By Gill Kirton BA Hons MA, Anne-Marie Greene BA Hons MA Phd
This article takes the view that the examine of equality must give some thought to not just problems with discrimination, but in addition the wishes of individuals on the subject of their assorted cultures and identities. It consequently takes a special method of the problems of caliber and variety on this planet of employment. The Dynamics of coping with variety discusses variety as attractiveness of the diversities and similarities among and between social teams, and the way ensuing guidelines needs to replicate these.
This re-creation has been commonly revised and up-dated to include new conceptual, theoretical and empirical paintings now on hand during this starting to be topic quarter.
* extra updated examples included all through this new edition
* up to date statistical facts offered to make the textual content present with insights from the latest contributions to the literature
* attracts on new study to be had on ecu techniques to variety
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Extra resources for The Dynamics of Managing Diversity, Second Edition
Employer attitudes, rooted in stereotypes of and myths about older people, represent the main barriers to the employment of older people. There is evidence that some employers consider people too old to recruit after the age of 50 (Taylor and Walker, 1994; DfEE, 1997) and, further, that for black workers employer ageism could begin as young as age 40. Ageism also has a gendered dimension in that youth is frequently an implicit, if not explicit, prerequisite for many of the jobs dominated by women – for example, secretary, receptionist, airline attendant.
1997). Fluency in English undoubtedly impacts upon the job opportunities of minority ethnic people, but from the available evidence it is clear that since the vast majority of minority ethnic people are now fluent there is little difference in this respect between them and the indigenous population, so poor labour market prospects can be explained by lack of fluency in English in only a small proportion of cases. Among those aged 16–59 years, taken together, minority ethnic people are similarly qualified to the white population.
The government hopes that this will act as a powerful incentive to force companies to improve their practices. The government’s strategy unit also thinks the government should take more account of The UK and European diversity contexts 27 companies’ equality policies when deciding whether to give them contracts – asking them, for example, whether they have any recent racial discrimination cases against them. The government already has this right, but its use is patchy. The unit’s report is a response to the fact that unemployment rates are higher and earnings are lower among many ethnic minority groups than among the numerically dominant white population.