Managing Diversity
Managing Diversity | Sexual Orientation in the Workplace | |
I am looking at what managing diversity is about, why and when it emerged and what problems and issues it is supposed to address. I will be investigating into sexual orientation in the workplace and will be looking through history at when employment became equal and what the perceptions are like at current. |
Contents | Page | Diversity | 3 | Managing diversity and the concept | 3 | Trade unions and diversity, and the role | 3-4 | Sexual orientation in the workplace | 4-6 | Bias in organisations | 6 | Bridging the gap in the workplace | 6 | Conclusion | 7 | Bibliography | 8-9 |
Diversity
“Diversity refers to the differences, similarities, and related tensions that exist in any mixture. Note especially that the term includes differences and similarities. Diversity is not limited to issues of race and gender, nor is it confined to the workforce” (Roosevelt, 2006, p11).
According to Philomena (1996) Diversity and the tension that comes with it has existed in our country since the beginning and have led to many events in history including many wars which have been caused by different views and morals. It has also led to much discrimination in the workplace because there is not just one way of doing things. There is indirect discrimination which is equal treatment in equal circumstances, but under unequal social conditions and there is direct discrimination which is unequal treatment in equal circumstances under racially unequal social conditions.
There are many factors that have led to an increased awareness of diversity including that of a changing society. According to Stockdale and Crosby (2005) demographic changes are widespread resulting in a rapidly shifting workforce. With changes in the economy leading to globalization there has therefore been an increase in jobs in the service sector and decreasing amount of employment in manufacturing. This meaning the whole
I am looking at what managing diversity is about, why and when it emerged and what problems and issues it is supposed to address. I will be investigating into sexual orientation in the workplace and will be looking through history at when employment became equal and what the perceptions are like at current. |
Contents | Page | Diversity | 3 | Managing diversity and the concept | 3 | Trade unions and diversity, and the role | 3-4 | Sexual orientation in the workplace | 4-6 | Bias in organisations | 6 | Bridging the gap in the workplace | 6 | Conclusion | 7 | Bibliography | 8-9 |
Diversity
“Diversity refers to the differences, similarities, and related tensions that exist in any mixture. Note especially that the term includes differences and similarities. Diversity is not limited to issues of race and gender, nor is it confined to the workforce” (Roosevelt, 2006, p11).
According to Philomena (1996) Diversity and the tension that comes with it has existed in our country since the beginning and have led to many events in history including many wars which have been caused by different views and morals. It has also led to much discrimination in the workplace because there is not just one way of doing things. There is indirect discrimination which is equal treatment in equal circumstances, but under unequal social conditions and there is direct discrimination which is unequal treatment in equal circumstances under racially unequal social conditions.
There are many factors that have led to an increased awareness of diversity including that of a changing society. According to Stockdale and Crosby (2005) demographic changes are widespread resulting in a rapidly shifting workforce. With changes in the economy leading to globalization there has therefore been an increase in jobs in the service sector and decreasing amount of employment in manufacturing. This meaning the whole
Bibliography: Badgett, L., Lau, H., Sears, B., Ho, D. (2007) Bias in the Workplace: Consistent Evidence of Sexual Orientation and Gender Identity Discrimination, Evidence of Sexual Orientation Discrimination in Wage Gaps. 1 (1) June, p16. Colgan, F., Ledwith, S Department for Communities and Local Governments. (2007) The Equality Act (Sexual Orientation) Regulations 2007. [Internet], Communities and Local Government. Available from: [Accessed 13 April 2010] Equality North East Galloway, B. (1983)Prejudice and pride: discrimination against gay people in modern Britain. London, Routledge. Hayfield, A. (2003) Meet the ‘out’ laws. [Internet], people management. Available from: [Accessed 14 April 2010] Lafitte, F Mcllroy, J. (1988) Trade Unions in Britain Today. Manchester, Manchester University Press. Nexis (2009) Understanding User Needs - The Fundamental Motivation Theory. [Internet], Nexis. Available from: [Accessed 14 April 2010] Nexis (1997) Managing problems: What it takes to motivate workers OPSI. (2003) The Employment Equality (Sexual Orientation) Regulation 2003. [Internet], OPIS. Available From: [Accessed 13 April 2010] OPSI Philomena, E. (1996) Diversity. Amherst, University of Massachusetts Press. Ragins, B., Singh, R., Cornwell, J. (2007) Making the invisible visible: Fear and disclosure of sexual orientation at work, Journal of Applied Psychology. 92 (4) July Richardson, A Roosevelt, T. (2006) Building in the promise of diversity: how we can move to the next level in our workplace, our communities, and our society. New York, ANACOM. Stockdale, S., Crosby, F. (2005) The Psychology and Management of Workplace Diversity. Oxford, Blackwell Publishing. Stonewall (2007) Sexual Orientation Research Review. [Internet], The Equalities Review. Available from: [Accessed 15 April 2010] Whittle, S., Turner, L., Al-Alami, M Zuckerman, A., Simons, G. (1996) Sexual Orientation in the Workplace. London, Sage Publications.