Diversity and Equality in Workplace
INTRODUCTION
Diversity and equality in workplace, according to the Webster College Dictionary, means as fact, quality, state, of instance being diverse. The conventional means of diversity concentrated on racial and gender differences. However, diversity also includes disabilities, age, and sexual preferences. The differences in workplace also related to social background life and personal skills; education, management skills, loyalty to company, personality, job function, and cooperate background (Grant and Kleiner, 1997).
According to International Labour Organization (2003), in 1999, ‘Time for equality’ is the first Global Report about discrimination at workplace, discussed about the important strategic to entry society and workplace with free from discrimination. In the recent years, many global institutions along several countries are trying set up regulation to protected women at workplace (Wirth 2001). The last 50 years have been battling for the right of woman from the discrimination and equality in workplace.
The discrimination issues in workplace not only highlighted the woman right in workplace, the need of fighting the discrimination issues in workplace is even more important and urgent in the world because the increasingly unequal, unsafe, and insecure problem in workplace.
DIVERSITY and EQUALITY AT WORKPLACE:
Overview
In recent conference of International Labour Organisation (2007) showed that,
The countries and global institutions struggle to solve discrimination problem shows a combination of failures and major advances. The discrimination in workplace becomes global issues, and political intervention should reduce the issues. In 1951, International Labour Organisation member States ratified two international labour standards: “Equal Remuneration Convention” No. 100, and in 1958, Discrimination Convention (Occupation and Employment) No. 111. In 2006, the number of countries who involve in the this Convention has expanded significantly.
Diversity and equality in workplace, according to the Webster College Dictionary, means as fact, quality, state, of instance being diverse. The conventional means of diversity concentrated on racial and gender differences. However, diversity also includes disabilities, age, and sexual preferences. The differences in workplace also related to social background life and personal skills; education, management skills, loyalty to company, personality, job function, and cooperate background (Grant and Kleiner, 1997).
According to International Labour Organization (2003), in 1999, ‘Time for equality’ is the first Global Report about discrimination at workplace, discussed about the important strategic to entry society and workplace with free from discrimination. In the recent years, many global institutions along several countries are trying set up regulation to protected women at workplace (Wirth 2001). The last 50 years have been battling for the right of woman from the discrimination and equality in workplace.
The discrimination issues in workplace not only highlighted the woman right in workplace, the need of fighting the discrimination issues in workplace is even more important and urgent in the world because the increasingly unequal, unsafe, and insecure problem in workplace.
DIVERSITY and EQUALITY AT WORKPLACE:
Overview
In recent conference of International Labour Organisation (2007) showed that,
The countries and global institutions struggle to solve discrimination problem shows a combination of failures and major advances. The discrimination in workplace becomes global issues, and political intervention should reduce the issues. In 1951, International Labour Organisation member States ratified two international labour standards: “Equal Remuneration Convention” No. 100, and in 1958, Discrimination Convention (Occupation and Employment) No. 111. In 2006, the number of countries who involve in the this Convention has expanded significantly.
Bibliography: Atewolugun, D. and Singh, V. (2010) ‘Challenging ethnic and gender identities’, Equality, Diversity and Inclusion: An International Journal, 29(4), pp. 332-347, ABI/INFORM Global [Online]. Available at: http://proquest.umi.com/ (Accessed: 1 November 2011). Grant, B. and Kleiner, H. (1997) ‘Managing diversity in the workplace’, Equal Opportunities International, 16(3), pp. 26, ABI/INFORM Global [Online]. Available at: http://proquest.umi.com/ (Accessed: 1 November 2011). Harris, L. and Foster, C. (2010) ‘Aligning talent management with approaches to equality and diversity’, Equality, Diversity and Inclusion: An International Journal, 29(5), pp. 422-435, ABI/INFORM Global [Online]. Available at: http://proquest.umi.com/ (Accessed: 1 November 2011). Hunter, S. and Swan, E. (2007) ‘Oscillating politics and shifting agencies: equalities and diversity work and actor network theory’, Equal Opportunities International, 26(5), pp. 402-419, ABI/INFORM Global [Online] Available at: http://proquest.umi.com/ (Accessed: 1 November 2011). ILO (2007) Equality at Work: Tackling the Challenges. Available at: http://www.ilo.org/ (Accessed: 1 November 2011). Wright, T., Colgan, T., Greegan, C. and McKearney, A. (2006) ‘Lesbian, gay and bisexual workers: equality, diversity and inclusion in the workplace, Equal Opportunities International, 25(6), pp. 465-470, ABI/INFORM Global [Online]. Available at: http://proquest.umi.com/ (Accessed: 1 November 2011).