equality and diveristy Flashcards
impact of promoting diversity in the workplace (12)
A diverse workforce demonstrates a commitment to equality and fairness, which can enhance the company’s reputation and brand image.
There is an increased risk of cultural clashes as different employees may dislike each other. This leads to arguments and increased tension in the workplace, time is waster trying to solve the disputes.
Can take longer during the recruitment process to recruit employees who are diverse
Employees are more likely to stay with an organisation where they feel respected meaning companies can reduce turnover rates and the costs of recruiting and training new employees.
It may be difficult to move towards a more diverse workforce due to the culture and resistors to change
A diverse workforce encourages creativity and innovation which can lead to new ideas, and solutions that cater to a broader range of customers.
diverse workforce tends to approach problems from various viewpoints, leading to more effective problem-solving. Thus, decision making can also be improved giving the company a competitive edge.
Having a diverse workforce will allow employees to feel valued and included leading to increased motivation and job satisfaction.
helps organisations comply with anti-discrimination laws and regulations meaning they can avoid costly lawsuits.
By promoting diversity organisations can access a larger talent pool. This allows them to attract and retain top talent, ensuring they have access to a wider range of skills and expertise.
A diverse workforce can help companies connect with diverse customer segments. This insight can help companies to expand into new markets.
Management may need to prove additional training opportunities to educate employees about the diverse workforce = costly and time consuming
impact of the equality act on an organisation (10)
Adverts cannot ask about candidates’ sexual orientation during an interview, so procedures for asking interview questions will need to be created (1).
An employer cannot request details on a candidate’s health in the initial stage of the recruitment however, employer must check with candidates that they are able to access any assessment that requires to be undertaken as part of the assessment process (1). An employer can take ‘positive action’ to assist people who are disadvantaged or underrepresented in employment for example disabled (1).
A job offer can be made conditional upon the successful applicant meeting the employer’s health or other requirements. If an employer after identifying an applicant’s disability or health withdraws a job offer, solely on this basis, this would be discrimination (1).
A person who has applied for a job can make a complaint to the equality and human rights commission if they feel they have been discriminated against so the organisation could be fined (1).
Adverts must not include a bias terminology/wording e.g. gender specification. Staff would require training to ensure adverts are appropriate (1).
Business cannot solely advertise in one area for example female magazine meaning the business has to increase the amount of advertising it does which may lead to additional costs. (1).
To make buildings accessible for all candidates, during interviews organisations may need to rent additional premises (1). Interview venue should allow access for the disabled if required meaning the organisations may need to put in a ramp (1).
Organisations must ensure that application forms are available in different formats for example large text, which can be time consuming to change (1).
If using tests – provide extra time for applicants with additional support needs, making interview process longer (1).
types of discrimination (6)
Direct discrimination is treating someone less favourably than another person because of their protected characteristic for example, refusing to serve a customer because of their religion. (1)
Discrimination by association is discriminating against someone because of their connection with a person who possesses a protected characteristic. (1)
Discrimination by perception is discriminating against someone because others think they possess a particular protected characteristic (1).
Indirect discrimination occurs when you have a rule or policy that applied to everyone but disadvantages a particular protected characterises (1)
Harassment is maki jokes or simple thoughtless comments about someone with a particular protected characteristic (1)
Victimisation is where someone is treated badly because they have made supported a complaint or grievance under the quality act (1)
protected characteristics under the equality act
race
sex
gender reassignment
disability
religion or belief
age
sexual orientation
Marriage or civil partnership
pregnancy and maternity
challenges of equality issues (5)
- stereotypes influence hiring and treatment of employers = unequal opportunity
- glass ceiling invisible barrier preventing minorities to top roles = increased failure
- pay equity women earn less than men = inequality
- work-life balance e.g. mothers find it harder to advance in careers
- discrimination = hostile work environment
