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Equality of Opportunity
Chapter 16 of Human Resource Management in a Business Context
(3rd Edition 2007) by Alan Price - published by Cengage
Contents
Objectives
The purpose of this chapter is to:
- Define and distinguish between the concepts of equal opportunity and the management of diversity
- Assess the scope and effectiveness of legislation and other anti-discriminatory initiatives
- Identify the significant barriers to equality and diversity in employing organizations
- Outline the nature and extent of discrimination on the basis of sex and gender
Sections
- The meaning of diversity
- Society and opportunity
- Examples of anti-discrimination legislation (includes summary of US legislation)
- The emphasis of anti-discrimination legislation
- Diversity and the organization
- Strategies for diversity
- Gender and sexual discrimination
Summary
Equality of opportunity is both a matter of social justice and sound economic sense.
Voluntary approaches to minimize discrimination have been largely ineffective and most
developed countries have introduced some form of anti-discrimination legislation. There
has been a tendency towards all-embracing laws in recent years, increasingly linked to
human rights legislation. Granting opportunity is beneficial to organizational
effectiveness as well as personal success. The strategic management of diversity leads
to a wider range of ideas and abilities, offering greater scope for innovation and
competitive performance in the future.
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Human Resource Management in a Business Context, 3rd edition
Human Resource Management in a Business Context provides an international focus on the theory and practice
of people management. A thorough and comprehensive overview of all the key aspects of HRM, including articles from HRM Guide and other sources,
key concepts, review questions and case studies for discussion and analysis.
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