to do business with companies which embrace diversity - could lead to lucrative business opportunities
There may be difficulty changing/transitioning - old ways of thinking and entrenched prejudices may create tension and conflict.barriers to change
As cultures collide there may be a misinterpretation of meanings eg what may be funny to one culture may be disrespectful to another which could disrupts productivity

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3
Q

equality act 2010 about

A

Equality and diversity is the current term used for equal opportunities

Discrimination can be against any of the 9 protected characteristics e.g race, gender , disability etc.

Equality = there is equal rights to all individuals

Diversity = different from the normal or what is expected

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4
Q

types of discrinimation

A

Direct discrimination - discrimination against any of the protected characteristics

Discrimination by association - a person is discriminated against e.g not getting promotion due to them being associated with someone with a certain PC.

Discrimination by perception - when a person possesses a certain PC and others assume e.g will not be able to do a particular task.

Indirect discrimination - when there is a rule or policy that applies to everyone but gives a disadvantage to those with a PC

Harassment- If someone sees something that offends them which is associated with a protected characteristic they have the right to complain. Even although it does not directly affect them.

Victimisation- someone is treated badly due to them making a complaint or supporting someone who has made a complaint. And they have cause to take out a grievance under the act

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5
Q

equality act recruitment

A

Adverts - They must not include bias terminology/wording - staff need to be trained to ensure adverts are appropriate.
However, an employer can ask for a specific characteristic e.g someone who has a hearing impairment, if it is an essential characteristic for a job e.g working with children with hearing difficulties.
Businesses cannot solely advertise in one area e.g a female oriented magazines- business might have to increase the amount and range of advertising.
To make buildings accessible for all candidates - may have to rent suitable premises
Applicants need to be available in different formats e.g larger text/different fonts - initially could be time consuming to set up.
Adverts cannot ask about candidates sexual orientation during the interview - so standardised procedures need to be created.
An employer cannot request details of a candidates health at the initial stages of recruitment- however the employer must check with candidates they are able to access any assessments that are required
An employer can take positive action to assist people who are disadvantaged or underrepresented in employment.
An employer is allowed to ask if an applicant is disabled to ensure candidate benefits from any action the er has taken to improve employment rate of disabled people eg guaranteed interview scheme
A job offer can be made conditionally upon candidate meeting ers health requirements.
If using tests extra time can be given to those candidates who need additional support. - this can make the process longer.

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6
Q

barriers for women and other groups

A

Research has shown that women who do not conform to traditional feminine expectation,
by holding authority and working in fields dominated by men are often subject to sexual
harassment

There are cases whereby women have to provide more evidence of their competence then
man, having to spend more time and effort in getting to the same level as their male
counterparts in their place of work

It can be difficult for women to reach boardroom level (Directorships) and often are
paid less, working on a more part time basis than their male counterparts

Often women work in clerical, service and professional occupations, this leads to male
dominated industries, whereby women find it difficult to climb the ladder

There are clear distinctions between the degrees chosen by men and women, which lead
them into different fields- again, leading to male dominated industries

Research has shown that employment rates amongst people from BME
backgrounds were 12% lower than their white counterparts – if people cannot get employment they struggle to get promotion

Even in higher female dominated careers - there is evidence of the “Glass
Escalator” effect as opposed to the glass ceiling effect for men – meaning men rise within the ranks in an organisation faster than women

Many women do not stay any length of time in their job where they know the
chances of them being promoted over their male counterparts are slim

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7
Q

mitigation

A

Treat all employees fairly and equally and to be aware of the contents of the Act

Produce and Equality policy – gives people confidence in knowing that the business is serious about equality; sets out minimum standards that have to be adhered to

The employer is responsible for training employees, if employees act inappropriately and don’t follow the guidelines after receiving training, then the employee is responsible for their own action not the business

Working with trade unions; have a fair and transparent pay spine and benefits scheme – conduct equal pay audits

Written policies should be made available to all employees

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