Analysis of Diversity and Equal Opportunity Management at ASDA

This report delves into the critical aspects of managing diversity and ensuring equal opportunity within the workplace, with a specific focus on the challenges and strategies related to discrimination. The report begins by defining key terms such as equality and diversity, and introduces the concept of BAME (Black, Asian, and Minority Ethnic) individuals and the systemic disadvantages they often face, including instances of racism. It examines various forms of discrimination, including the 'glass ceiling' and 'glass cliff' phenomena, using ASDA as a case study. The analysis explores how these barriers limit opportunities for women and ethnic minorities, and the role of management in addressing such issues. The report then evaluates steps to resolve discrimination, such as diversity strategies, communication policies, coaching, and training, and reinforcement. It emphasizes the importance of positive actions, such as providing equal job opportunities, promoting minority groups, and fostering an inclusive environment. The conclusion underscores the need for effective management strategies, including improved communication channels and the removal of all forms of racism. The report recommends creating better communication channels, providing more job opportunities for BAME individuals, and removing all forms of racism within an organization.

Managing Diversity And
Equal Opportunity

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Various discrimination activity which can affect the working...................................................1
TASK 2............................................................................................................................................4
Evaluate various steps through which issues get sorted out.......................................................4
CONCLUSION AND RECOMMENDATION...............................................................................5
REFERENCES................................................................................................................................7

INTRODUCTION
Equality is consider as a factor which define as all the persons are equal in a nation. The
concept of equality define as all people in a country are same and have same rights as others.
Diversity is termed as variety which signifies that in a country there are various number of
people live together (Acker, 2012). All of them belong to variety of culture in which some are
white and some are not. This create a feeling of discrimination between others. For this, a basic
term is used for all such persons who are non white and have belong to different nations and
parts of world. BAME is signifies as a term which means black, Asian and minority ethnic.
These are such type of people who belong to non white decent or from other parts of the world.
These people are less in number as compared to others and thus government provide them many
opportunities through which they can manage each and every sort of activity. It is a only thing
through which racism can control and all people can enjoy the equal rights and opportunities
which are completely frame for them. But with course of time these people population become
doubled. Hence, BAME people do not grab the better job opportunity as due to many racism
against them. Hence, for controlling these sort of working, management have to use appropriate
steps through which they can control them. This report is based on ASDA which is consider as
one of a company who engage in racism activity.
TASK 1
Various discrimination activity which can affect the working
Discrimination is consider as a major threat which affect the interest and nature of an
individual. There are various number of racism acts are found out which affect the working of an
organisation. Ethnic minorities are such people or groups of society who are less in number and
always have to face some sort of unfair activity against them. According to a report of 2010,
4.1% members of parliament are belong to BAME. This signifies that such people are also less in
number and thus this is a major problem because their issues are not transformed from lower to
higher level (Barak, 2016).
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There are various number of operations are identified which affect BAME in reaching to
top level working. As they have a right to get educate and from last ten years it get identified that
their ratio get increases. Few of the time it get examine that people get affected due to belong to
some different caste, religion and colour (Bateman and Snell, 2013). They get harass at
workplace due to belong to non white decent. ASDA was belong to one of a company where this
kind of act took place. It is a duty of manager to deal with these discriminatory situation and gain
benefit of efforts of a team. As all members of reference company are belong to United Kingdom
not to other. This is consider as one of a major racism activity. This lead to restrict them in
reaching to high level jobs of a country (Bell and et. al., 2011). There are various number of
discrimination behaviour got found at workplace which are as follow: Glass ceiling:It is a type of unfair activity which means invisible upper limit which create
issues at the time when women lead to manage everything (glass ceiling, 2017). It also
used to describe limits and barriers which faced by racial groups. This term was
popularised in 1980 and it is a glass because women and racial groups do not find or
aware about this sort of problem. These are the artificial barrier which are usually for the
persons who belong to different nations or decent. According to Equality act 2010, it get
identified that all people are equal and they have same rights as compared to others. This
act was imposed by government with a clear motive to remove discrimination. Although
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Illustration 1: Managing diversity and Equal opportunity, 2017

this sort of activity is illegal in nature and ASDA have to use appropriate steps through
which glass ceiling can be removed.
 Glass cliff: It is a situation when people who belong to minority group become leader in
challenging circumstances (glass cliff, 2017). The chances of risk is high in nature and
thus can affect the working very badly. Every time women or ethnic groups have to face
many problems which affect their interest. This work was originated in 2004, and none of
a law get formulate for this. Glass cliff taking place at such time when any person who
want to become leader made their dream true and many such people who do not want to
let them in taking such position create barrier for them. Only 0.8% of local councillors in
England are Black, Asian and Minority
Ethnic. As this data represents that, many people do not want minority individuals to grab their
equal position (Dobbin, Kim and Kalev, 2011).
ASDA made a negative impact on users by employ their name in such unfair practices. Managers
have to use appropriate steps through which they can manage such things which increase number
of chances of glass ceilings and glass cliff. Barack Obama become president of USA and create a
positive impact. Moreover, Clinton also become leader but she lose in final election. As this is
consider as a best example of Glass Ceiling where individuals do not want Clinton to become
president. Some other sort of inequalities are structural obstacles, institutional
mindset, individual mindset, individual lifestyles.
All these things give a birth to inequality which is not appropriate in nature. If an
individual have clear mindset about women in which they do not want her to get success then it
is consider as a thing which increase chances of Glass Ceiling. For this adequate steps have to
carry out which support in removing such type of barrier from society and provide equal right
and diversity to each and every individual. Equality is a right of person whether it belong to
some other decent or any level of society. Moreover, for women appropriate and equal rights
have to be provided in diversified country. This aid them in working adequately without
engaging in any kind of illegal activity which is not appropriate for business and its image. From
last few years, it get measure that these decent people are more hard-working and have better
knowledge of working than any local person. By supporting them number of people who belong
to lower level or are minority in number get enhance and motivated and work more
appropriately.
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TASK 2
Evaluate various steps through which issues get sorted out
Discrimination affect an individual interest so badly because it create a feeling of
inequality between them. There are many discriminatory behaviours are identified at workplace
and management have to choose appropriate steps through which these illegal act get resolve.
Hence, for this ASDA have to apply appropriate tool through which they can minimise the issues
of glass ceilings and glass cliff. For this positive actions should have to be drawn out which are
providing better job opportunities for women, promote and encourage such people which belong
to minority group (Jonsen, Maznevski and Schneider, 2011).
Provide equal rights to all such groups which are belong to BAME and provide them
reservation by allotting seats. But this made a negative impact and for this, appropriate
interviews have to get conducted and job have to provide only such people which have better
ability to perform task. These positive actions lead to change the mindset of people of society
and many high level group of persons. Moreover several other steps also have to take in account
by management through which they minimise such type of problems from society. Diversity strategy: Diversity means variances and number of people who belong to
different society. As per this, management have to use appropriate diversity strategy in
which they are going to use appropriate steps in making all people as a team. For this
they can organise several games under which all people will lead to work together. Policies of communication: There are variety number of action plan have get framed in
which communication process of reporting relationship get maintain. Many times it
seem that these minority decent do not become able to complaint any sort of harassment
which get indulge towards them to senior authority because of unfair practices against
them. By formulating appropriate communication policy this problem get resolve
(Jurkus, Park and Woodard, 2011). Coaching and training: Guide all people together whether they belong to high society or
lower, whether they are men or women. This aid them in creating a spirit to work
together and chances of diversity get decline. Provide proper training under which
appropriate work get done and workers or people can aware about regulations which
frame for such type of activities. This aid them in get aware about all negative
consequences which leads to take place due to these illegal act.
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 Reinforcement: This termed as provide strength and support with additional materials.
This support in conducting all operations appropriately. People have to reinforce such
number of individuals in an organisation who never promote such sort unfair things at
workplace (Klarsfeld and et. al., 2014).
ASDA have to apply these things in their business through which they can minimise the chances
of illegal activity at workplace. For women, glass ceilings have to minimise so that they can grab
better job opportunity for future development. In this purpose, managers are the one who lead to
provide regular graph of their associates. Thus, management have to provide them proper
training in which ladies who attain their dreams have to signifies. This help them in remove the
barrier like glass ceiling and women can also become equal to men (Tatli, 2011).
Moreover glass ceiling is not limited to women but also for such people who belong to
minority group of society. These BAMA have lack of better job opportunity so apply appropriate
steps through which they can grab appropriate job opportunity. BAME is presence in board
which have to get improve in short period manner. This process is taking place as consider the
example of Clinton. Moreover, Barack Obama become president of USA who belong to minority
group of society and black in colour. He become the leader and work as one of a success
president in world.
CONCLUSION AND RECOMMENDATION
Equality is a right of every person of society and many discriminating activities are
taking place. BAME is a major discriminatory issue in a country which have to improved by any
how. Hence, for reaching them to top level of jobs it become hard. Thus, management have to
apply appropriate things through which they can remove this pest from society. Moreover, many
women and minority people do not grab better job opportunities just for the glass ceiling. As for
overcoming this situation, government regulate many laws as well as they have to provide
reserved seats to appropriate candidate. Along with this by applying appropriate tool this
situation can be improved. In such a manner diversity strategy, reinforcement and policies of
communication play an effective role. Most of the time these chances occur due to lack of
communication and complaint pass. Hence, in an organisation management have to maintain
adequate chain through which information can be proceed easily.
For improving such things, an organisation have to admire proper recommendations for
all those areas which really need to get developed. Creating a better communication channel
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through which every person can give details about all such bullying acts which are taking place
against them. Moreover, in BAME management have to provide better job opportunities. All
sort of racism have to get removed from an organisation. This aid them in making operations
more effective and appropriate. Black, Asian and Minority Ethnic is such part of society who is
suffering many such problems which are not in favour. As, government have to formulate many
new laws and guide them so that they can raise their volume against such sort of operations
which are not favourable at all.
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REFERENCES
Books and Journals
Acker, J., 2012. Gendered organizations and intersectionality: Problems and possibilities.
Equality, Diversity and Inclusion: An International Journal. 31(3). pp.214-224.
Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Bateman, T.S. and Snell, S., 2013. Management: Leading & collaborating in a competitive
world. McGraw-Hill Irwin.
Bell, M.P., and et. al., 2011. Voice, silence, and diversity in 21st century organizations:
Strategies for inclusion of gay, lesbian, bisexual, and transgender employees. Human
Resource Management. 50(1). pp.131-146.
Dobbin, F., Kim, S. and Kalev, A., 2011. You can’t always get what you need: Organizational
determinants of diversity programs. American Sociological Review. 76(3). pp.386-411.
Jonsen, K., Maznevski, M.L. and Schneider, S.C., 2011. Special Review Article: Diversity and
its not so diverse literature: An international perspective. International Journal of Cross
Cultural Management. 11(1). pp.35-62.
Jurkus, A.F., Park, J.C. and Woodard, L.S., 2011. Women in top management and agency costs.
Journal of Business Research. 64(2). pp.180-186.
Klarsfeld, A., and et. al., 2014. 9.78 E+ 12: Country Perspectives on Diversity and Equal
Treatment. Edward Elgar Publishing.
Tatli, A., 2011. A multi‐layered exploration of the diversity management field: diversity
discourses, practices and practitioners in the UK. British Journal of Management. 22(2).
pp.238-253.
Online
What Are Diversity, Equal Employment Opportunity, and Affirmative Action? 2017. [Online].
Available through:<http://hr.berkeley.edu/policies/affirmative-action-eeo/about>.
[Accessed on 14th August 2017].
glass cliff. 2017. [Online]. Available
through:<https://en.oxforddictionaries.com/definition/glass_cliff>. [Accessed on 14th
August 2017].
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