Equality, Diversity & Inclusion in the Workplace

Running head: PEOPLE AND ORGANIZATIONAL MANAGEMENT
People and Organizational Management
Name of the Student
Name of the University
Author Note

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Question 1
Explain what is meant by the terms “Equal Opportunities” “Equality and Diversity” and
“Inclusion” in the workplace. You should refer to current Law of England and Wales in
this context, as well as to academic sources and includes examples of organizations which
demonstrate Good Practice.
The above question deals with the concept of the equal opportunities at the workplace.
This question arises since the modern workforce in the multinational organizations has tended to
recruit the people from various ethnic and cultural backgrounds and the language barriers are
also present there as well (Gov.uk 2019). The issue of the equality, diversity and inclusion has
been treated as very important issues within the organizations. The perspective of religion can
also be added in this section as well. Therefore it is very much important for the organizations to
include the policies of workplace diversity within their rules and regulations. The management of
the organizations must ensure the discrimination practices are not there within the organizations.
According to this practice, the workers have to be treated in the same ways since they serve in
the same ways like others.
The discriminations should not be made on the basis of the ethnic backgrounds and the
color of skin (Gov.uk 2019). This is why it is extremely important for the organizations to
maintain this discipline and present the equal opportunities in front of all the people within the
organization (Elwér et al. 2013). The equal opportunities should be presented to all the people
regardless of their age, gender, race, sexual orientation or the physical disabilities. The
legislation of England and Wales also supports this view as well. The Equality Act 2010 is also a
very important legislation in United Kingdom to prevent the discrimination at the workplace.
There are other legislations in this regard as well. These are the Human Rights Act, Sex

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Discrimination Act, Disability Discrimination Act and Race Relations Act. The only factor that
should be looked at within this matter is that of the potential skills and capabilities of the
employees. These legislations are there at place to make sure that the employees should be hired
by the organizations on the basis of their talent pools from the widest possible ranges (Gov.uk
2019). The employees should be treated in the same ways and the same facilities should be given
to them. The companies should always adhere to the minimum standards and the employees
should not feel to be at risk when they undertake any projects with the colleagues from different
ethnic and racial backgrounds (Elwér et al. 2013).
As per the legislation of the United Kingdom, the organizations must provide an
inclusive working environment for the employees. The managers of the organization should
ensure that the employees should not face any kind of challenges and barriers so their career
progression might be in danger (Elwér et al. 2013). The higher management should not make any
decision that is wrong for the success of the employees in their professional fields. The
employers should look at the wider pool of talents when they would recruit the people. It is the
responsibility of the employers to implement the diversity management because the employees
would be deprived of their facilities if they are treated with the discrimination within their
organizations only. In this way the managers will be able to have a better influence on their
employees by effectively managing the diversity issues (Sharma and Sharma 2012).
The balanced workforce from different sections of the society would be able to deal with
their works in an effective manner. Thus the organizational culture would be able to make a
difference in the minds of the employees. However, the payment and promotion of the
employees should not be restricted according to their caste, race, ethnicity and gender as well.
The career development of the employees should also be directed by the equal opportunities. The

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people should be promoted based on their talents and working capacities only. This is why it has
been much important for the companies to promote the slogan of workplace equality (Sharma
and Sharma 2012). The proper training should be provided to all the employees who need it
irrespective of the race and religion. The effective diversity programs would surely have better
positive effects on the society and the psychology of the customers. The customers would be sure
that the company will not make discriminations among their customers as well. This will create a
sense of respect among the customers indeed (Canas and Sondak 2013). The employees will also
have the confidence within them that they would be allowed to use the proper tools within their
work effectively and no amount of barriers would be created upon them. The proper
communication would surely be there among all the people within the organization so that the
works can be carried out properly (Alvesson and Sveningsson 2015).
According to the legislation of England and Wales, there are some areas in which the
nine protected characteristics would have to be underlined. These are the age, disability, sexual
orientation, gender, marriage or civil partnership, race, religion or belief and gender
reassignment. These areas should be protected by the legal procedures if the employees do not
get their privileges within the organization (Canas and Sondak 2013). On the other hand, it must
be clarified that there are generally four types of discrimination. These are direct discrimination,
indirect discrimination, victimization and harassment (Martin 2014). The organizations must
look after the issues where the employers have to make some reasonable adjustments since they
have to provide the equal opportunities to all the employees. The ethnic minorities should be
saved from bullying. If an employee is discriminated on the grounds of his age, being younger or
older the steps should be taken by the concerned organizations (Alvesson 2012).