Equal Opportunities In Managing Diversity

1004 Words5 Pages
The rule ‘treat others as you would like to be treated’ is one of the main rules to live by when dealing with managing diversity. Is everyone being treated the same way? Is favoritism or discrimination being shown? Is concern for safety and well- being being shown?
Although the shift from equal opportunities to managing diversity puts an emphasis on learning and adapting cultural change, it does not reject nor overlook the idea of justice; rather it expands on it and tries to open people’s eyes to the bigger issues that are linked with justice. While diversity is about acknowledging and finding ways to appreciate differences in others, justice is still an outcome of diversity management and any organization that fails to do so, has not fully
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It offers a real chance to review and revise what equal opportunities is supposed to be about and how a positive change can be brought about in the workplace that benefits all. In this essay I talked about managing diversity, what it means and how it is more than just a ‘business orientated catch phrase for employers’. The differences between equal opportunities and managing diversity was discussed as well as the importance of justice and how it is a main concern and outcome for managing diversity. However the question still remains will many organizations implement this management philosophy or will they use the term ‘managing diversity’ for the appeal rather than the benefits? An organization that implements this and takes care of the social wellbeing of their employees will automatically see the differences and notice that justice is of high priority just as much as utility is, as ethical and moral business cannot be managed without doing so. To align the interests of society with corporate behavior, has been an ongoing issue in the context of diversity for many years. A first step in this direction would be to follow the MOSAIC framework that Kandola and Fullerton laid out. Once organizations learn to have a better understanding of an individual and move beyond plain tolerance, they will be able to celebrate the high level of diversity contained within each individual as well as work in a happier and more open-minded environment, advantaging all. Kirton and Greene’s claim still may spark debate but in an ideal world, the term managing diversity is more than they claim with utility and justice both being of equally major
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