Equality and Diversity - Policy and Practice
EQUALITY AND DIVERSITY: POLICY AND PRACTICE
ABSTRACT
The purpose of this paper is to analyse and evaluate equality and diversity policies between two companies and determine whether there are gaps between policies and practices in relation to recruitment and selection. The report entails case studies of two organisations namely Working Links (WL) and The Royal Borough of Kensington and Chelsea (RBKC). This report shows that there is a gap between policy and practice in both organisations, the gap being bigger in WL. RBKC being a public organisation have based their policy from a moral perspective where as WL policy is business driven. The report concluded that WL is a compliant organisation while RBKC is a comprehensive organisation (see appendix 3 for full explanation). Being a compliant organisation in need of a lot of changes, this report has provided WL with considerable recommendations.
1. INTRODUCTION
1.1 Aims and Objectives
The aim of this report is to explore variations in the approach adopted by both organisations to equality and diversity policy and what outcome this has on their recruitment and selection process. The objective of the report is to identify and explain approaches to equality and diversity policies. Explain and compare the recruitment and selection process in both organisations. Critically evaluate these processes. Establish what sort of equal opportunity organisation both RBKC and WL are and give necessary recommendations to working Links.
1.2 Methodology
The bulk of information in this report is based on secondary data. There is a bit of primary data which involves informal interviews with various members of staff. Respondents involved local managers, HR staffs, those responsible for equal and diversity policy, staffs involved in recruitment, selection and promotion and employee representatives. Interviews were conducted with both male and female employees and ethnic minority staff. Secondary data involves
ABSTRACT
The purpose of this paper is to analyse and evaluate equality and diversity policies between two companies and determine whether there are gaps between policies and practices in relation to recruitment and selection. The report entails case studies of two organisations namely Working Links (WL) and The Royal Borough of Kensington and Chelsea (RBKC). This report shows that there is a gap between policy and practice in both organisations, the gap being bigger in WL. RBKC being a public organisation have based their policy from a moral perspective where as WL policy is business driven. The report concluded that WL is a compliant organisation while RBKC is a comprehensive organisation (see appendix 3 for full explanation). Being a compliant organisation in need of a lot of changes, this report has provided WL with considerable recommendations.
1. INTRODUCTION
1.1 Aims and Objectives
The aim of this report is to explore variations in the approach adopted by both organisations to equality and diversity policy and what outcome this has on their recruitment and selection process. The objective of the report is to identify and explain approaches to equality and diversity policies. Explain and compare the recruitment and selection process in both organisations. Critically evaluate these processes. Establish what sort of equal opportunity organisation both RBKC and WL are and give necessary recommendations to working Links.
1.2 Methodology
The bulk of information in this report is based on secondary data. There is a bit of primary data which involves informal interviews with various members of staff. Respondents involved local managers, HR staffs, those responsible for equal and diversity policy, staffs involved in recruitment, selection and promotion and employee representatives. Interviews were conducted with both male and female employees and ethnic minority staff. Secondary data involves
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