Equal Employment Opportunity in Human Resource Management

This presentation discusses the concept of equal employment opportunity in human resource management, including its importance, issues and challenges, anti-discrimination employment laws, and recommendations to reduce barriers to equal employment opportunity.

HUMAN RESOURCE
MANAGEMENT

INTRODUCTION
 Human resource management is department of business enterprise that
considers the following things as hiring, managing and firing the staff. It is
one of the effective things that puts major consideration over function of
people that ensures best work practice.
 The present report is based on the HR issue as Equal employment
opportunity. This can be termed out as hiring, firing, promoting and treating
employees without any discrimination. It is illegal for employee to make
discrimination against things as are race, age, gender, colour sex, religion
and national origin.

WHAT IS EQUAL EMPLOYMENT
OPPORTUNITY
 The one of the main principle of equal opportunity is in
relation to education, employment, advancement, benefits,
resource distribution and all other areas are needed to be
considered. In this, treating all employees and applicants for
employment equally without making discrimination in terms of
sex, race and religion etc.
 The inequality in working opportunities creates the negative
working environment and organisation finds its difficult in
terms to achieve desire goals.

Issues & challenges to equal
opportunity
 There are number of factors in which entity is facing issues and there is
need to improve opportunity in workplace so that there can be creation
of recruitment and retention policies in workplace. Furthermore, the
employees are facing discrimination and in this way they are facing
issues in terms equal employment opportunity and this has been
presented in below context manner as are-
 Age discrimination- It is kind of practice that should be specifically
protected by the law. There are employees who are receiving the same
benefits regardless of age. There must be equal opportunity to the
younger and older worker to the firm.
 Unequal pay- Transparency is core value of many companies and
there are number of wages discrimination to employees. The unequal
pay to employees creates major distraction among the mind of the
individuals. There should be equal pay rate between man and women.

CONTINUE...
 Religious discrimination- It is not right to make discrimination on the basis of
individual religious customs. The company should reasonably accommodate am
employee religious belief. It is essential to maintain positivity at the workplace.
 Gender discrimination- In salary of the men and women of same qualifications,
responsibility skill, level and position employers are forbidden on basis of gender.
There must be equalize pay between men and women.
 Pregnancy based discrimination- In this, it can be said that the pregnancy based
discrimination is illegal. Thus, HR of the firm should handle the pregnancy related
matter in the same way that can be handle a temporary illness or other non permanent
condition.
 Hostile work environment- This is must be created at time when harassment and
discrimination interferes with the performance of employers and work performance. It
creates difficult or offensive work environment for an employee or group of employees.

ANTI DISCRIMINATION EMPLOYMENT
LAWS
There are so many laws and this all are created in terms to prevent the privilege of
employment discrimination. These are all framed in order to promote equal
opportunities to the employees and it has been defined in below presented
manner as are-
 Sex Discrimination Act 1975- It prohibits discrimination on the basis of ground
of sex, marital, status, gender reassignment in field of employment, education
and provision of good and services.
 The race relations 1976- It is amended by the race relations and regulations
2003 and this all prohibits discrimination on the basis of colour, ethnic, national
origin in the fields of employment.
 The disability discrimination Act 1995- It deals with the discrimination on the
grounds of disability in employment, education and access to good facilities,
services and premises. There must be removal of small employers exemptions.

Recommendation to reduce barrier to
equal employment opportunity
 On the basis of above thing there are number of ways to in terms to bring
systematic equal employment opportunities and it has defined in following
manner as are-
 It is imperative to train all interviewers and managers to be familiar with
discrimination laws. The meeting between the manager and current employee
are needed to be constructed in terms as discriminating will not be approached.
 The HR should direct as to put major consideration over core values, beliefs
and perceived strength so it can motivate the people to succeed.
 The human resource manager should not make any difference between pay on
the basis of pay to male and female workers. The commission motivates the
employers to look beyond to the minimum legal requirements of equal
opportunity laws.

CONTINUED...
 The employee can feel low, unworthy or less important than others.
This kind of thing can make the employees feel distracted and it
can be barrier to the personal growth of the employees. It can
create the issue and it can also leads to negative through and
creating issues in terms to maintain the things in adequate manner.
 Ensure employees to be aware and continue to be aware about the
policies and procedures in relation to the discrimination and
harassment and it is inclusive of allegation of discrimination and
harassment.
 The employer of the enterprise should should develop separate or
enhanced program for supervisory and managerial employees.

CONCLUSION
 From the above report it can be concluded that human
resource management plays the essential role in terms
to bring systematic arrangement to the enterprise.
 The present report is based on Equal employment
opportunities in terms to meet out the objective of the
enterprise. The report has covered the various things
as discrimination, Anti policies discrimination and
recommendation to improve it.

REFERENCES
 Zafar, A., Memon, A. and Khan, M.N., 2018. Implication of
HR components on Employee Performance: A comparative
analysis of Public & Private Sector employees. Pakistan
Administrative Review, 2(2), pp.223-232.
 Warner, M., 2018. Human resource management revisited.
 Paauwe, J. and Boon, C., 2018. Strategic HRM: A critical
review. In Human Resource Management (pp. 49-73).
Routledge.